Nitin Saxena

Mob. No. 991*******, 829-***-****

acf9hx@r.postjobfree.com

Career Objective:

To join an organization of repute, where I can work towards the

accomplishment of Organizational and Personal goals and objectives by

utilizing my rich experience of HRM.

Profile Summary:

An HR-Professional (MBA-HR) with 9.5 years of experience across all HR

functions. Have successfully handled all the HR related activities

pertaining to the entire course of Employment Life Cycle.

Experience Summary:

Aparajitha Corporate Services Ltd.

www.aparajitha.com

Designation: Operations Manager (Apr-13 to till

date) (18+ months)

Designation: Regional Manager

(Mar-12 Mar, 13) (13 months)

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KLG SYSTEL Ltd. .

www.klgsystel.com

Designation: Manager-HR & Admin (Jun-10 to date)

(20+ months)

Designation: Deputy Manager-HR

(Jun-09 May, 10) (12 months)

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Gap Inc.

(Jul-07 to May-09) (23+ months)

www.Gap.com

Designation: HR-Administrator

[pic]

Orient Craft Ltd.

(Apr-05 to May-07) (26+ months)

www.Orientcraft.com

Designation: Payroll Officer

Core Competencies:

EMPLOYEES PROVIDENT FUND & MISCELLANEOUS PROVISIONS ACT, 1952

Submission of one time return of ownership to RPFC in form 5A & 9A,

Submission of challans (Monthly), Submission of monthly returns,

Maintenance of register of eligible employees, Submission of annual return,

Submission of nomination forms to RPFC, Obtaining the declaration forms in

form -11, Maintenance of Inspection register.

EMPLOYEE STATE INSURANCE ACT, 1948

Registration with ESIC, Filing of the employees declaration forms, Issuance

of Identity cards to the employees Submission of return of contribution,

Maintenance of register of employees, Submission of challans (Monthly),

Accident Register, Inspection Book.

Contract Labour (Regulation & Abolition) Act, 1970 & Rules, 1971

Obtaining of License under the Contract Labour Act, Maintenance of Register

of employees employed by Contractor, Maintenance of Employment Cards,

Maintenance of Muster roll, Maintenance of Register of Wages, Maintenance

of Register of Deductions for damages or loss, Maintenance of Register of

fine, Maintenance of Register of Advances, Maintenance of Register of

Overtime, Issuing the appointment letters, Maintenance of list of

employees, their father's names, address of employees, their E.S.I. No. and

PF No., Issuance of wage slips to employees, Submission of half

yearly/Annual return to Licensing officer, Displays notices showing rates

of wages, hours of work, wage periods, dates of payment of wages, name and

address of the Inspector, dates of payment of unpaid wages (copy to

Inspector)

SHOPS & COMMERCIAL ESTABLISHMENTS ACT

Obtaining Registration/Renewal of certificate under Shops & Establishment

Act, Display of Daily and Weekly Hours of work of the individual Employees,

Abstract of the Gratuity (Form U) in English and Local language,

Maintenance of In and Out Time of the individual Employees, Notice of

Weekly Closure, Notice of Holiday, Leave with wages Register, Register of

Wages and Overtime Payment, Register of Fines and deduction, Service Card

to Employee, Attendance Register, Wages Register

The Payment of Bonus Act 1965

Register showing the details of amount of bonus payable to each employee.

(Form C), Annual Return (Form D)

Minimum Wages Act 1948

Minimum wages as per state gov to be paid, Muster Roll Cum wages Register,

Pay slips to all employees to be provided, Permission to maintain record in

electronic format, Inspection Book, Abstract of the Minimum wages, Date and

Time of payment and payment method

The Maternity Benefit Act, 1961

Benefits as laid down in the Act needs to be provided, Annual Return in

Form 11.

Labour Welfare Fund Act

Remittance of contribution, Receipt of Payments, Inspection Book

The Payment of Gratuity Act-1972

Gratuity needs to be paid on discharge or dismissal, as per the provisions

of the Act.

The Payment of wages Act, 1936

To avoid unnecessary delay in the payment of wages/ salaries and prevent

unauthorized deductions from the wages, Annual Return in Form V to Labour

office

The equal Remuneration Act, 1976

No discrimination to be made while recruiting men and women, Payment of

equal pay for equal work for both men and women, Maintenance of Form D.

Recruitment and Selection:

Getting manpower requirement of all levels from different

departments.(Technical and non-Technical)

Preparing the recruitment budget and getting it approved from the higher

management.

Preparing Job description and Job Specification in consultation with

concerned HOD.

Ensuring that the Job advertisement is posted on Job portal and is updated

regularly.

Sourcing CVs from Job Portals, Consultants, Internal and Personal

references.

Scanning and Short listing the most suitable CVs for the position along

with my team.

Conducting telephonic interview of the shortlisted candidates along with my

team.

Calling the shortlisted candidates for written and/or personal round of

interview.

Conducting written test and assessing the candidates on the basis of their

performance.

Conducting preliminary round of personal interview and short listing the

candidates for final interview.

Compensation and Tax Management:

Keeping the payroll software updated with personal information, salary

information and attendance and leave information of all the employees so

that no discrepancy should occur in the salary amount of any employee at

the time of payment. (Existing and New Joinees)

Crediting salaries on the pay day to the respective bank account of all

employees.

Filling up of Investment Declaration form, submission of Investment proofs

and calculation of Tax payable at the end of financial year.

Providing information on saving tax and tax calculation.

Computation and deduction of TDS as per the IT laws and Issuing Form-16 to

the employees for filing returns.

Computation and deduction of PF from employees' salary and getting it

deposited to their respective PF accounts. Also includes filling up of

various forms and challans, filing returns.

Performance Management:

Involved in designing and implementing Performance Management System and

ensuring that the entire PMS remains objective in nature to the farthest

extent through the introduction of S.M.A.R.T. goals.

Involved in measuring performance, promotions, and salary revisions.

Conducting Reward and Recognition program every quarter based on the

quarterly performance reviews.

Identifying various training needs of employees (TnA) based on performance

review, skill gap analysis and periodic feedback of managers.

Scheduling and arranging for respective training sessions as per the

requirement in coordination with internal and external training resources.

Policy (Formulation) and Implementation:

It includes formulation and administration of all the policies of the

company evenly in the organization. A few policies formulated by me are :

Mobile Phone policy, Leave policy, Half-day policy, Appraisal policy, Code

of conduct policy.

Dress Code policy, Birthday and Marriage anniversary/gift policy, Email and

Internet usage policy, Employee referral policy etc.

Attrition and Exit Management:

Measuring Attrition on monthly and quarterly basis.

Conducting Half-Yearly surveys and Monthly Meetings to feel the pulse of

employees and taking necessary actions as warranted for maintaining

employee satisfaction.

Conducting Exit Interviews to know and analyze the various hidden reasons

of Attrition.

Lowering attrition through various Retention Strategies viz. one-o-one

meetings, counseling; rewards and recognition programs.

Team/People Management/Managerial Skills:

Good Communication skills.

Good Interpersonal skills and qualities of Head and Heart.

Good Analytical, Logical and Convincing abilities.

Supervising 1 Recruitment Executives, 9 HR Executives and 1 Sr. HR

Executive in my present role.

Understands the importance of Team work in achieving Team's objectives.

Understands the importance of cooperation, coordination and equality among

the team.

Understands that hierarchy in a team is to facilitate the smooth

functioning of the team and should not become an impediment in the

achievements of objectives of the team.

Ability to keep people together and motivated through Appreciation and

Recognition.

Able to act as a Friend, Mentor and a Manager with my team members.

Place

(Nitin Saxena)

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