Project Management

ANIRUDH GAUTAM

Contact No: +91-958*******, 837-***-****

E-mail Id: *******.******@*****.***,

A people oriented, self-driven and well-focused person Looking for an

innovative and challenging job environment in a dynamic company where

experience and skills will add value and I get continuous opportunities to

grow as a professional.

Career Outlook

< Solid Eight & half years of experience in core HR domain across Rolling

Stock, Automobile and EPC industry.

< Currently employed with Bombardier Transportation India Ltd for last 2

years as HRBP on Delhi Metro project.

< Experience in the areas of Talent Management, Competence Mapping & skill

matrix, Training & Development, MIS, PMS, Policy roll out, OD, Employee

engagement, succession planning, Employee opinion Survey etc.

< Proficient in handling change management & operation management.

Significantly improved organizational effectiveness, business & image via

customer and client focused strategy development.

Career Contour

1. Bombardier Transportation India Ltd (Delhi) HR Business

Partner: Dec 2010 to Till Date

A world-leading manufacturer of innovative transportation solutions, from

Commercial Aircraft and Business Jets to Metro Train, Rail Transportation

Equipment, systems and services, Bombardier Inc. is a global corporation

headquartered in Canada. Its revenues for the fiscal year ended January 31,

2011, were $17.7 billion, and its shares are traded on the Toronto Stock

Exchange (BBD). Bombardier is listed as an index component to the Dow Jones

Sustainability World and North America indexes

Being the HR Business partner for all the four project sites of Delhi Metro

RS 2 Project, I am responsible for the strategic development of resources,

engaged in project site. Ensure that the all the resources are skilled

according to their requirement and are being updated on timely manner.

Hiring & Talent Management

Managing the complete recruitment life cycle for sourcing the best talent

from diverse sources and ensures timely and cost effective recruitments for

Delhi Metro Project. This is achieved by working on a recruitment tracker

to reduce cycle time from receipt of manpower requisition form (MRF) to

bringing candidate on board. Sourcing is done through, Consultants, Job

portals, Social Media & print media, References, Direct applications, Head-

hunting & internal job postings.

. Responsible for working closely with the Functional/ Business Heads

and other Key Managers to develop a Recruitment Plan in line with the

approved business plan, execute the same and achieve desired results

which are in conformance to the internal customers' needs.

. Responsible for complete life cycle of Recruitment. Review the reason

and justification for creation of new post requested by HOD and only

after thorough investigation & analysis and recommendation/approval

from Director process the recruitment.

. Ensuring procurement of the duly filled Manpower Requisition forms

from all Departments wherever vacancy arises.

. Getting the Manpower Requisition form approved by the project

director.

. Keeping a tab on the vacancies created in the organization

. Maintaining, updating and circulating Recruitment Status Report every

week.

. Keep a check on various vacancies viz. replacement, new position,

transfer and termination.

. Ensuring implementation of the recruitment policy

. On the job travelling for Campus Recruitments.

. Maintaining databank of candidates/Consultants, Interacting with

Candidates/consultants/ placement agencies with Job Description.

. Interviewing and selecting candidates.

. Salary Negotiation

. Handover the appointment letters and complete the joining formalities

for new employees on the date of joining and conduct of Induction &

Orientation.

. Prepare Induction program for new employee & ensure that induction

program is implemented as per plan in co-ordination with HOD's.

. Coordination for quality & Safety Induction and assignment of mentor

to all the new joinee

. Develop the profiles and JDs for the key roles and responsibilities in

co-ordination with concerned departments.

. Responsible for employees Probation Evaluation and Confirmation

Letters are sent in time.

. Started exit interview for employees leaving organization, analyzing

feedbacks and taking necessary actions. Tracking attrition rate and doing

trend analysis for necessary actions.

Major Achievement: Conceptualized and created a complete new YLP Program

(Young Leadership program)

Successful in closing more than 70% open position through employee

reference & head hunting in FY 2011 - 12 (Cost saving of Rs.18 lakhs)

Training & Development (In-house & External)

Ensure timely Training Needs Identification (TNI's) for Staff & Engineers,

Preparing Training Calendar both for Behavioral & Functional/Technical

Trainings, Selection of Trainers /Agencies, Monthly Tracking of Training

Hours, Taking Training Feedbacks, and Reviews to know Training

effectiveness. Identifying in-house trainers and conduct training on

project site itself.

Major Achievement

Introduced the training logbook, popularly known as black book, for each

individual staff in the project site which was recognized as a best HR

practices by the group auditors.

Competency Mapping & Skill Matrix.

. Ensure that the right competency is available with the function to run

their show. Mapping of skills required for particular positions and

analysis of the existing level of competencies of individual vis- -vis

the gaps.

. Maintaining the competency folder & logbook & ensure that it's being

updated on regular basis.

. Analysis of skill gap & accordingly arrange training to remove gaps.

Major Achievement

Standardization of Competency mapping processes leading to optimization of

resources.

Performance Management & Talent Retention strategies

Ensure timely roll-out of PMS reviews on start / midyear / end of Year &

compiling the ratings given by Functional Heads. Collecting fresh KRAs for

new Business year. Organizing Pre Trainings for HODs and second line

management for effective performance assessment for the year. Discussion

with HODs in case of re-alignment of KRA's, retention strategies includes

identifying key performers and giving them Interim Salary corrections,

Promotions, Inter Departmental Transfers.

Identification of critical resource & Succession planning of identified

critical resource.

Employee relation & People Engagement Programs

Involved in employee development program for the team motivation. Part of

Fun Rangers committee formed for the purpose. Apart from this involved in

Devising, developing and implementing various employee engagement

initiatives to keep employees rightly engaged for better output. Every year

we organize staff Get- together during Christmas/New Year, Celebrate Family

day, Birthday. We organize recreational tours for our workmen, Formed

Bombardier Cricket Tournament. Started Town hall Program at all the four

sites. Organizing Get-together of New Joiners. Continuous communication for

employees Birthdays, Information on new joiners, through "Know your

Colleague i.e. KYC", Thought of the Day, Articles, Floating new policies,

BT Newsletter, Safety Tips, New happenings etc.

Addressing employee concern and grievances through counseling and other

related mechanisms.

Skip level meeting with Managers for understanding the pulse of Team.

Strategy Planning & Policy Formulation

Developing and implementing strategic plans & HR policies, in line with

overall organizational goals.

Aligning and fine-tuning the HR strategy as per the business needs ensuring

optimization of resources and cost.

Compliance

Ensuring adherence to statutory compliance in areas of IR and the social

security legislations. Managing all manpower contractors and ensuring that

they are adhering to all the statutory compliances.

. Verifying the attendance and wages sheets of contract labour and

ensuring timely payment of wages by the contractor.

. Preparing and maintaining registers under various acts.

. Monitoring whether the contractors were maintaining all statutory

requirements within time frame.

HR Payroll Support

Ensure attendance and leave management at all the four sites and send the

data on time to head office.

Coordinate with head office for the reimbursement allowances of employees.

2. Punj Group Deputy Manager - HR: Nov

2007 to Nov 2010

Punj Group is an ISO-9002, 14001 & OHSAS certified Indian MNC (a strong

international presence in Middle East mainly among gulf countries) engaged

in the business of engineering, contracting, IT Solution and manufacturing

of Insulation, Polyurethane Foam, Refractory, and Prefabricated Sandwiched

Polyurethane Panels, PEB Panels fireproofing and mechanical erection works

through its various division spread in all over India.

| |Handling recruitment for all the four regions (bulk -|

|Job Profile |end to end) includes IT & Non IT Recruitment by |

| |coordinating with consultants, job portals, with the |

|Duration: 3 Years |help of ads in media; campus visit etc., post |

| |recruitment activities includes joining & exit |

| |formalities, induction, T & D, Performance Appraisal,|

| |grievance management, statutory compliances, |

| |Formulation of HR Policies & Procedures, Salary, |

| |Administration & allied function. |

| |Reporting to AVP - HR |

3. Euro Motors Pvt Ltd -A Dabur group initiative

Feb. 2005 to Nov 2007 - Sr. Executive - HR

EMPL was Indian sales & distribution partner of Volkswagen AG having

distribution right for Audi brand of luxury cars in the market.

Founded in 1937 with it's headquartering in Wolfsburg, Germany, Volkswagen

AG is a leading German automobile company and an owner of eight big

automotive brands: Volkswagen, Audi, Skoda, Seat, Bentley, Lamborghini,

Bugatti, and Volkswagen Commercial Vehicles.

| |Handling the Recruitment, completing Joining |

|Job Profile |formalities, Induction, Exit Interview, F & F, |

| |Maintaining of Personnel file, Leave Management, MIS, |

|Duration: 2 Yrs & 10 |Performance Appraisal, Training & Development, |

|months |Employee Communication, Policy Designing, PF, ESI, |

| |Salary Administration & allied function. |

| |Reporting to Head HR |

4. ORIENT CRAFT LTD. - A Leading Export House of India

From June 2004 to Feb 2005: Exe - HR

Orient Craft Ltd. - is a leading manufacturer and exporter of apparels &

Clothing, Athletic Sportswear, Sportswear and Accessories, Wear for Men,

Wear for Women.

| |Recruitment and selection |

|Job Profile |Preparation of personnel file |

| |Acceptance of resignation & conducting exit |

|Duration: 6 months |interviews |

| |Full & final settlement of the employee. |

| |Grievance Handling |

| |Administration & supervision of time office |

| |functions. |

| |Monitoring & supervision of the salary & wages |

| |administration & allied functions. |

| |PF and ESI matters |

Educational / Professional Qualifications

. MBA (HR) from Jamia Millia Islamia, New Delhi.

. Graduation from Vinoba Bhave University.

. Diploma in Computer Science from LCC.

Personal Particulars

Date of Birth: 1st March 1977

Marital Status: Married

Languages Known: English, Hindi.

Reference: Can be furnished upon request

I hereby confirm that above information are true and complete to the best

of my knowledge and understanding.

(Anirudh Gautam)

New Delhi

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