Margaret Durojaiye

Lead enterprise HR transformation and program delivery initiatives across financial services, energy, healthcare, transportation, public sector, and post-secondary organizations. Partner with executive stakeholders, PMOs, HR leadership teams, operations teams, and technology teams to deliver strategic transformation programs focused on operating model modernization, service delivery optimization, HR technology enablement, and organizational effectiveness.

• Led end-to-end delivery of complex HR transformation initiatives across multiple industries, ensuring alignment to project scope, governance requirements, strategic objectives, timelines, and implementation goals.
• Managed integrated project plans, coordinated resources, mobilized workstreams, ensured governance, tracked dependencies, reported to executives, and planned operational transitions across multi-disciplinary teams to facilitate HR transformation.
• Facilitated project kickoff sessions, working groups, steering committees, executive readouts, stakeholder alignment meetings, and decision-making sessions to support delivery progress and issue resolution.
• Oversaw development, review, quality assurance, and approval of project deliverables to align with statements of work and client expectations.
• Coordinated cross-functional teams across HR, operations, PMO, technology, and business functions spanning multiple countries and jurisdictions.
• Identified project risks, issues, dependencies, and organizational impacts, escalating and driving mitigation strategies to support successful delivery outcomes.
• Developed implementation roadmaps, governance frameworks, transition plans, status reports, action logs, and operational readiness materials supporting enterprise transformation programs.

• Led HR operating model and service delivery transformation initiatives supporting enterprise HR modernization programs across financial services, transportation, energy, and public sector organizations.
• Facilitated executive and cross-functional workshops to define future-state HR operating models, governance structures, and service delivery frameworks, enhancing employee experience and aligning with organizational goals.
• Conducted enterprise assessments of HR structures, workforce models, service delivery effectiveness, and HR operational processes to identify opportunities for standardization, scalability, and efficiency.
• Developed recommendations and implementation approaches supporting HR shared services transformation and enterprise service delivery modernization initiatives.

• Led advisory workstreams supporting ServiceNow HRSD, SAP SuccessFactors, and Workday transformation initiatives across complex enterprise environments.
• Managed multi-workstream teams responsible for HR process design, personas and journeys, HR service design, governance alignment, and business readiness activities supporting HR technology implementations.
• Partnered with business and technology stakeholders to align future-state HR processes and operating models with enabling technologies and implementation objectives.
• Conducted process reviews, requirements gathering, future-state process mapping, and validation workshops supporting enterprise HR technology transformation initiatives.

• Led enterprise job architecture and workforce transformation initiatives supporting Workday and SAP SuccessFactors implementation programs for healthcare, energy, and post-secondary organizations.
• Conducted current-state assessments, workforce analysis, stakeholder interviews, and organizational effectiveness reviews to identify opportunities for transformation and workforce optimization.
• Partnered with HR and business leadership teams to design customized job architecture frameworks, governance models, implementation approaches, and workforce transition strategies aligned to organizational objectives.
• Developed organizational transformation roadmaps, governance frameworks, change management plans, and adoption strategies to ensure successful implementation and long-term sustainment of HR initiatives.

Representative Clients:
Financial Services | Energy & Resources | Transportation | Healthcare | Public Sector | Post-Secondary

Led enterprise HR transformation, organizational effectiveness, change management, and workforce transformation initiatives across public sector and energy organizations. Managed consulting teams and partnered with executive stakeholders to support large-scale transformation programs, HR modernization initiatives, and operational improvement efforts.

• Managed enterprise transformation engagements, overseeing project planning, governance, resource coordination, executive reporting, stakeholder engagement, and operational delivery to ensure successful program outcomes.
• Led day-to-day program delivery activities including mobilization, work planning, dependency management, risk mitigation, issue escalation, and deliverable management across multiple transformation initiatives.
• Facilitated leadership meetings, governance forums, and workshops to align stakeholders and support effective program delivery and organizational change initiatives.
• Developed implementation plans, governance structures, and communication strategies to ensure successful execution of transformation initiatives and operational readiness.

• Led HR operating model and service delivery review engagements to assess organizational effectiveness, improve employee experience, and align HR functions to enterprise strategy.
• Conducted executive interviews, stakeholder workshops, and employee engagement sessions to identify opportunities for service delivery improvement, workforce enablement, and organizational effectiveness.
• Developed future-state HR operating model recommendations, implementation roadmaps, KPI frameworks, and governance approaches supporting enterprise transformation initiatives.

• Led change readiness and business readiness activities supporting SAP SuccessFactors Talent Management implementation initiatives.
• Conducted stakeholder analysis, change impact assessments, training needs analysis, and organizational readiness assessments supporting adoption of enterprise HR technology solutions.
• Developed enterprise change management, communications, training, and sustainment strategies supporting successful implementation and operational adoption.

• Led competency framework design and workforce transformation initiatives for energy sector organizations to support talent management and organizational capability development.
• Facilitated leadership alignment workshops and stakeholder engagement sessions to define competency frameworks, workforce expectations, and future-state organizational approaches.
• Developed workforce enablement and change adoption strategies supporting integration with talent management and performance management practices.

• Managed large-scale payroll remediation and recovery initiatives involving unionized employee populations, executive oversight, operational risk mitigation, and cross-functional stakeholder coordination.
• Oversaw payroll reconciliation workflows, operational governance activities, issue resolution processes, employee engagement activities, and leadership reporting across complex organizational environments.
• Partnered with payroll, HR, labour relations, and executive stakeholders to mitigate operational risks and support stabilization efforts.

Representative Clients:
Public Sector | Energy & Resources | Government and Public Services

Provided strategic and operational HR leadership supporting workforce planning, organizational effectiveness, employee relations, leadership development, HR transformation, and service delivery modernization initiatives.

• Supported development and execution of an enterprise diversity and inclusion strategy through workforce analysis, stakeholder engagement, organizational assessments, and change initiatives.
• Advised on the design and implementation of an HR shared services operating model, including organizational structure design, service delivery alignment, role development, and stakeholder change support.
• Led HR process improvement and redesign initiatives focused on improving operational efficiency, employee experience, and service delivery effectiveness.
• Supported implementation of an Applicant Tracking System through process alignment, testing support, stakeholder engagement, training, and business readiness activities.
• Provided workforce transition and change management support associated with collective bargaining agreement implementation and organizational change initiatives.

Provided strategic HR partnership and organizational transformation support across customer service and housing operations within a large social housing organization. Partnered with senior leadership teams to support workforce transformation, organizational effectiveness, employee relations, service delivery improvement, and operational change initiatives.

• Partnered with senior business leaders to support organizational restructuring and implementation of a new Customer Relationship Management (CRM) platform aimed at improving operational efficiency and customer satisfaction outcomes.
• Led workforce planning and recruitment transformation initiatives, reducing agency spend by approximately £97,000 annually, improving hiring timelines, and strengthening workforce diversity outcomes.
• Supported organizational change initiatives through stakeholder engagement, workforce transition support, communications planning, and leadership coaching activities.
• Conducted analysis of workforce and absence management trends to identify operational risks and implement policy and process improvements that reduced average employee absence levels.
• Led resolution of complex employee relations matters involving disciplinary issues, grievances, harassment allegations, and workplace disputes while ensuring alignment with employment legislation and organizational policies.
• Implemented employee engagement initiatives that increased participation rates and strengthened organizational culture and employee experience outcomes.
• Managed operational improvement initiatives including transition to a paperless HR environment and streamlining of HR administrative processes.
• Built strong relationships with operational leaders, employees, and internal stakeholders to support delivery of business and workforce objectives.

Facilitated workforce transformation and change activities during merger of two government organizations, enhancing employee alignment and integration.

• Supported implementation of organizational restructuring and workforce transition activities associated with a large-scale merger and integration initiative.
• Partnered with managers and leadership teams to support departmental redesign, workforce planning, employee transition activities, and organizational change implementation.
• Provided guidance on HR policies, employment legislation, workforce risks, and employee relations considerations throughout the integration process.
• Coordinated voluntary exit and severance programs, ensuring compliance with employment legislation and organizational policies to minimize legal risks.
• Assisted redeployment and workforce transition efforts for employees affected by organizational restructuring, promoting smoother transitions and employee support.
• Responded to employee and management inquiries related to organizational change activities, workforce transition processes, and HR policies.

Provided operational HR advisory support across employee relations, workforce operations, policy implementation, leadership support, and HR process improvement initiatives.

• Advised managers and employees on employment legislation, HR policies, employee relations matters, and workforce management practices.
• Coordinated development and tracking of HR operational plans to ensure alignment with strategic HR initiatives and departmental priorities.
• Delivered training programs on recruitment, employee relations, performance management, and workplace policies to enhance employee skills and knowledge.
• Supported policy modernization and implementation initiatives in response to legislative and organizational changes.
• Coordinated end-to-end recruitment activities including workforce planning support, interview coordination, candidate management, and stakeholder communications.
• Contributed to continuous improvement initiatives aimed at enhancing HR service delivery and operational effectiveness.