Jobsite CV for Henry Dumbiri 04-Oct-2016 12:02

Employment Market: Human Resources

Employment Type:
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Tel (Home):
Tel (Work):
Tel (Mobile): 07735546554
Email Address: [email protected]
Date of Birth:
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City: Livingston
Postcode: EH54 5NA
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PERSONAL DETAILS: Henry Melvin Dumbiri
CONTACT: 07735546554
[email protected]

EDUCATION: IPPM Diploma in Payroll (Advanced Stages)

2006 Napier University

MSc/PGD Materials Technology and Project
Development

2000 University of Benin

BSc Economics and Statistics

1996 Baptist Academy

General School Certificate Examination (GSCE)

COMPUTER SKILLS:
MS Office with Advanced Excel
Other systems: SAP HR, Chris 21, ADP Freedom, Oracle HR/Payroll, iTrent, PeopleSoft,
Logica, Star Professional and UniPay

PROFILE:
 Exceptional Payroll professional with a wealth of experience through different Industry
sectors including Financial Services
 Currently working as a Payroll Business Process Consultant is responsible for:
 Building and designing a framework for outsourcing back office operations with particular
focus on Payroll and HR
 Planning scope utilising organisational structure to plot work flow process
 Negotiating desired outcomes to both existing outsourcing SLA's and KPI's
 Micro managed payroll vendor for EMEA and South American countries
 A loyal, responsible, hardworking individual able to offer an employer maturity,
commitment and excellent people skills
 A proactive, result oriented and multi-skilled economist and business administrator with
immense organisational and management credibility

POSITION/HISTORY:

Jun 2013 – Septemb 2016 Peprime Ltd (Oil & Gas)

Manager, UK & International Payroll

 Currently preparing test scripts for Auto-enrolment Pensions, assessing proposed processes with HR and evaluating the
payroll software as well as contingency plans with ‘middle ware’ solution.
 Preparing a companywide blueprint of how the business must continue to meet and deliver
legislative requirements of Real Time Information (RTI). Advising the business of what / how payroll delivery will be
affected.
o Implement Oracle
o Lead the Payroll/ HR Transformation Project which included setting up a Shared Service Centre, creating a one
team ethic, creating Transactional Teams that every employee was trained to handle all aspects of an "employee's
life cycle".
o Manage, introduce and influence change
 o Identify training needs for Payroll and HR Staff
 Outline client benefits of remodelling HR/Payroll framework to help achieve effective cost savings to both human and
capital resources by suggesting solutions ranging from outsourcing, offshoring, nearshoring and in-house
operations using SAP, Oracle HR/Pay and Logica
 Prepared business case to support payroll project revamp outlining timescales, estimated costs and all deliverables
associated with payroll transformation
 Lead project design consultant for HRIS module, building and incorporating work flow processes into Oracle HR, Payroll
and Reward
 Manage data migration between various systems (i.e. iTRENT to an integrated Oracle HR/Payroll solution)
 Prepared blueprints to help organisations deliver first class payroll customer care experience for stakeholders and
customers
 Analyse current annual pay review cycle with a view to making modern recommendations
 Prepare audit reports for sign off, governance reports and SLA's for stakeholders

Nov 2012 – Jun 2013 Iron Mountain (UK) Ltd (Contract)

Payroll Consultant

 Design payroll work flow process to incorporate HR activities into one E2E process applying information gathered from
client’s organisational structure with a view to building a semi shared service operation consisting of all stakeholders –
this ultimately helps in suggesting which architectural software to consider in terms of build cost, efficient & timely
delivery and fit for purpose
 Create a service delivery framework for Payroll where smaller holdings within client’s group pay for the services provided
by central payroll supported by robust KPI’s and SLAs
 Drafting and designing UAT scripts to replicate actual business processes
 Undertook UAT review to assess feedback from Payroll and HR Teams and key Business Process
owners

Mar 2012 – Nov 2012 Magnet Group (Contract)

Group Payroll Manager

 Implement and manage Business Process Re-engineering BPR i.e. moving employees from weekly to monthly payroll and
identify any negative effect on reward delivery and implementation
 Providing client focused advice and solutions for clients interested in various aspects of BPO covering areas such as
market leading integrated HR & Payroll System solutions, interface systems, reward, talent spotting, management and
retention, learning and development
 Implementing an Integrated Payroll/HR Solution for the organisation
 Managing a team of 9 i.e. 3 direct reports - Payroll/HR Supervisors and 6 Payroll/HR administrators
 Carrying interim and full year appraisals and performance management
 Carry out UAT for the system including Parallel running etc.
 Design the payroll process and procedures to support the new payroll software
 Train the Payroll team, build confidence in the new ways of working
 Lead the project to bring back the payroll in house from the outsourced vendor while implementation was ongoing

Dec 2011 – Feb 2012 Peprime Ltd (Oil & Gas), Contract
Payroll Consultant

 Responsibilities included but not limited to overseeing the set-up of new employing
entities in new markets
 Handling contract negotiations with payroll vendors
 Oversaw payroll & legislative compliance in new locations
 On boarding & integration of new payroll vendors across North America EMEA & APAC
regions.
Oct 2011 – Dec 2011 Flint Group (Contract)
Consulting, Payroll Migration

 Implementation of new ADP payroll system for UK based employees across

multiple locations
 Oversaw UAT and live system roll out
 Designed UAT test scripts and scenario testing
 Assessed the quality of Payroll data to be migrated from legacy system

Nov 2010 – Aug 2011 Peprime Ltd (Oil & Gas), Contract
Consulting, Payroll Migration & set up across EMEA

 Responsibilities included but not limited to overseeing the set-up of new employing
entities in new markets
 Handling contract negotiations with payroll vendors
 Oversaw payroll & legislative compliance in new locations
 On boarding & integration of new payroll vendors across North America EMEA & APAC
regions.

Apr 2009 – Oct 2010 Tesco Bank

Payroll & Reward Manager

 Tasked with specifically transferring the payroll function out to India; once this was
completed there was no need to continue with a UK Payroll Manager
 A hands on approach to payroll processing comprising expenses, processing and
administration of the pensions payroll for Tesco Bank employees
 Managed a large team of 16 based in the UK and Bangalore with responsibility for
performance management and annual appraisals
 Implementation of Reward and loyalty schemes for Tesco Bank employees – Shopping
reward card for employees pegged the annual amount so as not to exceed the HMRC
limit before it becomes "a benefit in kind"
 Implemented "Mortgage Equalisation Scheme" for employees TUPED from other
financial Institutions
 Implemented Shares Improvement Plan (SIP) through the payroll - prescribing rules that
will govern the processing of this benefit, suggesting the qualifying criterion and also
which categories of employees (depending on their individual circumstances) will not
qualify – for example, employees with a salary sacrifice (Child Care Vouchers) and any
other deductions currently running through the payroll
 Carried out market research to ascertain which benefits and/or loyalty schemes, or third
party organisations to partner with for employee reward card – collaborated with
organisations like Halfords, Thomas Cook, Theme Parks and Alton Towers
 Built and maintained relationship with Equinity, Prudential as the broker for SIP and
Share Save Schemes
 Created a centralised Pensions team to offer information that can help new and existing
employees make informed choices regarding how the Pension Builder Scheme operates
 Implemented automatic inclusion into the Pension scheme after 12 months service, plus
offered a "Pension forecast" along with Offer packs taking into consideration length of
service, projected earnings year on year and Inflation forecast
 Profiled a process to phase out company cars and implemented revised and improved
car allowance schemes, suggested to Policy team the need for a separate category
"Need Car" group to be established for employees who cannot effectively discharge their
roles and responsibilities without a company car
 Implemented a scheme known as "Interest Free Loans" for eligible employees to help
cushion the effects of removing company cars so they can purchase personal cars with
the loan which ranged from £3,000 – a maximum of £5,000 repayable from the month
after the loan is paid out over a period of 1-4 years
 Payroll process improvement and implementation
 Coaching managers to help achieve desired deliverables in absence data collation
 Payroll Software testing
 Payroll legislation and Payroll policy advice
 Reward cycle and implementation, management of Shares in Success cycle, profit Share
and bonus award
 Building effective framework required for both Internal and External auditors for
Compliance and Risk Management (CARM)
 Coordinates the payroll process with other departments for the purpose of delivering
services in conformance with established guidelines
 Liaising with group heads regarding bespoke MI data from payroll system
 Working as main contact for tax and other payroll related questions/queries
 Assists in developing and monitoring automated fiscal systems for the purpose of
analysing, maintaining and providing information regarding assigned funds for a payroll
budget of £70m
 Reconciles account balances for the purpose of maintaining accurate account balances
and complying with related policies, practices and/or regulations
 Supervises assigned personnel (screening, interviewing, recommending, training and
evaluating) for the purpose of enhancing productivity of staff, and ensuring that
department outcomes are achieved
 Oversees workload of department for the purpose of maximizing the efficiency of the
work force and meeting operational requirements
 Design and implementation of Tesco Bank Reward policy framework within specified
budgets and FSA guidelines

Aug 2008 – Apr 2009 Tenon Group PLC

Finance & Payroll Specialist

 This role started out as a Payroll Specialist with the objective to manage the payroll
requirements for clients, building effective and trust worthy relationships, payroll
processing within agreed SLA and KPI’s, account management and billing process,
offering modified IT Solutions to clients – this role then metamorphosed into line
management responsibilities for 5 direct reports comprising payroll administrators and
finance clerks
 Processing payrolls of varying frequencies – weekly, fortnightly, 4 weekly and monthly
schedules – involving the use and compilation of multiple payroll calendars to
accommodate different client payroll pay dates
 Dealing with client care relationships
 Management Audit Reporting
 Planning workforce allocation, agree and publish client payroll timetable for the year
 Prepare content of client governance calls/meetings to gauge/feel the pulse of clients
relative to quality service provided
 Responsible for Mentoring and appraisal of 5 direct reports
 Account Information and Data Management for Clients
 Suggested improved finance procedures and processes to clients to help achieve growth
organically
 Payroll Project Implementation specialist
 Dealt with payroll from start to finish in a payroll bureau
 Assisted clients with BACS set up procedures
 Devised improved payroll methods, processes and checklist in line with Best Practice
 Produced Payroll and Audit reports
 Advised clients on how best to maximise current legislation in creating an efficient and
effective relationship with HMRC
 Set up PAYE Accounts on behalf of clients if requested

Oct 2006 – Aug 2008 Scottish Government

HR & Payroll Officer

 Processing a payroll with a headcount of 25,000 across the Scottish Civil Service
accompanied with a huge manual input of between 4,000 to 8,000 timesheets
 Key member of a Natural work Team (NWT) set up to implement Oracle HR
 Excellent knowledge of payroll and working time regulations
 Finance and audit report writing, management of Administrative staff
 Environmental guardian, spur facilities management, copiers, general office equipment,
managed relocation moves
 Ensured the consistent application of the HR, Pay and Leave policies and provide advice
to customers about HR, Pay and Leave related matters
 Proven capacity to undertake complex manual calculations accurately
 A working knowledge of various HR Systems
 Excellent knowledge of HR/Payroll data migration.
 Assisted with the testing and application of annual pay awards for the Scottish
Government and it's agencies
 Undertook regular checks to ensure that the work of the Transactional Teams meet both
internal and Audit Scotland standards
 Helped in building and maintaining a good working relationship with outsourced payroll
provider, LogicaCMG
 Offered first class guidance on Scottish Government HR and pay policies
 Administered recruited personnel details
 Strategise and tested new HR Processes

Feb 2000 – Sep 2004 CD Group Limited

HR & Payroll Administrator

 Management of processing and administration of monthly payroll, including management

reporting and statutory filings
 Created month end payroll journals for GL posting
 Processed court orders & statutory payments, GAYE, Childcare scheme deductions
 Responsible for the recording of absence – sick leave, maternity, and special leave;
reported it to Payroll and produce appropriate statistics and management information to
distribute to client departments
 Responsible for answering pay related queries and relaying them to the Payroll
department as appropriate, for example, in relation to tax, national insurance and
pensions
 Collating HR/Payroll variable data for upload into Payroll System