By Aduragbemi Omiyale

Mrs Nkechi Runsewe has been appointed as the new Human Resources Director of Nigerian Breweries Plc.

A statement on Friday disclosed that the appointment is effective Saturday, August 1, 2026.

She replaces Ms Grace Omo-Lamai, who will retire from the company on July 28, 2026, after nearly a decade of distinguished service and impactful leadership.

The appointee will play a central role in translating Nigerian Breweries’ EverGreen 2030 strategy into execution by shaping the organisation’s design, leadership behaviours, workforce capabilities and performance systems to deliver sustained volume growth, cost discipline, and repeatable performance.

She joined the organisation from its parent company HEINEKEN, bringing strong global experience in talent management and organisational development.

As Global Head of Talent Management at HEINEKEN, she strengthened leadership pipelines across the business, significantly improving succession readiness and advancing performance and development frameworks across HEINEKEN operating companies.

Since joining HEINEKEN in September 2021, Mrs Runsewe has built trusted partnerships across and beyond the People Function and strengthened global Communities of Practice and is recognised for her collaborative, pragmatic approach to continuous improvement, establishing a strong foundation for her team and successor. Prior to her current role, she served as Regional Talent Lead for the Africa, Middle East, and Eastern Europe (AMEE) Region.

“We are delighted to welcome Nkechi Runsewe to the Nigerian Breweries Management Team at a pivotal moment for our business,” the Managing Director of Nigerian Breweries, Mr Thibaut Boidin, said.

“Nkechi brings deep expertise in talent management and a strong track record of driving high-performance cultures across geographies. Her leadership will be critical as we continue to build a future-ready organisation, strengthen our people capabilities and deliver our EverGreen 2030 ambitions,” he added.

Commenting on her appointment, Mrs Runsewe said, “I am honoured to join Nigerian Breweries at such an important moment in its journey. The company’s strong legacy, combined with its forward-looking EverGreen 2030 strategy, presents a unique opportunity to build an even stronger, high-performing organisation. I look forward to working closely with our teams to strengthen our leadership capabilities, deepen our talent pipeline, and foster a culture where our people can thrive and deliver sustainable growth for the business.”

When a Fortune 500 company onboards 500 new employees in a single quarter, managing their contact information becomes a logistical challenge that can make or break internal communication. Traditional methods of distributing business cards and maintaining contact databases often fall short, leading to outdated information, wasted resources, and frustrated employees trying to connect with colleagues across departments.

The digital transformation of contact management has revolutionized how large organizations handle this critical aspect of business operations. From cloud-based directories to mobile-first solutions, companies are discovering new ways to ensure their teams stay connected efficiently.

The Scale Challenge: Why Traditional Methods Fail

Large corporations face unique challenges when managing employee contact information. A company with 10,000 employees might experience a 15-20% annual turnover rate, meaning they’re updating information for 1,500-2,000 positions yearly. Add in role changes, department transfers, and office relocations, and the volume of updates becomes staggering.

Traditional paper business cards present several problems at scale:

•       Average cost of $200-400 per employee annually for printing and reprinting
•       3-4 week lead times for new cards when information changes
•       Environmental waste from outdated cards
•       No way to track distribution or usage
•       Impossible to update recipient’s saved contacts retroactively

Email signature management also becomes complex when multiplied across thousands of employees, with inconsistent formatting and outdated information creating a fragmented brand experience.

Modern Solutions: Digital-First Approaches

Leading organizations have shifted to digital contact management systems that offer real-time updates and centralized control. These platforms typically include:

Cloud-Based Employee Directories

Enterprise directory solutions integrate with existing HR systems to maintain accurate, searchable databases of employee information. These platforms often sync with Active Directory or LDAP systems, ensuring changes propagate automatically across the organization.

Digital Business Card Platforms

Modern digital business card solutions for teams allow companies to deploy hundreds of cards in minutes through bulk import features. Unlike traditional cards, digital versions update instantly across all shared contacts, eliminating the cascade of outdated information that plagues physical cards.

Mobile Contact Management Apps

Companies are increasingly adopting mobile-first solutions that allow employees to share and update contact information directly from their smartphones. The best platforms work without requiring recipients to download apps, reducing friction in the sharing process.

Security and Compliance Considerations

Enterprise contact management isn’t just about convenience—it’s about protecting sensitive employee data. Large companies must consider:

•       Data sovereignty requirements for multinational operations
•       GDPR compliance for European employee data
•       SOC 2 certification for vendor platforms
•       Role-based access controls to limit information exposure
•       Audit trails for tracking access and changes

Security-conscious organizations look for platforms with enterprise-grade certifications and clear data handling policies. The ability to control what information different employee groups can access becomes crucial for maintaining privacy while enabling collaboration.

Integration with Existing Systems

The most successful contact management implementations integrate seamlessly with existing enterprise tools. Key integration points include:

HR Information Systems (HRIS)

Automatic synchronization with platforms like Workday, SAP SuccessFactors, or BambooHR ensures contact information stays current without manual intervention. When an employee’s role changes in the HRIS, their contact details update everywhere automatically.

Customer Relationship Management (CRM)

Sales teams benefit from integration between contact management and CRM systems. When customer-facing employees update their information, it flows directly to Salesforce, HubSpot, or Microsoft Dynamics, maintaining consistency across customer touchpoints.

Communication Platforms

Integration with Microsoft Teams, Slack, and email clients ensures employees can access colleague information within their daily workflow. Some platforms even enable direct contact sharing within these communication tools.

Measuring Success and ROI

Forward-thinking companies track specific metrics to evaluate their contact management effectiveness:

•       Time to productivity for new hires accessing colleague information
•       Reduction in IT tickets related to contact updates
•       Cost savings from eliminated printing and distribution
•       Employee satisfaction scores regarding internal communication
•       Compliance incidents related to outdated contact information

Companies using comprehensive digital contact solutions report average time savings of 5-10 hours per employee annually just from reduced contact management friction. For a 5,000-person organization, that translates to 25,000-50,000 hours of recovered productivity.

Best Practices for Implementation

Successfully transitioning to modern contact management requires thoughtful planning and execution. Organizations should consider these proven strategies:

Phased Rollout Approach

Rather than attempting company-wide implementation immediately, successful organizations often start with pilot programs in specific departments. Sales teams, with their high external contact needs, often serve as ideal early adopters who can demonstrate value to other departments.

Change Management and Training

Employee adoption improves dramatically with proper training and communication. Companies should emphasize the personal benefits—like never having outdated colleague contacts—alongside organizational advantages.

Clear Governance Policies

Establishing policies around information updates, access levels, and usage guidelines prevents confusion and ensures consistent implementation across departments.

The shift to digital contact management represents more than a technology upgrade—it’s a fundamental improvement in how large organizations enable employee connections. As remote and hybrid work models become permanent fixtures of the corporate landscape, efficient contact management will only grow in importance. Companies that invest in modern solutions today position themselves for more agile, connected operations tomorrow.

By Adedapo Adesanya

The federal government has reaffirmed the Chartered Institute of Personnel Management of Nigeria (CIPM) as the only legally recognised regulatory body for Human Resource (HR) practice in the country.

This follows the release of a new directive aimed at professionalising HR functions across the Federal Public Service.

The directive, contained in a circular issued by the Office of the Head of the Civil Service of the Federation (OHCSF), mandates officers occupying HR positions in Ministries, Departments and Agencies (MDAs) to obtain approved professional certifications.

The circular, referenced HCSF/3065/Vol.1/230 and dated May 14, 2026, was signed by the Head of the Civil Service of the Federation, Mrs Didi Esther Walson-Jack.

According to the circular, the policy is part of ongoing reforms targeted at strengthening professionalism, ethical standards, competence and service delivery within the Federal Civil Service.

The government specifically recognised certifications issued by the Chartered Institute of Personnel Management of Nigeria (CIPM), alongside a few globally recognised HR professional bodies, further reinforcing the Institute’s statutory role in regulating and advancing HR practice in Nigeria.

Under the new policy, officers deployed to HR functions within the Federal Public Service are required to possess approved HR certifications within a 12-month grace period.

It was also granted to affected officers to regularise their certification status, after which only certified professionals will be eligible for deployment into designated HR roles.

Reacting to the development, the President and Chairman of the Governing Council of CIPM, Mr Ahmed Ladan Gobir, described the circular as a landmark step towards institutionalising professionalism in Nigeria’s public sector.

He said the directive aligns the nation’s civil service with global best practices in Human Resource Management while reinforcing the importance of professional competence and ethical compliance in workforce management.

Mr Gobir stressed that CIPM remains the only institute legally empowered to regulate HR practice in Nigeria, noting that the Institute’s enabling law grants it authority to set standards, certify practitioners and enforce discipline within the profession.

“While the circular recognises certain international certifications, it is important to reiterate that within Nigeria, CIPM remains the only Institute with the legal mandate to regulate the practice of Human Resource Management,” he stated.