1. Gbolahan OLUWOLE
Oracle Fusion HCM Cloud Consultant
US Citizen, located in Arlington, Texas
Tel: (1)682.217.0662; Email: oluwoleg@gmail.com
Career Summary/Strength
A seasoned and experienced Oracle Fusion HCM and Oracle EBS HCM professional and specialist with over 17 of
EBS/ERP/IT and business transformation experience including fourteen years in implementing EBS/ERP systems, focusing
on delivery of major Oracle Cloud and EBS HCM Suites, consulting and Industry Solutions. His expertise include enterprise
data conversion and application security, eApplications, System Analysis, design, Security and controls; for multi industries.
He has an excellent knowledge of eBusiness technology applied to Human and Financial capital of a business organization;
has performed several complete lifecycle implementations and upgrades of the HCM modules with emphasis on data,
training, change and project management. Has delivered optimum benefits, with technical proficiency, to employers and
clients with deep belief in their missions
Educational Qualifications:
 MBA Human Resources/Management, 1996
 BS Political Science/International Relations, 1996
 HND/BS Business Administration, 1983
Professional Qualifications:
 PMI Member, Project Management Institute
 MAMAI Member, American Management Association International
 ISACA Member, ISACA
 MNIM Member, Institute of Management
 AIPMN Associate, Institute of Personnel Management of Nigeria
ORACLE/ERP KNOWLEDGE& SKILLS: (ORACLE 11i, 12x Suites)
 Extensive education/training on Oracle HCM, Oracle Financials (
 Oracle HCM Cloud Solutions Architect Expert (v9-10)
 Oracle HRMS (HR,/Payroll, OAB, CWB, OLM, SSHR) up to R12.2.4 - Oracle HCM Configuration Subject
Matter/SDLC Expert providing full range implementation from initiation, planning, business processes and requirement
analysis, design, development, deployment, integration and testing. Training and knowledge transfer, post production
support and availing Oracle Service requests, as may be required
 Completed over 150 Oracle University/Partner Network Fusion HCM classes
Considerable experience in the following Industries:
 Banking
o Ecobank Transnational Incorporated, Ghana/Togo (Global in 42 countries)
 Advisory Services/Management Consulting:
o Bearing Point Inc.,
o Jefferson Wells International, TX
o Gaudit Consulting Inc.
o Ameriqproject Inc.
o Transnational Computer Technology
o Cedar Alps Consulting, NG, TX
 Government:
o Lagos State Government, Nigeria,
o Memphis, Water, Light & Gas (MWLG) Corp, TN,
o Sunflower Electric Power Corp., KS,
 Manufacturing:
o Guyana Sugar Corporation, Guyana, S/America
o Zales Corporation, TX
 Education:
o Knowledge Learning Corp., OR
 Information Technology/Hardware:
o Diebold Inc., OH
o Catalyst Business Solutions, CA
 Publications:
o RH Donnelly Inc., NC
 Public Service:
o United Nations/WHO. Switzerland

2. Project Management Skills
Managing new project engagements including change management, installation, design, integration, testing, configuration
and production cut-over and support – Project Management framework and process, management of time, cost, quality and
human resources, project/customer social responsibilities and risks management. Program Management, Project Delivery
with thorough understanding and application of SDLC framework, PMO, Business Transformation, and Training
Management. Expertise in Oracle Implementation Methodology (AIM), Oracle Unified Methods (OUM).
Oracle Cloud Fusion Applications - HCM Global Human Resources Solution Architect- July
2015 - todate
o Ameriqproject Inc. Oracle HCM Cloud Solution Architect (October 2015 – Till Present)
 Identify business requirements and align them to Oracle Cloud/Fusion HCM functionality.
 Configure the Cloud/Fusion HCM Application based on client requirements.
 Functional Lead: Provide functional application leadership and guidance to client regarding “best practices” and
the functionality of the software modules through all phases of an implementation. Work with client to develop
business solution designs to ensure that business requirements are met.
 Provide thought leadership around industry best practices for improving operation efficiencies and profitability of
client business.
 Assist in documenting and performing application set ups for test instances. Thoroughly review application set up
and configuration with the appropriate client lead to obtain sign off. Raise issues and work resolutions as they
come up to ensure adherence to the project schedule. Work with the respective client functional lead to ensure
knowledge transfer. Participate with the respective client functional lead throughout system testing. Provide
guidance to the respective client functional lead in the preparation of training materials and class agendas.
 Develop innovative solutions using Oracle E-Business Suite for various Cloud/Fusion HCM business requirements.
 Business Development: Assist the Consulting Manager to develop proposals, RFPs, and statements of work
congruent with scale and scope of the sales cycle and eventual engagement. Collaborate with sales to up-sell
consulting services within existing engagements. Assist Practice manager in estimating projects to ensure
profitable delivery.
 Marketing Awareness and Client Relationships: Maintain effective relationships with multiple clients and/or
vendors. Publish and/or present to user, industry, vendor, and recruiting (job fairs). Assist in maintaining a
professional market image for DAZ.
 Global HR Cloud Implementation - Create Implementation Project, Manage Profile Options, Create
Implementation Users, Create Data Role for Implementation Users, Manage Enterprise HCM Information, Manage
Legal Entity, Manage Workstructures, Manage Salary Basis, Configure HCM Data Loader, Manage Security
profile, Manage Workflow Approval.
 Oracle HCM Benefit Cloud implementation - Payroll Calendars (3rd Party Payroll Model), Program Life Events
Matrix - US, Participant Eligibility Profiles, Dependent Eligibility Profiles, Benefit Plans Enrollment (Enrollment,
Dep and Beneficiary Designation, Primary Care Physician), Pgm, Pl Type, and Plan Enrollment Requirements
(Eligibility, Enrollment), Standard Rates, Elements and Links, Coverages, Variable Coverages.
o Ecobank Transnational Incorporated, Ghana, Togo (42 Global Cloud HCM Deployment) Mar 2013 -
Oct. 2015
NEXT-GEN Oracle HCM Cloud Configuration/Implementation (Core HR, Performance Management, Goals Management,
Benefits Management, BI, Oracle Identity Management/BPM)
 Experience in Global HCM solution across multi-legislation and localizations
 Significant and concrete contribution to cross functional Provide functional application leadership and guidance to
client regarding “best practices” and the functionality of the software modules through all phases of an implementation.
 Experienced client change manage Work with client to develop business solution designs to ensure that business
requirements are met.
Professional Functional/Consulting Services (Cloud/Oracle HCM)
 Provided and fully engaged in Global HR Cloud Implementation/configuration - Global Human Resources, Benefits,
Compensation, Workforce Rewards, Workforce Deployment, Workforce Development, Goals and Performance
Management. Design and configure Oracle HCM Benefit Cloud - Payroll Calendars, Benefits Plans and Programs,
Eligibility Profiles, Life Events, Standard and Variable rates, Elements and Links, Benefits Enrollment, Open
Enrollment processes, third party integration/interface
 Create Implementation Project, Manage Profile Options, Create Implementation Users, Create Data Role for
Implementation Users, Manage Enterprise HCM Information, Manage Legal Entity,

3.  Hands-on experience in Functional Setup Manager (FSM), Oracle Identity Manager/BPM Worklist, Authorization
Policy Management;
 Manage and design Reports and Dashboards with Oracle Business Intelligence
 Manage and define Basis, Configure HCM Data Loader, Manage Security profile, Manage Workflow Approval.
 Provided though leadership and SME CRPs to review and manage designs, solutions to functional and technical teams
and business partners.
 Provide thought leadership around industry best practices for improving operation efficiencies and profitability of client
business.
 Assist in documenting and performing application set ups for test instances. Thoroughly review application set up and
configuration with the appropriate client lead to obtain sign off. Raise issues and work resolutions as they come up to
ensure adherence to the project schedule. Work with the respective client functional lead to ensure knowledge transfer.
Participate with the respective client functional lead throughout system testing. Provide guidance to the respective
client functional lead in the preparation of training materials and class agendas.
 Develop innovative solutions using Oracle E-Business Suite for various Cloud/Fusion HCM business requirements.
Ecobank Transnational Incorporated (eProcess International), IT & Technology Hub Headquartered in Accra,
Ghana. Global Oracle HCM R12.1.3 Solution Delivery Project
Role: Oracle HCM Senior Consultant, Nov 2012 – June 2015
Scope: The project spanning Multiple Legislations and Multi-Geographies, 4 Language Translations (English, French,
Spanish and Portuguese across, 50 Payrolls across 50 Business Groups, covers more than 48 countries (Clusters, Affiliates
and Global Corporates in UK, UAE, USA, France, and South Africa) on a Greenfield implementation
Modules: Implementation of Oracle HCM eBusiness Suite R12.1.3 for Core HR; SSHR; OLM; Absence Management,
Approvals Management Engine (AME) Payroll, Benefits Management and Business Intelligence
Major responsibilities include managing a variety of stakeholders requirements including a large team comprising of a
hybrid of Functional, Technical consultants and User department SMEs. As I have successfully and repeatedly done on
previous projects till date, I continue to express on this project, a demonstrable knack for providing thought leadership,
resource efficiency and optimization, robust solution design and delivery of an Oracle HRMS Solution, under-pinning and
expected of the magnitude of this huge Global HR Business Process Transformation Project.
Engaging in high level change management efforts, CRPs, UATs and elaborate training plans for SMEs and other cadres of
users. Other core functional and technical areas of engagement are:
 Extensive involvement in actives related to global deployment of delivered
 Participated in Oracle/ Fusion projects involving strategy, implementation support, and Oracle optimization related to
Information Technology (IT) operations, business processes, security, and data integrity for the applications
 Executed the day-to-day activities of Oracle advisory engagements for a variety of clients including process design,
package implementation lifecycle support, and project reviews
 Reviewed business processes and advise clients on system services available within the Oracle application
 Identified and communicate findings to senior management and client personnel and help identify performance
improvement opportunities for clients
 Supervised and provide performance management for staff working on assigned engagements
 Determined options for report/interface integration with internal customers and external vendors
 Determined options for transforming HR vendor files to be imported into Oracle HCM or payroll system
 Researched current infrastructure/connectivity issues that will impact the Oracle HCM usage and recommend solution
to resolve issues
 Determined current availability of Kiosks globally and recommend solution to solve for the gap
 Assisted with archiving solution of legacy system
 Assisted with mobile solution strategy for Oracle HCM
 Analyzed available Oracle HCM training tool options and recommend solution
Cedar Alps Consultancy US/Lagos - Manager, Applications. Technology. BTS. Training. Sept 2011 – Nov 2012
Role: Lead several project teams to deliver multiple, simultaneous projects that span across several business or technology
areas. Manage resources, schedule and quality of deliverables through the full project life cycles. Provide guidance on risk
and issue management to ensure successful and on-time project delivery. Supervise the development of a delivery
methodology and assist in the construction of a formalized program management office. Enable the defining and prioritizing
process improvement opportunities that have a positive impact on the profitability of the business. Facilitate business
requirements gathering and definition in order to provide solutions that meet business and user needs. Work closely with the

4. business owners for change request, process improvement, and report requirement. Develop predictive analytics keyed to
problem prevention and sustainability of results. Research solutions and best practices within and outside the organization to
establish benchmark data, data for business transformation and change management
Other core engagement include: Delivery of technology enabled HRMS transformation solutions to clients, Conduct
standard and customized training before, during and after implementations for IT Administrators and Functional Key Users
in ongoing Oracle projects, Engaged in solution designs for new projects and actual implementation, Presales activities to
prospect for clients on Oracle products and other technologies
Catalyst Business Integrators- (Oracle Platinum Partner)
Role: Manager, Oracle HCM Applications Pre-Sales/Africa, June 2010 - 22 July 2011
As Applications Pre-Sales Manager, serves as a technical member of the sales team ensuring technical wins during sales
cycles Provide responses to technical sections of Requests-For-Information (RFIs), Requests-for-Proposals (RFPs), and
other technical inquiries to aid in the development of new business opportunities. Perform technical assessment,
qualification and pricing for Oracle products and opportunities. Define and propose solutions to technical architectures
(including associated business and technical benefits) that meet the objectives and requirements of clients.
I conduct/perform products presentations and demonstrations by translating customers´ business needs into Oracle best
practice solutions, the latest Oracle technologies as well as other competing solutions.
I consult with the sales force to design solutions and provide proof of technical concepts/capabilities and address post-sales
technical questions to ensure customer satisfaction. Post sale, the Consultant is responsible for ensuring solution scope is
properly articulated for acceptance by solution architects and developers for implementation.
Active liaison with Oracle Corporation Sales and Presales team for Pricing, Footprint/MAF, demos, etc.
Work with Catalyst's global Sales Executives, Product Managers, Consultants, and partners to define and execute account
plans and sales strategies for pursuing Oracle products and opportunities as well as Catalysts' other business endeavors.
Explain the benefits of Oracle Applications and Catalyst Data Center (including but not limited to their architecture,
features, technical/business benefits, etc.) to clients through presentations, detailed discussions, demos, etc. in order to
reinforce the value proposition driven by the Sales Executive.
Ensure customer satisfaction through post-sales assistance with technical questions and issues .
Develop statements of work that clearly articulate solution scope, aligned to generally available capabilities, which can be
assumed by solution architects and developers for implementation within budget and proposed timeframes.
Alicon Group/Memphis, Light, Gas & Water (MLGW) - Aug 2008- July 2009
(Phase I) Oracle HRMS (HR/PR, OAB, CWB, OLM). In collaboration with the Sponsor, Functional/Business Owner
and the Project Management Office.
Role: Snr Consultant to provide Oracle EBS/ERP Engagement framework and give demonstrations on Oracle products to
client. Provide engagement outlay, design Work Breakdown Structures (WBS), Costing and implementations to maximize
the efficiency and effectiveness of HR service delivery model and operation of the Oracle ERP/HRMS function, ranging
from feasibility, process design, build to self-service applications and enabling technologies, and considering in-sourcing,
outsourcing and offshore solutions.
Advantage/Workforcelogic. Client: RH Donnelly Inc, Raleigh, NC – July – Dec 2007
Role: OAB/CWB Consultant
Implementation of Oracle Compensation Workbench (Oracle 11.5.10.2 (Family Pack ‘K’) –
Amongst the core responsibilities, I prepared baseline, business requirements, fit/gap analysis and application setup using
AIM methodology; Designing and configuring Global Combination Plans - Salary/Merit Increase, Bonus /incentive & Stock
Options Plans; and HR/SSHR (MSS/ESS); Created functional solution design and installed a Global Combination Plan for
Compensation Workbench (CWB) within 4 different international currencies; Delivered CRPs, Unit/Integration and UATs;
Trained SMEs and other core users on the new application.

5. Comprobase International/Guyana Sugar Corporation, South America, – May - Jun 2007 (Phase 1)
Role Snr Oracle HRMS Consultant
Oracle HRMS Application Implementation – Scoping, Business Requirement Definition/Fit-Gap Analysis. The initial
intent of this consultancy was to provide information about the additional modules for the following:
I engaged in extensive business requirement definition, Mapping current Business Processes to the application modules,
including Gap ; Filling the gap between the Business Processes and that of the modules- in two stages – basic processes
(core) and advanced processes
 Identifying where major Business Process changes are required to fit the functionality of modules including taking
advantage of the features of the modules even though these may require Business Process change.
 Reviewing the current application environment, technological architecture, and migration to the latest patch level
of Oracle Applications (11i); as well as the needs, hardware sizing for new modules, etc.
 Integrating issues with current modules
 Converting data and transaction history
 Defining report requirements and customizations
 Determining business intelligence as it relates to the modules
 Establishing testing and training needs
 Configuration of Core HR, Training
Alicon Group Consulting/Zales Corporation, Dallas – Aug to Nov 2006
• Oracle Advanced Benefits – Post-production/Open Enrollment issues/problems resolution. Complete Health Check
Implementation (Review of global OAB Benefits program); Production support. Designing and configuring Service
Contract Act (SCA)/PTO Benefit Program, including Arrearage management. Oracle TAR management to support post-
production issues:
1 Interfacing between various modules and authored requisite deliverables, unit and integration test scripts
2 Actively participated in CRP unit and integration testing, registering TARs and resolving issues
3 Interfacing with client’s core team and users in locations country-wide to identifying issues and presenting
resolutions as appropriate
4 Supported the successful upgrading from Oracle 11.5.9 to 11.5.10
5 Migration assessment, evaluation of Users’ acceptance issues and arriving at solution
6 CWB scoping and business requirements gathering for next phase.
RCM Technologies/Guyana Sugar Corporation – Mar - Jun2006
• Oracle Compensation Workbench (CWB), Oracle SSHR - Business requirement gathering, fit/gap analysis (mapping).
Preparation of BR 100 Configuration/Setup steps), MD 50 (Functional design specs), MD 70 (technical design specs.) and
other deliverables. Designing Global plan structure and compensation objects (Plan type, plan and options for Merit/Salary
Increase, Profit sharing and Bonus offers. Starting the compensation cycle. Configuring the Budget Worksheet, Budget
distribution, elements, etc. Designing and configuring the SSHR (employee/manager) to migrate PUI design framework to
self-service. Personalization framework maintenance and open enrollment. Designing training documents.
BEARING POINT INC (Sunflower Electric Power Corp, Hays, KS) – Sep 2005 – Mar 2006
• Oracle HRMS Implementation of Oracle HR, OAB/CWB. On assignment/engagement with Oracle Training
Administration and Incentive Management team on various client on 11.5.9/10 environments. Core duties, assignment
include:
As Snr Functional Consultant on HR/P with OAB
 Participated in detailed HRMS requirement information gathering and project scope
 Provided functional assistance in mapping and gapping and HRMS data conversion
 Conducted training on Oracle HRMS/OTL/OAB/Payroll for Client’s project core team.
 Identify the various functions delivered with Employee/Manager self-service.
 Put together a strategy on Client’s roll out needs to optimize Self Service HRMS/ OTL functionality
 Consultation and representation on business process reviews, analyzes, assessment and reporting
 Coordinating functional consultants and interfacing between the financial and HRMS modules
 Identifying and packaging training program for the client’s core team and user staff
 Organized and coordinated training
 Authored training manual and organized training resources and venues
 Conducting on- going training for the Client Core Team with emphasis on using Oracle AIM templates,
navigating oracle applications, exposure to Oracle vision instance, oracle implementation and usage
 Monitors training performance and understanding/knowledge levels of participants
 Identified areas of further need to train participants
 Identifying and designing deliverables/reports on every phases using Oracle AIM templates

6.  Used the System Administration responsibility for assigning users, and registering menus
 Enabled the Key Flexfields: Job, Position, Grade, People Group, bank details and Cost Allocation.
 Defined quickcode types and quickcode values
 Created Locations and identified ship-to, bill-to, receiving, internal, and office sites.
 Defined staff, existing jobs, positions, primary position reporting hierarchy, and person types in HR
 Setup Organizations, Organization Classifications (Business Group, Legal Entity, HR Organization, Inventory
organization, and Operating Unit), and organization hierarchies. Set up Multi-Organization
 Used system Administrator responsibility to assign business groups to responsibilities
 Performed functions to integrate HR with other modules
 Defined grades, grade rates, pay scales, scale rates, and related grades to progression points
 Wrote elements, input values, links, and activated predefined elements
 Defined plan types for medical, spending account, supplemental life, savings, and imputed income
 Created employee plus family, employee plus one, and employee only options
 Defined plans: Employee supplemental life, stay healthy, no coverage medical, savings, and healthcare
spending with the details and associated options
 Defined benefits program with the general information, periods, associating plans and plan types
 Set up participation eligibility profile and associated profile with program
 Created derived factors for stated compensation/salary. Wrote fast formulas
 Defined dependant eligibility profile for child less than age 19 and relationship type spouse
 Defined employee type and various life events like: New Hire, Gain Dependent, and COBRA
 Designed program and plan enrollment requirements and plan reimbursements
 Defined element types and created element link
 Defined coverage calculations like Employee supplemental life insurance
 Defined standard rates and variable rate profiles
 Defined imputed income calculations and benefit pools. Created premium rates.
 Enrolled employees, detected verified life events were, process on-line life events and elected benefits
 Created reporting groups, regulatory bodies and regulation
 Made layout definitions in the mass information exchange mix functionality
 Established COBRA enrollment requirements, and created standard rates for COBRA plan
 Created eligibility profiles for COBRA participants.
 Prepared test scripts and users’ manuals.
 Fully participated in Conference Room Pilot (CRP) tests: Unit, integration and acceptance.
 Interfacing with client’s core team and users to identifying issues and presenting resolutions
 Registered TARs (Technical Assistant Requests), applied patches and performed troubleshooting.
 Open Enrollment setup, implementation and issues resolutions.
 Performing post-implementation client’s satisfaction surveys, refinements and end-user support.
JEFFERSON WELLS INTERNATIONAL (Jan - Sep 2005)
Position: Professional (Technology Risk Management/Internal Control)
• Auditing clients technology functions including the review and testing of controls surrounding Applications
(ERP), technology and infrastructure that support the business. Review of governance of the IT organization, applications,
networks, disaster preparedness and other critical technology functions. Identification of Sox and non-Sox compliance
initiative scope, client challenges; Perform risk assessments to identify risks throughout organizations; examination of
critical systems to determine internal control weaknesses; reviewing the efficiency of IT operations; determining the safety
of IT assets, both physical and logical. Financial and payable options;
• Conduct an independent assessment of internal controls, including Sarbanes-Oxley 404 reviews; Perform a 'through the
box" view of controls for key applications that support the business; Prepare for examination by governmental agencies.;
Analyze concerns about the efficiency of IT operations; Analyze significant amounts of data in support of audits or special
investigations, using the Audit Command Language (ACL).
• Develop & implement a standard format for process documentation
• Develop standard status reporting required for the SOX Board, Senior Management, Audit Committee, Auditors & Control
Owners relating to identified control gaps, remediation and retesting status
• Develop & implement a Control Owner self-assessment control testing program
• Manage the development and implementation of process improvements both internal to the Internal Control Team as well
as throughout the organization
• Coordinate audit efforts between Control Owners, Internal Audit, External Audit and Field Audit
• Develop on-going training programs associated with SOX Compliance, Documentation and Testing Standards
• Guide/supervise the administration of the Oracle Internal Control Manager (ICM) tool
• Process the Change Control activities associated with procedural and / or system changes impacting internal control over
financial reporting
• Provide Control Owner guidance as needed relating to SOX Requirements, Documentation and Assessment of Proposed

7. Changes
• Administer the Quarterly Disclosure Self-Assessment (CSAET)
• Conduct the assessment of financial accounts and lines of business to determine significance and prepare the annual SOX
Compliance Methodology – Financial and Payable options
• Participate in IS Steering Committee meetings to ensure new systems development and/or current system enhancements
are reviewed for impacts to Internal Controls Over Financial Reporting
• Review & develop controls associated with the design & implementation of new systems / company initiatives – ITGC
(General Computer Controls- network, infrastructure, DRP, BCP, data warehouse and infrastructures)
Innovation Technologies
Role: HRMS (HR/OAB/SSHR/CWB) /Snr Consultant – April 2003 – June 2005
Client: Energy Resources Industry – Human Capital; Service Line
3 months OLM implementation –Houston TX
Role: Oracle Learning Management Lead
 Organized and conducted Business requirement Gathering and Gap Fit Analysis as a prelude to a full life cycle
project implementation.
 Visited Client’s various locations to do comprehensive analysis of Legacy Training Systems
 Worked with a Technical Resource person to convert training History from ADP, Access database and Compliance
Suite Training Management System.
 Presented OLM Demos and walkthrough to different groups/ stakeholders as a pre-implementation exercise.
 Setup Training Resources Key Flexfields and added Resources in the Application.
 Set up profile options and configure Menu for LMS Learner , Manager and courses Administrators
 Conducted CRP testing and produced setup and appraisal Documentation
 Supported Hercules Testing team during application break testing
 Participated as a Subject Matter Expert in Training Super User and Learning Administrators.
 Conducted User Acceptance Test as a pre-Go live exercise
 Act as a Mentor to a Junior Consultant in knowledge transfer capability to prepare him for billable assignments.
 Post implementation Support that facilitated smooth Go Live transition.
Technical Environment: Oracle Applications 11.5.10.2-HR/Payroll, HR Self-Service and Learning Management
Innovations Technologies
Role: Oracle Consultant HRMS/OAB/SSHR
Client: Diebold Inc. Canton, OH (April 2003 - Feb 2004)
Provide System/HRMS Analyst functions. Assist with Configuration/set-ups in OAB/SSHR, CRP, UAT,
Integration/Regression tests and preparation of training manuals. Extensive customization of SSHR Personalization.
Responsible for TAR management, issues resolution/testing in HRMS suite – OAB/SSHR specific for production-ready
environment. Running series of reports, etc.
Project/Phase Planning: Project Budget control for both time and financial responsibilities. Project Implementation
Deliverables quality control. Establishment of SOA (Scope, Objective & Approach), preparation of Management plans,
control and reporting strategies, standard and procedures. Prepare project orientation guide, resource management
strategies. In consultation with other team members and Client’s project team, establish workplan, including finance plan.
Interface with DBAs.
Identifying and preparation of requisite deliverables and miscellaneous documents and getting them approved by the
Clients. Project Management meetings to ensure smooth operation of the project and escalating emerging gaps and issues
on Issues Logs. Perform periodic quality assessment , physical resource control, quality review and audit, issue/risk and
problem management. In overall, ensure client’s acceptance and good working and convivial environment for consultants
and DBAs.
Functional Consultant on HRMS/OAB/iRecruitment/SSHR
 Participated in detailed HRMS requirement information gathering and project scope
 Consultation and representation on business process reviews, analyzes, assessment and reporting
 Provided functional assistance in mapping and gapping and HRMS data conversion
 Coordinating functional consultants and interfacing between the financial and HRMS modules
 Identifying, packaging and conducting training programs for the client’s core team and user staff on on-going
modules.

8.  Authored training manuals and organized training resources and venues
 Monitoring training performance and knowledge levels of participants and identifying areas of further need.
 Training programs done with emphasis on using Oracle AIM templates, navigating oracle applications, exposure to
Oracle vision instance, oracle implementation and usage
 Identifying and designing deliverables/reports on every phases using Oracle AIM templates
 Used the System Administration responsibility for assigning users, and registering menus
 Enabled the Key Flexfields: Job, Position, Grade, People Group, bank details and Cost Allocation.
 Defined quickcode types and quickcode values
 Created Locations and identified ship-to, bill-to, receiving, internal, and office sites.
 Defined person, existing jobs, positions, primary position reporting hierarchy, and person types in HR
 Setup Organizations, Organization Classifications (Business Group, Legal Entity, HR Organization, Inventory
organization, and Operating Unit), and organization hierarchies. Set up Multi-Organization
 Used system Administrator responsibility to assign business groups to responsibilities
 Performed functions to integrate HR with other modules
 Defined grades, grade rates, pay scales, scale rates, and related grades to progression points
 Wrote elements, input values, links, and activated predefined elements
 Defined plan types for medical, spending account, supplemental life, savings, and imputed income
 Created employee plus family, employee plus one, and employee only options
 Defined plans: Employee supplemental life, stay healthy, no coverage medical, savings, and healthcare spending
with the details and associated options
 Defined benefits program with the general information, periods, associating plans and plan types
 Set up participation and dependant eligibility profiles and associated profiles with programs
 Created derived factors for stated compensation/salary. Wrote fast formulas
 Defined dependant eligibility profile for child less than age 19 and relationship type spouse
 Defined employee type and various life events like: New Hire, Gain Dependent, and COBRA
 Designed program and plan enrollment requirements and plan reimbursements
 Created reporting groups, regulatory bodies and regulation
 Prepared unit and integration test scripts, and users’ manuals.
 Fully participated in Conference Room Pilot (CRP) tests: Unit, integration and acceptance.
 Interfacing with client’s core team and users to identifying issues and presenting resolutions
 Registered TARs (Technical Assistant Requests), applied patches and performed troubleshooting.
 Performing post-implementation client’s satisfaction surveys, refinements and end-user support.
CareerPro Consultants, Atl, GA, May 2002 – Feb 2003
Role: Consultant, FA
Fixed Assets (11.5.8)
Provided efficient guidance in requirement gathering in Definition Phase using Oracle AIM 3.0. Provided functional Sys.
Admin integration support for Financial Modules. Conducted initial training of the Client Core Team with emphasis on
Navigating Oracle applications and exposure to Oracle Vision instance.
Set up the Asset key, Asset Category and Location key flexfields as well as a number of descriptive flexfields, system
controls, standard asset naming and description convention, quickcodes, depreciation and prorate calendars for each
depreciation book, book controls, set up security by asset book (via asset org and org hierarchies and security profile),
prorate and retirement conventions, asset categories, distribution sets, profile options, and asset insurance.
HR/PAYROLL
Operational analysis and workflow design for Organization Structure, human resources management.
 Provided effective work structure to reflect staffing/pool, resources requirements and reporting hierarchy based
on business requirement definition
 Participated in detailed HR requirement information gathering and project scope
 Conduct User interview to establish business and organization requirement
 Defined the required Flexfield to accommodate the cadres in client’s company. Position Flexfield and the
position hierarchy of the client’s Organogram reflecting the organization, Titles, and Categories of staff of the
client, Grades and Step
 Defined descriptive Flexfield to make Oracle HR/Pay fit client’s unique information needs
 Set the HR System Profile Options to enhance integration with other modules (Purchasing).
 Created Organizations, Organization Classifications and Additional Information, and organization hierarchies
 Participated in detailed Payroll requirement information gathering needed for Reports Customization

9.  Defined payment methods, consolidation sets, and participated in requirement gathering for HR /payroll
Localization.
 Defined balances, formula result rules and global values to accommodate flexible salary structure and
allowances.
 Provided functional assistance in HR / Payroll data conversion
 Wrote effective fast formula to capture earnings, deductions and allowances for the employee and pensioners
 Play active role in the data conversion of all HR and payroll data from over 12 legacy systems, including:
preparation of data requirements for the end-user, data cleansing, troubleshooting API loading errors, full
testing of converted data and all related processes
 Conducted intensive training for clients business managers and end users
 Manage patch requirements for the HRMS module from the analysis of the necessity and proposed
additions/fixes of the patch to full regression testing post-patch application
 Prepare and modify test scripts as needed
 Provided effective work structure to reflect staffing pool, resources requirements and reporting hierarchy based
on business requirement definition
Created organizations, organization classifications and hierarchy based on the client’s organogram - reflecting
the departments, branches, Titles, and Categories of staff , Grades and Steps.
Defined more descriptive flexfields to tailor Oracle HR/Payroll to fit client’s unique information needs.
Set the HR System Profile Options to enhance integration with other modules.
Participated in detailed Payroll requirement information gathering needed for Reports Customization
Defined payment methods, and participated in requirement gathering for HR /payroll data migration
Defined balances, formula result rules and global values to accommodate flexible salary structure and
allowances.
Provided functional assistance in HR / Payroll data conversion
Wrote effective fast formula to capture earnings, deductions and allowances for the employee and
pensioners
Prepared User Acceptance Test scripts covering unit and integration testing, trained and guided users through
the testing activity.
Conducted intensive training for clients business managers and end users
Payroll Management: Defined payrolls and different payment methods. Effected transfer of result of costing
to Oracle G/L by mapping G/L flexfield. Initiated earnings type on non-payroll in accordance with the rules &
policies of the enterprise. Defined elements, element sets, consolidation set, element links, and benefit
contribution, absence element. Defined earnings & deduction for payroll processing. Setup Hierarchy of
Benefit offerings and Workflow.
 Designed enrollment requirements for compensation workbench (CWB)
 Run participation process and post process and the close compensation enrollment processes for CWB
 Defined compensation workbench standard rate activity types like CWB worksheet amount and budget
 Moved an employee to another manager’s worksheet or workbench
 Used compensation workbench for validation, budget preparation, allocations, approvals and notifications
 Defined element types: Payroll distribution; supplemental life, savings plan, and created element link
 Defined rate calculations: coverage, premium, variable and standard
 Associated variable rate profiles to standard rates
 Defined imputed income calculations and benefit pools.
Transnational Computer Technology, California/Lagos
Position: HR Manager/Oracle HRMS Functional Consultant - Aug 2001 – March 2002
Project: Lagos State Government (LASG) Oracle ERP HRMS/Payroll, Financials
 Participated in detailed HR requirement information gathering and project scope. Conduct User interview to establish
business and organization requirement .
 Served as financial expert for information requirements planning, necessary built in financial intelligence and
strategic management decisions
 Worked with users, team members and management to gather business requirements information
 Consultation and representation on business process reviews, analyzes and assessment
 Gap analysis and mapping for business requirements
 Prepared all necessary deliverables/documents using Oracle AIM 3.0 templates
 On going training for Client’s team on Oracle application’s navigation, implementation and usage
 Prepared and set up the security profile and ensure control over data entry, retrieval and ease audit trial
 Provided functional Sys. Admin. in responsibility setup, and integration support for HRMS and the financials.
Defined descriptive flexfields to support additional user needs without customization.

10.  Wrote the setup documents & performed solution design and setup for Oracle HR/P and Financials.
 Setup the five HR/Payroll Key Flexfields: Job, Position, Grade, People Group, and Cost Allocation.
 Created Locations and identified ship-to, bill-to, receiving, internal, and office sites.
 Setup Organizations, Organization Classifications, and organization hierarchies.
United Nations/WHO, May 1985 – February 2001 (Role: Snr HR Officer)
Regional HR generalist duties and responsibilities. Coordinating national and regional HR programs.
Human Resources Management:
HR processes and programme management, including development and execution of country policies/procedures; Member
of Task Force charged with the design and development of Personnel Management Information System (PERMIS) which
includes a comprehensive personnel database that support HR planning, policy formulation, decision making, etc. Involved
in the Regional Strategic Staffing Audit/Inventory. Identifying and analyse the HR information requirements of various
Departments, identify best HR practices and design HR working procedures and re-engineer working processes to ensure
optimum utilization of HRIS/IT. Consultation and liaising with personnel officers at the Region and HQ on personnel
administration issues
Programmes/Operations Management
Experience in project planning and management including the administration of programmes and technical cooperation
activities, maintain liaison with and provide advice to Governments, NGOs, institutions, other specialized agencies, bilateral
and multilateral donors and collaborators, issue and interpret operating policies, rules and writing programme planning
documents, project proposals, project implementation reports, work plans, progress reports and follow-up activities;
maintain information on all related aspects (e.g. political, personnel, finance, equipment, travel, etc.),
Courses Attended
 Beyond Training & Development – State-of-the-Art Strategies for Enhancing Human Performance, 2000, London, UK
 Strategic HRIS Implementation Briefing for Program Managers, WHO/HQ, Geneva, June 1999
Awards
1997- Best Researched/Presented MBA Thesis, LASU, 1996
1996- WHO Staff Development Grant to study MBA (HRM) 1994
1993- Best Graduating Administration Student, 1983