The Challenge: OlyBet needed to structure its recruitment function, reduce reliance on agencies, and source elite global talent in a regulated, competitive industry. Pullivara’s Solution: Also part of a flagship Pullivara initiative, Uwanma, as Group Head of Talent Acquisition, delivered: A comprehensive Talent Acquisition & Attraction Strategy, securing 100% stakeholder buy-in. Development of recruitment process documents, hiring policies, and communication structure. Strategic budget management, resulting in tracking a 70% reduction in agency spend. Creation of the Ivy-League Internship Program, relocating top MBA talent from the U.S. to Estonia. Co-design and successful rollout of OlyBet’s careers platform and ATS. Personally filled high-level executive roles, including previously unfilled positions by external agencies. Outcome & Impact: On track with a 70% drop in recruitment costs. Fully scalable and compliant hiring framework. Talent pipeline diversified with Ivy-League hires. Employer brand perception enhanced through strategic visibility.

The Challenge: Faced ambitious hiring targets across multiple countries, with no central Applicant Tracking System, employer branding strategy, or standardized recruitment framework in place, the group needed scalable talent infrastructure, and visibility in an aggressively competitive aviation market. Pullivara’s Solution: Uwanma laid the foundation for Pullivara’s modern talent advisory model by: Establishing and leading the Talent Management Unit from scratch. Implementing the Group’s first ATS (TeamTailor) to streamline hiring. Redesigning recruitment strategy to align with international best practices. Launching the company’s first Employer Branding Initiative, in collaboration with in-house marketing and communications teams. Designing a structured internship program aligned with local law, market needs, and global standards. Outcome & Impact: Fully operational Talent function aligned with modern HR practices. Measurable employer brand presence (LinkedIn & offline). Transparent, structured internship program with defined outcomes. Streamlined, data-driven hiring with system-wide ATS adoption.

The Challenge: Unilever Nigeria, one of the company’s largest global business units, was at the heart of a sweeping corporate transformation. They needed localized execution of global initiatives, a cultural overhaul, a pragmatic diversity strategy, and a roadmap to double business growth in four years—all aligned with global values but customized for regional realities. Pullivara’s Solution: In a foundational role that reflects Pullivara’s approach, Uwanma led: The design and implementation of a Culture Transformation Strategy, fostering top-down collaboration and boosting employee engagement. Co-creation of Unilever’s first Diversity & Inclusion Framework, with targeted gender and generational focus. Leadership coaching and mentorship via structured programs for management trainees, international interns, and leadership, strengthening succession pipelines. Outcome & Impact 97% “Great Place to Work” rating achieved. High 80% increase in employee participation in business problem-solving. Institutionalised diversity strategy. On track for doubling revenue, including flagship brand market share growth.