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EMMANUEL OBAR OGOL
Address P.O. Box 26305 - 00504 Nairobi, Kenya
Telephone Liberia:+231 880917519 (Current contact)
Kenya: +254 721 762036, +254 704 806821
Electronic Addresses emmanuel.ogol@concern.net, Skype: emmanuel.ogol
CORE COMPETENCIES
 Strong professional background in employee relations, recruitment,
labour law interpretation and adherence;
 Policy development, advancement and implementation;
 Multi-site HR support provision;
 HR business partnership approach to work;
 Financial management, including budgeting, monitoring and
reporting;
 Conflict management, disciplinary, grievance and separation
handling;
 Performance management, follow-up and review;
 Learning and development champion;
 General administration including operational decision making;
 Promotion of best practice, legal and institutional compliance;
 Working with and managing multicultural teams, cultural sensitivity;
 Emergency/conflict/post-conflict state context experience;
 Dealing with various Government institutions to include Labour,
Immigration, Transport and Health Ministries;
 Sound communication, interpersonal, consultative & influencing
skills;
 Familiarity with various donor working regulations, including but not
limited to USAID, DFID, IAPF, BOI, IOM, UNICEF and ECHO.
WORK EXPERIENCE Over 11 Years in HR & Administration
Dates January 2015 - Present Date
Name of employer Concern Worldwide - Liberia Programme
Project Type USAID-Funded EBOLA Response
Position held Emergency Human Resources Manager
Reason for leaving Still in position (6 month fixed term)
 Promoting and ensuring compliance with the requirements of Concern’s Programme Participant
Protection Policy, Code of Conduct, HAP and human resource emergency accountability framework;
 Ensuring compliance with labour laws and related procedures and protocols whilst effectively
managing large staff recruitment required for Ebola response;
 Preparing and reviewing monthly HR Budget as required, including payroll forecasting and
preparation;
 Providing informed and confidential advice to staff on diverse topics, including collective and
individual staff grievances;
 Ensuring the implementation of Performance Development Review, overseeing staff development
plans and providing managers with technical guidance on best practice;
 Actively prompting HR Business Partnership - supporting management by providing general and
informed human resources advice/counsel;
 Providing technical guidance and developing capacities of national HR Officers and HR Assistants
though on-job training, job swaps, cross-learning;
 Overseeing general human resources administration and implementation of related policies;
 Working with the Labour and Immigration Ministries in processing statutory documentation
(residence, work permits and re-entry permits) required for all international staff.

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Dates August 2012 - December 2014
Name of employer Concern Worldwide - Somalia/Somaliland Programme
Project Type Education - IAPF, WASH - IAPF
Nutrition - DFID, FIM - IAPF
Emergency Response – ECHO, NMFA, DFID/IRF
Position held Human Resource & Administration Manager
Reason for leaving Secured a new position with Concern
 Maintaining knowledge of and ensuring compliance with labour laws and regulations of the land;
 Providing technical guidance, coaching and supporting on HR and Administrative activities (including
policies and procedures, T&Cs of employment, absence management, performance management etc.);
 Providing advice and guidance, in line with Concern policies, best practice and employment
legislation on individual employee relations cases;
 Overseeing the full circle recruitment and selection processes, including budget verification and
authorization, TOR/JD development and induction;
 Developing, implementing and maintaining HR and Administrative policies and procedures;
 Developing and maintaining effective partnership with the staff forum, ensuring consultation and
communication practices are routinely adopted to enable management to make effective decisions;
 Following up individual staff development needs, ensuring such needs (where committed), are
fulfilled;
 Maintaining best practice with regards to personnel information management;
 Producing monthly reports on HR activities, priorities and success areas;
 Drafting general service contracts/terms for varied service providers;
 As part of the Security Focal Group (SFG), conducting security briefing for all incoming international
staff, arranging transport and security escorts for where necessary, liaising with other agencies on
matters related, regularly sharing information and updating staff and key stakeholders on security
matters as and when they arise;
 Actively contributing in the monthly inter-agency HR working group, including hosting and chairing
such meetings.
Key Achievements
 Led the review of job descriptions including competency framework mapping for all roles.
 Developed and implemented new National HR Manual, incorporating key policies and procedures.
 Designed and implemented new HR & Administration reporting mechanisms.
 Designed and implemented new induction process, including orientation packs for all field sites.
 Developed a new staff complaints response mechanism as well as the establishment of staff welfare
committees in all field sites.
Dates June 2011 - August 2012
Name of employer Merlin
Position held Senior Human Resource Officer - Kenya & Somalia Programme
Ag. Human Resource Manager (Feb - May 2012)
Reason for leaving Secured new role with Concern Worldwide
 In collaboration with the Senior Management Team, ensuring Merlin’s work is carried out as per the
organisation’s policies, procedures and the Employment Laws of Kenya and Somalia;
 Regularly updating the Country Management Team on Human Resource statutory requirements,
ensuring Merlin’s status in country remains within these requirements;
 Liaising with external parties (i.e. agents, immigration, advisors, NGO Board, other NGOs) on
compliance issues related to Merlin’s operations in country;
 Together with the HR Manager, managing the HR Department budget, ensuring expenditures are
within budget and in compliance with established financial standards;
 Developing and monitoring HR strategies in the country programme and Merlin’s overall mission
and operational strategy;
 Establishing and maintaining standard administrative and Human Resource Management Systems;
 Developing and managing communication, implementation, monitoring and review of HR policies;
 Advising staff at all levels on performance management, legal compliance, disciplinary and grievance
procedures;
 Managing staff welfare policies including health, group life insurance, personal and accident cover;
 Coordinating and supporting all aspects of the recruitment and selection processes in 6 field sites;
 Continually searching for new recruitment sources and proposing improvements to Merlin’s
recruitment processes and selection tools, ensuring these meets programme needs;
 Working closely with HO to ensure a coordinated approach to recruitment;

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 Coaching and training all staff involved in recruitment on best practice and equal opportunities;
 Acting as L&D Champion, conducting training needs analysis, identifying skill gaps and where
appropriate, liaising with line manager to provide tailored training (in-house/external) and support;
 Overseeing general administration to include leave tracking, payroll preparation, filling and HR
database maintenance, routine reporting and timely dissemination of HR information to staff and
management.
Key Achievements
 Completed pending salary review and mapping for all national staff in Kenya and Somalia;
 Developed and implemented new salary grading system, incorporating annual performance-related
increment;
 As a result of disparities that existed, reviewed job descriptions and amended job titles to eliminate
such, further creating a harmonized and generic job-naming system;
 Introduced new induction system and programme that is interactive and participatory in nature,
allowing for new recruits to have a better knowledge base and feedback lines.
Dates August 2010 - May 2011
Name of employer Merlin, UK
Position held Recruitment Officer
Reason for leaving Moved to Kenya - Merlin Kenya/Somalia Programme
 Establishing and maintaining knowledge of Merlin’s T&Cs of Recruitment/Employment (for all
categories of staff), policies and procedures, and of current employment issues and best practice in
employment and sufficiently and effectively dealing with routine enquiries;
 Advertising, short listing, administering appropriate testing (where necessary) and interviewing;
 Preparing offer letters, contracts and contract extensions;
 Preparing and decimating recruitment data to management;
 Organizing and participating in recruitment fairs and marketing activities.
 Collecting and preparing payroll instructions, registering changes on a monthly basis and updating
Snowdrop with any payroll related changes, ensuring correct entry of salaries, allowances etc.;
 Investigating and responding to payroll queries, in liaison with finance department.
 Maintaining appropriate HR databases and other electronic and paper filing systems on a regular
basis;
 Collecting data for statistical analysis of recruitment and placement activities in country portfolio;
 At times of heavy workload (e.g. emergency) assisting other Recruitment Officers, and in the absence
of the HR Advisor, with briefings for new and outgoing national and international staff.
Dates March 2010 - June 2010
Name of employer Skills Training Limited UK
Position held HR & Training Officer
Reason for leaving Temporary Placement
 Drafting job adverts and placement, short listing, arranging and participating in panel interviews;
 Conducting candidate search from generic job boards and sector-specific job sites;
 Drafting offer letters, preparing offer packs contracts and conducting organization’s pre-entry
meetings;
 Preparing new starter files ensuring all relevant documentation are accounted for;
 Undertaking HMG Baseline checks as outlined by DWP: Reference requests, Scotland Disclosure.
 Reviewing appraisal documents and conducting training needs analysis to identify skill gaps,
subsequently seeking appropriate trainings for management approval;
 Organizing and co-coordinating both in-house and external trainings; undertaking general research
on industry-relevant courses and liaising with training providers to establish availability;
 Updating organization’s skills matrix chart.
Key Achievements
 Implemented the use of training and recruitment control files;
 Designed and implemented Equal Opportunities monitoring and reporting tool.
January - December 2009: Took time off work to travel.
Dates November 2007 - December 2008
Name of employer The Royal British Legion (TRBL)
Position held Recruitment Officer
Reason for leaving End of fixed-term contract
 End to end management and administration of the recruitment process for all internal and external

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hires; circa 40 roles at any given time;
 Advising the business regarding appropriate method of recruitment delivery - ensuring all recruiting
managers are competent in managing the recruitment process;
 Developing close working relationships with HR team and Line Managers to build an in-depth
understanding of the business, resourcing issues and requirements;
 Maintaining and developing productive relationships with key suppliers including negotiating and
managing terms of business and resolving any disputes which may arise;
 Working with the business and colleagues to facilitate the completion of forecasted recruitment
demand;
 Responsible for educating managers on the recruitment process and advising on best recruitment
practice;
 Continually looking for new ways to enhance the attraction of direct applications;
 Monitoring budget and recruitment costs and reporting to the Establishment Committee;
 Gathering data driven from recruitment activity to allow accurate reporting to the business;
 Negotiating compensation with new hires, suppliers and hiring managers;
 Actively contributing to wider recruitment process through proactive sharing of information and
best practice;
 Ensuring the correct utilization of relevant recruitment and HR systems;
 Championing diversity within the organization.
Key Achievement
 Launched a new bespoke Recruitment System - solely responsible for testing, troubleshooting and
running “Programme Test” reports for management.
Dates October 2006 - November 2007
Name of Employer University of London (UoL)
Position held HR Administrator
Reason for leaving End of fixed-term contract
 Drafting and placing of advertising copy;
 Handling of recruitment administration, including, associated despatch of further particulars packs,
preparation and delivery of short listing and interview papers;
 Participating in interview panels, administration of interview tests/rejection letters/feedback to
candidates;
 Providing advice and guidance to managers, agencies and applicants in relation to recruitment
matters and associated policy/procedure;
 Maintaining accurate and up to date manual and computerized records associated with recruitment.
 Making and preparing employment offers and contracts, efficiently taking up and chasing of
references, medical checks and administration support in obtaining of work permits (where
necessary);
 Preparing information for payroll administration – including input of details on central database.
 Arranging the flow and exchange of a variety of routine and deadline-sensitive information between
the HR, Payroll and Pensions functions.
Dates June 2002 - September 2006
Name of employer Support Staff Limited (Temporary Job Placement Agency)
Position held HR/Office Administration Support
Reason for leaving Secured full time HR post at UoL
Working through an Employment Agency (Support Staff Limited), undertaking short-term HR and
Administrative related duties in different companies/organizations, to include but not limited to:
 Conducting personnel file audits to establish missing documentation;
 Providing secretarial and administrative support to management and other staff;
 Scheduling meetings, agenda disbursement, minute taking and booking meeting rooms;
 Making travel and accommodation arrangements whilst maintaining travel schedule for all staff;
 Resolving problems within area of responsibility. Consulting relevant documentation and liaising with
appropriate resource persons to obtain and provide information on diverse and varied issues.
EDUCATION
Date September 2002 - November 2006
Institution Birkbeck College, University of London
Award Bachelor of Arts - Honours

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OTHER TRAININGS
April 2007 Employment Law: Individual Rights; Equal Opportunities and Collective
Rights, Age Discrimination (LexisNexis Professional Education)
April 2007 Interview and Induction (Catalyst)
October 2014 First Aid (P.H.E.C.C & Irish Heart Foundation)
October 2014 Hostile Environment Training (Eurocheck)
IT ADEPTNESS
General software MS Office (Word, Excel, Outlook, PowerPoint, Access).
Other software/HRMS AREN, HR Northgate, Trent, Snowdrop, AS 400, SPSS.
LANGUAGES
Fluent (S/W) English
Fluent (S/W) Kiswahili
REFEREE DETAILS & CONTACTS
Mr. AbdiRashid Haji Nur
Country Director
Concern Worldwide
Kaskazi Lane, Off Muthithi Lane
Westlands, Nairobi, Kenya
Tel: +254 20 3755051-5
Email: abdirashid.haji@concern.net
Gary Baldridge
HR Manager (Former)
Merlin, Kenya & Somalia Programme
Currently with GOAL Ireland in Sierra Leone
Tel: +232 78 910065 / +1 830 383 0295 (USA)
Email: gbaldridge@sl.goal.ie; baldridge.gary@gmail.com
Ms. Keri Kamruddin
HR Business Partner,
Merlin
207 Old Street Road, 12th
Floor
London, EC1V 9NR
Tel: +44 20 7014 1600
Email: keri.kamruddin@merlin.org.uk
Ms. Jane Charlton
Head of HR
The Royal British Legion
199 Borough High Street
London, SE1 1AA
Tel: +44 20 3207 2100
Email jcharlton@britishlegion.org