Gideon Adebiyi __________________________________________________________________________ Please reply to: saproles@gmail.

com 07946121598 SAP HR CONSULTANT Nationality - British Skills Experience of project management and business process re-engineering particularly with regard to HR back-office business processes. Experience of two full project lifecycle experience comprising of a global implementation in a FTSE 100 organisation Expert knowledge, configuring and customizing experience of SAP ECC6.0 HR processes, including: o Personnel Administration o Organisation Management o e-Recruitment ( end to end talent management processes) o Training & Events Management o Personnel Cost Planning Processes (Planning Prep, data collection, creating cost plans & subsequent processes) o Configuration of Enterprise Compensation Management o Configuration of Travel Management o Support & Processing of Travel Management o Time Management, including CATS o Travel & Expenses( integrating TV with Funds Management) o Employee and Manager Self Services o Technical skills - including reporting and workflows Knowledge of latest SAP technologies; configuration and testing 2 Full project life cycle experience Excellent functional consultancy experience, including requirements gathering and thorough knowledge of Blueprinting( as the process of building the rules to be used to determine the required enterprise and personnel structure), strong understanding of HR/Payroll processes and systems Proven ability to build rapport with stakeholder management and communicate clearly resolutions to incidents, change management and control tools and including experience in designing and running workshops Knowledge of managing test cycles, test scripts and developing good test strategy and documentation Experience of management of incidents and problems using ITIL v3 methodology Prince 2 certified Strong SAP HR configuration in major modules of SAP HR Experience of project role as either consultant or internal consultant. Experience of change management disciplines, including organizational change and team development. Project management skills including project planning, change control, methodology and product development Excellent requirement gathering and business processes investigative skills Strong understanding of the software development life cycle from idea inception through scoping, requirements gathering, analysis, design, construction, testing, QA, user acceptance, deployment, maintenance/support, and change management

 Strong consultancy skills comprising of good presentation, client facing, articulate and positively assertive with the ability to develop and sustain customer relationships Good facilitation skills and ability to provide support and organize presentation/potential workshops and conferences. Strong and practical relationship building and management skills. Ability to influence senior management and create buy-in. proven ability to deliver results. Ability to demonstrate understanding of data relevant to HCM including employee life cycle, company benefits plans, policies and procedures, vetting, compensation trends Process and technical knowledge as well as proven experience in the use and support of the following business systems: - Org publisher -Performance Link - Talent Link - Support Works (complete training) Proficient in use of Microsoft Office Suite Word, XL, PowerPoint, Access, MS Projects Proficient in Project Management Methodology (Prince 2) Proficient in project quality management (Six Sigma Yellow Belt). Good knowledge and working to ITIL Standards and procedures (Change, Incident, Problem & Configuration Management) Substantial SAP functional experience and end-to-end business process integration experience. Methodical and structured approach. Ability to deliver to tight timescales. Education/ Qualification Post Graduate Diploma -HR Chartered Member, Institute of Payroll Professionals ISEBs Essential Business Analysis Training, SAP HR Academy Training Six Sigma Quality Control Methodology (Yellow Belt) ISEB (Certification) IT Service Management Prince 2 (Certification) Project Management Methodology BSc Economics. Professional Experience SAP HR Consultant Konfig Group. Aug 2008- Mar 2011

Major accountabilities and responsibilities included: Lead on the definition of the functional design of SAP HR Solutions for projects and inputs into the technical solution, making best use of available technology. Ensure what is technically developed meets the business needs / requirements. Ensure technical developments are moved into the live SAP HR environment without disruption to the business user. Continuous improvement initiatives to drive maximum value from the investment in SAP HR. Management of HR Systems Administrator Liaison with the client's and business functions in order to understand and capture requirements; understand and implement project deliverables, communicating progress and other issues; Produce the assigned deliverables and to test them ensuring that they meet customer requirements. Mentor less experienced staff and develop their knowledge of SAP. Maintain and expand HR metric reporting solutions Produce and distribute quarterly statistical HR metric report

Provide HR statistics for external surveys Support annual employee engagement survey Provision of regular ad-hoc reports and analysis for HR and senior management Design, document bespoke reporting solutions, manage implementation together with in-house IT team and external developers, test developments Design, build and test reporting solutions using the SAP standard query tools, and maintain existing reports and reporting environment (user groups, infosets) Monitor data quality in the transactional SAP system and produce regular data quality statistics to drive awareness and consistency within the global HR community Promote and implement global HR data standards Initiate and manage system changes required to for data quality improvements Represent HR in the firms data quality committee Provide HR data and liaise with other internal service functions including IT, Finance and Marketing and Business Development Oversight of global organisational model ensuring that the structure conforms with management relationships and reporting Manage organisational structure (organisational objects and positions) together with HR Systems Administrator Train HR end users in SAP standard reports Provide guidance and HR systems support to the HR function Work with HR Systems Administrator to ensure timely and accurate provision of key responsibilities Manage complex queries on a case by case basis upon escalation from HR service team Keep abreast of HR systems developments within the industry market Solid SAP HR experience across all areas of the lifecycle including design, builds, go-live and support. Strong understanding of HR processes and ability to achieve impact and influence through quality information, access and awareness across a globally diverse organization. standards and procedures.(this is in respect to RFCs, use of templates, ensuring completion of test templates with required information, test details , timelines and advice for move into production .) Responsible for the definition of system testing quality standards within the team Taking ownership/ responsibility for production and distribution, internally and externally, of Release Notes and System Test Certificates , Shell, Sept 2006- April 2008

Shell People Project SME Key Roles & Responsibilities

Part of the Regional Implementation Team on the OneHR ( major change which will include moving to a Shared Services model for its HR and Payroll services).Aside providing core Hr project planning duties which involved the new ways of HR service provision I played strategic roles in the development of the new business processes , designing the process flows and plans in all the major HR processes, including checklists and designing change methodology in line with the Shell Project Delivery Framework requirements for service delivery with working with SAP HR to help facilitate a smooth transition. Working as a pioneer within the Shared Services programme team, my responsibilities and accountabilities include: Gathering, defining and documenting business requirements to ensure quantifiable benefits Mapping business requirements to the processes in SAP HR Production of "as-is" and "to-be" process maps in Visio to support the new way of working Identifying tactical improvements to support process changes and improvements. Recommendations for implementation and identification of potential risks. Sharing long term/strategic "to-be" requirements and improvements identified during the project. Design, develop and implementation of the required changes in processes and systems, including introduction of a hosted integrated HR system, introduction of a payroll service provision model and introduction of a common recruitment model.

 Setting up, managing and reporting on progress against implementation plans. Working with key stakeholders including the Programme Manager/Programme Board, shared service project managers, and heads of shared services; informing, discussing and negotiating as required in order to meet project objectives within timescales. Working with the Head of HR to develop and implement a more IT based HR office. Maintained existing organizational structures. SAP HR Business Consultant, Oxfordshire County Council Dec 2005- Sept 2006

Gather, define and document business requirements Map business requirements to the processes in SAP Production of "as-is" and "to-be" process maps in Visio to support the new way of working Baseline and final configuration for Organizational Management; including customer specific object codes and actions to create organizational objects. Baseline configuration for Personnel Administration; including Personnel Actions, Dynamic Actions and the Enterprise and Personnel Structures. Implement upgrade from 4.6b to 4.7 Develop Functional Specifications for enhanced HR inbound and outbound interfaces Liaise with offshore developers and testers to ensure functionality and compliance of interfaces and bespoke reports Performed maintenance configuration for Personnel Administration and Organizational Management Developed test plan and scenarios for interfaces; monitored test execution ITNET (Client -Royal Mail) UK My responsibilities included: Organizational Management configuration, including client-specific functionality - creation of new organizational objects with new relationships and evaluation paths for integration with standard SAP objects and a complete redesign of the Personnel Development component. Baseline and final configuration for the training and event management module Personnel Development configuration, including Qualifications Catalogue, Performance Appraisals, and Career and Succession Planning. Develop Functional Specifications and liaised with ABAP consultants to develop bespoke programs including a position creation program, and ad-hoc reports. HR Systems Analyst, PNN Consult Aug 2001 - Aug 2003 Running the HR Systems Department by providing management information systems support and advice to all levels of management and employees implementing Company policies and procedures. The role is split between the HRIS function and the training function in accordance with the needs of the business. Provision, maintenance and analysis of HR management information requirements such as turnover rates, absence management and statistical, cost analysis for HR projects such as recruitment, redundancies, transfers and relocation costs. HR & Admin Officer (Voluntary) Greenwich CAB Jan 2001 July 2001 Leadway Assurance Co. (Various positions in the HR Department, left as HR Systems Manager) March 1990-Dec 2000 Consultancy status on the HR Information System. Initial involvement and participation in the implementation and HR project teams. To develop and appraise and coach team members to advance their skills. Create an environment of constant improvement, simplifying wherever possible. Performing required testing following HRIS developments patches and upgrades the benefit of learning activities. Plan and deliver training programmes which will assist with the development of first line managers. Sept 2003 -Nov 2005