An articulate, dedicated, and highly organized HR professional with experience in team building, employee concern, and commitment to employee welfare, Victoria Okuweh is passionate about optimizing people, processes, and products. Victoria began her career as an Administrator after graduating in January 2015, and she has since grown to become who she is today.She has held positions ranging from Human Resource Administrator to my current position as Head of Human Resources for Beacongate Limited.
Below are highlights of the interview:
Tell us about yourself and your story before joining BeaconGate Limited.
My name is Victoria Onyekachukwu Okuweh. I am a graduate of Fisheries and Aquaculture from the University of Ebonyi State, Nigeria, I also hold a PGD in Management from the University of Ibadan. I am a member of the Chartered Institute of Personnel Management (CIPM), I am a Certified Management Consultant. She is a member of Women in HR (Wihr), an associate member of the ICPSP (Institute of Corporate and Private Sector Professionals), an affiliate of the University of Chichester in the United Kingdom, and a full member of the PMI (Portfolio Management Institute).
Before I joined Beacongate Limited, I managed people in various roles in the Oil & Gas, Retail, and Consulting spaces. It has been a rewarding experience to grow from an inexperienced administrator to being able to manage high profile HR projects and departments. I have had numerous accomplishments over the years of my experience, particularly during my time at Beacongate, where I managed the recruitment and management of over 400 National Assembly staff for a 6-month period, to Leading Organizational Development Restructuring for various clients.
Why did you choose human resources to specialize in?
I chose HR because it affords me the opportunity to influence innumerable aspects of people and organizations, aligning people to organizational goals and objectives. This profession has helped me better understand the characters of various people and helps mould employees according to different people. I can develop the people around me and play a part in influencing strategic business decisions.
Tell us more about BeaconGate Limited.
Beacongate Limited is a one stop business solution provider company offering a wide range of HR support services to organizations in the areas of advisory, recruitment, training, business coaching, outsourcing and HR services. Our reputation for quality consulting services and results is outstanding as our clients are able to focus their management skills and technical resources on their core competencies.
We have been able to harness the power of our teams to deliver exceptional services across diverse industries such as banking, telecommunication, oil & gas, construction, hospitality, and manufacturing, among others.
What are your responsibilities as the Human Resource Generalist of the company?
- Part of my responsibilities as the HR Generalist for Beacongate Limited is:
- Maintain optimal staffing levels by tracking vacancies and initiating recruitment both for internal needs and clients.
- Increasing team knowledge and productivity by effectively training, monitoring, and directing employees in the use of best practices and regulatory compliance.
- Leading investigation and resolution of employee issues, and provides guidance to line managers on performance management and corrective action procedures.
- Providing consultation to managers and counselling employees/managers on people issues.
- Consultation to clients and employees on complex performance management issues.
- Provide consulting and advisory services to clients, as well as an assessment of all internal processes and procedures to ensure that the organization’s goals are met.
- Managing and delivering the recruiting process through various selection methods, screening applicants and providing hiring recommendations to management.
- Drive the career path framework and the training and development frameworks. Educate managers and supervisors in performance management, training, and interpretation of company policies and procedures.
How do you ensure that your organization has a culture of integrity and innovation?
- Encourage accountability and ownership.
- Implement clear policies, processes, and procedures.
- Educate, engage, and empower people.
- Embrace a Multi-Faceted Approach to Innovation.
- Create positive employee experiences.
- Open up transparency and communication.
- Give teams the autonomy they seek.
- Schedule regular and meaningful one-to-ones.
What are the major improvements companies have made in their human resources operations since the pandemic?
- Workplace operations must be flexible.
- Linking talent to value, the best talent has been shifted into critical value-driving roles where they are well optimized. That means moving away from a traditional approach, in which critical roles and talent are interchangeable and based on hierarchy.
- Continuous improvements from leaders, which have led to massive change, strengthen the function’s capability so that it becomes the architect of the employee experience.
What have you failed at and how do you overcome challenges?
When I started my role as the Head of HR for Beacongate Limited, I managed the entire six-man HR team. I was result-oriented and saw to it that all HR projects were done as at when due and feedback had to be given. I didn’t give room for excuses. As a result, I became an autocratic leader, with my team members contributing little or nothing to various projects other than following my instructions. I failed to take the time to build a relationship with my teammates, so our collaboration effort was inefficient and this was affecting their self-esteem and ability to relate to me. On a few occasions, I noticed how tense they always get whenever I am in the office. I had to call a meeting and assured them I was going to take whatever they told me in good fate. It didn’t go well at first having a meeting and expecting them to tell me how my leadership style has affected them, after several group and individual meetings they started opening up to me gradually. My team opened up that I am too stern, I don’t take their opinions and I rarely smile. It was a tough one to have your team say negative things about you. I sincerely apologized to all of them as a group, composed and sent an apology message to each team member. I worked with my team and became intentional about their emotions and wellbeing, I improved my interpersonal skills and was more welcoming of their suggestions, and so they felt comfortable offering a different perspective. Our team improved greatly after that experience.
What advice would you give to the next generation of women HR leaders?
You can be anything and everything you want to be. Ensure to build yourself. As you give out to others, do not fail to give to yourself. You cannot pour from an empty vessel.
What are your future plans to sustain your success?
I will continue to gain a deeper understanding of the HR space and continue to evolve. Within the next decade, I hope to have worked my way into a more strategic leadership of a multinational organization where I will continue to make an impact and deliver value. However, I will continue my professional development by participating in conferences, attending seminars, and continuing my education.
Website: www.thebeacongate.com
