Management Manager

Location:

MH, India

Posted:

January 13, 2015

Contact this candidate

Resume:

A self motivated energized HR Generalist professional with 9+ years of

experience in all facets of Human Resources across large private and

multinational corporations. Consistent high performer with demonstrated

success & proven competence in strategizing, planning and executing HR

deliverables aligned to business strategy.

My expertise includes Corporate HR, Employee engagement, Recruitment,

Employee Engagement initiatives as part of Organizational Motivational and

Engagement Policies, Rewards and Recognition, Retention, Performance

Management, Employee surveys, Employee Benefits, Employee Separation, Exit

Interviews, Exit Analysis, HR Operations, Payroll, MIS & Database, HR

Policies & Procedures, Induction & On-boarding, & Initiatives towards CSR.

Excellent hands-on experience in managing, coaching, and mentoring the HR

professionals in the organizations that I have worked for.

Professional Synopsis - 1

Organization: GlobalStep Services Pvt. Ltd.

Duration: May 2014 till date

Role: HR Manager - Performance Management & Compensation &

Benefits

SUMMARY

Currently heading the HR team of GlobalStep with a team size of 6. Handling

the exclusive project on the complete designing of the Performance

Appraisal process and monitoring other HR activities for the company.

RESPONSIBILITIES

. Preparation of job description in consultation with technical panel

members / project managers.

. Coaching, mentoring & managing the team to build their competencies to

effectively & efficiently support the technical team.

. Executing Employee Engagement initiatives to keep people together and

make the workplace exciting, rewarding and engaging.

. Drive an effective Learning and development agenda that impacts the

employees and the businesses.

. Evaluate and improvise the current HR Practices to keep with time and

external benchmarks.

. Design, update and share SOPs of all HR processes.

. Support and counsel business managers to effectively manage teams to

ensure higher employee productivity.

. Have an updated repository of job descriptions for all roles in the

organization along with measurable performance indicators for each

role.

. Administering payroll and maintaining employee records

. Dealing with grievances and implementing disciplinary procedures.

. Query resolution related to payroll, PF, ESIC, leave, administrative

and full & final settlements.

Professional Synopsis - 2

Organization: Bajaj Allianz Life Insurance Co. Ltd.

Duration: May 2012 to 31st March 2014

Role: Assistant Manager - PMS and C&B

SUMMARY

Currently a part of the Performance Management and Compensation & Benefits

team handling the compensation & benefits, performance management and

employee engagement activities for 11000 employees pan India. Responsible

for driving annual organization wide projects like Total Performance

Management and develop, manage and deploy Compensation & Benefits Programs.

To assist in the development and implementation of all performance

management and compensation & benefit activities in an effective and

efficient manner ensuring that individual objectives are achieved and all

deliverables are met in timely manner.

RESPONSIBILITIES

Performance Management

> Develops and recommends new policies and procedures to enhance the

Department's performance management program.

> Analyzes significant performance management and appraisal program

management issues/problems and develops expert-level recommendations

and alternative solutions.

> Constant follow up on the half yearly performance appraisals being

conducted.

> Annually assesses the performance management program and provides

analysis for senior management approval.

> Supports management of the employee performance management process, to

include but not limited to, performance plan guidance and development

and the final evaluation process.

> Serves as a seasoned practitioner in terms of advising and helping

managers understand, and more effectively carry out, their

responsibilities for evaluating, rewarding, or taking necessary steps

to improve employee work performance.

> Develops and delivers training to managers, supervisors, and

employees, on performance management program issue, and how to conduct

various appraisal phases and how to deal with inadequate performers.

> Undertaking job evaluations to ensure that the differences in pay

between those doing different jobs within the organization are fair

and are perceived to be so.

> Researching and analyzing salary rates and benefits offered by other

employers in the same sector.

> Developing and implementing new benefit packages, ensuring that these

are current and competitive.

> Participating in the benchmarking surveys with market by closely

working with Mercer / Hewitt for the compensation & benefits, salary

and the rewards offered in the organization

> Compensation & Benefits

> Develop & drive a single C&B strategy for all pan India.

> Manage the design and development of tools to assist top line in

benefits selection and to guide them through compensation decisions.

> Prepare budgets for HR operations.

> Study legislation and market to assess industry trends.

> Direct preparation and distribution of written and verbal information

to inform employees of benefits, compensation and HR policies.

> Administer, direct and review employee benefit programs

> Identify and implement benefits to increase the quality of life for

employees by working with C&B consultancy firms and researching

benefits issues.

> Design, evaluate and modify benefits' policies to ensure that programs

are current, competitive and in compliance with legal requirements.

> Analyze compensation policies, government regulations, and prevailing

wage rates to develop competitive compensation plan.

> Mediate between benefits providers and employees, such as by assisting

in handling employees' benefits-related questions or taking

suggestions.

> Analyze statistical data and reports to identify and determine causes

of personnel problems and develop recommendations for improvement of

organization's personnel policies and practices.

> Develop methods to improve employment policies, processes, and

practices, and recommend changes to management.

> Design Incentive programs aligned to drive required business

behaviour.

> Be the owner of the Human Resources Information system and its

effective implementation.

Professional Synopsis - 3

Organization: Information Systems Resource Centre Pvt. Ltd. - A OTIS

Company

Duration: Aug 2007 to May 2012

Designation: Senior HR Associate

SUMMARY

A persistent, result oriented HR professional with experience spanning

across different aspects of human resources and have delivered and

supported strategic corporate concerns. My wealth of expertise covers HR

Management, Compensation and Benefits Management, Payroll, Employee

Relations, Recruitment, Employee Life Cycle from joining to exit, HR

Policies, Employee Engagement activities, Performance management, Training

& Development & General Administration of HR. I am well versed with HRMIS

and proficient in maintaining healthy employee relations, handling employee

grievances thus creating an amicable & transparent environment across the

organization.

RESPONSIBILITIES

> HR Policies - Work with the senior management to devise and implement

appropriate HR policies and processes. Acting as a point of contact

for all employees' queries / guidance on policies & procedures.

> Recruitment - Handling HR interview in order to assess the candidate's

suitability, Salary Negotiation and Compensation for New Hires

> Performance Management - Manage the complete cycle of Performance

Appraisal Process across all the levels by planning and timely

completion of annual performance reviews. Involved in doing the

benchmarking activity with market by closely working with Mercer /

Hewitt for the compensation survey. Preparing reports and MIS

generation, as required, during the entire process. Core Team Member

responsible for Compilation of Appraisal Ratings and Synchronization

of Appraisal with Compensation Rewards. Manage the implementation of

the Specific Performance Management framework and activities. Handle

related queries / communication. Conduct the first time Appraisees

Workshop on process, System and Tool.

> HR Initiatives, Employee engagement activities & Reward & Recognition

- Develop & implement reward & recognition programs. Involved in

coordinating skip meetings & fun activities for all employees.

Planning, conducting & coordinating fun activities across the company.

Involved in employee satisfaction surveys, dipstick & annual surveys

to get the nerve of the employees. Socialization of new entrants and

develop retention strategy. Implementation and managing suggestion

scheme and other HR initiatives. To manage rolling out, implementing

and monitoring all HR initiatives, key process, practices and policies

in the organization. Responsible for Reward & Recognition Initiation

and Implementation. Manage Tenure Recognition Award and Performance

Recognition Award. Organizing Employee Engagement Events.

> MIS / Data Management - Providing on time accurate Analysis of the

various Metrics (Manpower, Cost, Training & Development, Performance

Management System, and Attrition). Responsible for ensuring the

accuracy of the data and Information on employees, Qualitative and

Quantitative Analysis of data. Maintain an effective and strong MIS

system to keep the numbers flowing

> Retention Management - Ensure completion of Exit Interviews for all

employees being Separated, Manage data Analysis and periodical

Attrition Reports for the management. Develop Employee Communication

Materials regarding HR Programs and Initiatives. Involved in

attrition tracking and analysis on monthly basis. Employee grievance

handling & counseling - understanding of issues and advising on

further steps .Handling issues relating to F&F settlement.

> HR Compliance - Manage and Monitor processes against Compliance

requirements. Understand the philosophy and objectives of

organizational level processes, and ensure compliance to the same

while implementing the same in all areas of HR. Inputs from Audits,

and implement revised processes. Work with Audit Team to implement

mechanisms to monitor, identify and correct non-compliances based on

Corporate requirements.

> Compliance / Audits - Employee data analysis and management. Ensure

compliance of all the HR activities with the Company policies and

processes. Involved in doing HR Audits. Updating employee records in

the relevant company databases as required.

> HR Operations :-

V Managing the day to day HR functions of the organization.

V Networking and communication to ensure that there is a good

relationship between management, employees and HR.

V Coordinating with all the department heads in the confirmation

process.

V Payroll, salary administration and leave management for all the

employees.

V Handling employee grievances, Employee relations and Employee

Retention, Exit interviews and other related formalities.

V Involved in staff welfare which included activities like medical

insurance, annual health check-up, term life insurance, employee

scholar program, helmet reimbursements, canteen, etc.

V Coordinate with the HR Recruiter, HR Manager and project manager for

any internal transfers.

V Coordinating for the statutory compliances which involves activities

related to PF and gratuity.

V Preparing employee handbooks and employee documents.

V Responsible for preparing HR annual Budget.

V Responsible for L1 visa processing of the employees who have been

identified to travel on the same.

V MIS report generation as required by the Management.

CAREER ACHIEVEMENTS / HIGHLIGHTS

V Created Employee manual which is helpful for all the new joiners.

V Coordinated and was the pilot in achieving the ACE Silver

certification for the HR team in 2009.

V Worked and created the HR Skills Matrix for the HR team.

V Worked and created the soft skills definition and criteria for the

skills matrix which can be used across organization.

V Awarded an Extra Mile Award in April 2009 for being focused, quick

learner, adapting the new methodologies in HR, highly organized and

proactively completing the assigned tasks.

Professional Synopsis - 4

Organization: Neilsoft Ltd.

Duration: September 2005 to Aug 2007

Designation: Senior HR Associate

RESPONSIBILITIES

Induction:

V Employee orientation-Give induction to the new recruits across the

organization.

V Providing the SBU induction to all the new joiners for the SBU

assigned to me.

Confirmation:

V Initiating the confirmatory review of the associates of the SBU by

rolling out the forms.

V Conducting the confirmatory review of the associate along with the

immediate supervisor of the associate.

Training & Development:

V Scheduling Training activities and ensuring its proper coordination at

the SBU Level.

V In consultation with the SBU Head, identifying the training needs,

design training calendar, updating the training records, co-ordinate

training sessions and arrange for its evaluation and feedback along

with the Training Head in alignment with the Department objectives.

V Coordinate with the internal or the external trainers accordingly to

prepare the training schedules.

Performance Appraisal:

V Preparation of the Appraisal Forms and handling all the formalities

related to the Appraisal of employees on bi-yearly basis as per the

policy.

V Employee counseling on performance and other job related matters.

V Capturing the feedback from the appraisal forms for the further

development of the associates.

Recruitment: Manpower resourcing-meet manpower needs by recruitment

planning & selection of associates for the assigned SBU within a short

time span which encompasses the following activities.

V Source resumes through advertisement, referrals, consultants, and

headhunting.

V Screen and shortlist profiles.

V Conduct preliminary tests and HR interview of the candidates.

V Facilitate and organize technical interviews.

V Do a salary fitment for the prospective joiners.

V Communicate with the applicants.

V Maintain an active database of the candidates and other recruitment