Manager Human Resource

MANI KAUSHIK

Human Resource Professional + Program Governance Manager

***, ****** ** ***** *****, Mississauga, Toronto, Ontario +1-437-***-****

Email: ************@*******.*** LinkedIn: Mani LinkedIn

PROFESSIONAL PROFILE

I’m a creative thinker, problem solver and decision maker. Effectively balance the needs of employee with the mission of the organization. Strong communication, interpersonal relations, mentoring, negotiation and organizational skills.

OBJECTIVE

To develop and maintain quality of work life, ethical policies and establish cordial relations within organization. Strategies: Innovative HR initiatives to streamline processes and capitalize on organizational growth opportunities.

CAREER SUMMARY

Program Governance Manager with 15 years of work experience in Human resource management, Project Governance and Workforce Management.

DESCRIPTION

PROGRAM GOVERNANCE 2017 – till date

Set up and manage tasks and activities within the project plan framework.

Identify, analyzes, responds to and monitors project risks.

Prioritize program risks; maximizes the probability of positive events and minimizes the impact of contrary events.

Maintain project performance and provide support for the project team.

Stay engaged with the team and provide awareness of the project drivers.

Keep track of project funds and make conclusions on Cost of Delivery.

Incorporate Agile approach into governance approach that allows for IT investment decisions to occur rapidly.

Support the development, maintenance, and implementation of work order management plans.

Maintain a comprehensive Issue, Risk, and Decision documentation, as they relate to project timelines and co-dependencies, and coordinate solutions development. Maintain documentation of changes to scope, timelines, milestones, and deliverables, and identify dependency implications.

Conducts monthly, quarterly and annual performance review as per contract obligation adherence.

HUMAN RESOURCE ACHIEVEMENTS 2014 – 2017

Implementing Pyramid structure across BU by communicating need (why), target (what) and process (how).

Identifying bulge workforce in existing project and performing rotation basis tenure to Large/New deals.

Launching training and development strategies on technical and soft skills to prepare employees for next role, catapulting role of lower band employees to higher position, promoting talent and saving manpower cost.

Accomplishing 3% employee base reduction in senior bands resulting in positive CSAT and reducing Cost of Delivery. CoD targets were overachieved in Q1 followed by appreciation to HR for partnering well with business.

Driving Span of Control across BU optimizing hierarchy layers and manager count, identifying ICs and bulge workforce. Improved median from 9 to 12 with layer reduced from 10 to 7, flattening the organization.

Controlling bench/Freepool employee base (virtual bench) working proactively with workforce management group.

Reducing offshore Freepool from 433 to 296 last year. Onsite bench reduced from 148 to 50, contributing significantly in reduction of Cost of Delivery.

Driving One-on-One connects, SKIPs and NMAs (New Manager Assimilation) with the employee base of 1500. Covering all high performers and 25% average performers.

Assessing action points from employee connect data. Performing multiple analysis and working on actionable.

Establishing learning opportunities for average performers post understanding gap areas and motivating them to perform better.

Communicating organization plans for high performers during One on One connects. Understanding their role, aspiration highlighting their contribution and importance in the organization.

Preventing 9% talent attrition, by proactively working on actionable abstracted from connect like progression, compensation, role/location change, tenure management and influencing positive change in work atmosphere

Visiting ODCs and customer sites for employee connects, gauging any challenges at site or with team. Document and highlight concerns to Account Leadership and working closely for implementing solutions.

Conducting R&R, open house and floor walks to spread awareness of various processes, policies and HR Initiatives. Enabling fun @ work sessions, celebrating long service awards and releasing newsletter to BU.

Connecting with resignation cases and discuss on concerns/issues. Enabling possible measures to retain talent.

Ensuring smooth processing of exit formalities. Facilitating no dues process till the exit of the employee, leaving a positive outlook of the organization in exiting employee.

Organizing and administer staff consultation and grievance procedures.

Establishing and implementing policies and procedures in the Organization.

Running quarterly/annual HR processes i.e. Appraisal, Merit Salary Increase (MSI) and Progression cycle. Distributing Salary Hike/Progression letters to the eligible employees and ensuring positive messaging.

Aligning progression interviews within timelines, collecting feedback and share for further processing.

Ensuring participation for Leadership hiring, Campus hiring (rookies hiring), focusing on providing career to candidates instead of job. Hiring MBA students for HR role in the organization from Business schools.

Keeping HR governance on internal movements and external hiring review calls. Ensuring status updates being recorded viz. actionable items. Sharing Minutes of Meeting with stakeholders and regular follow-ups on closure.

WORKFORCE MANAGEMENT ACHIEVEMENTS 2007 – 2014

Leading Supply chain management for end to end resourcing. Identifying open viz. overdue position. Prioritizing overdue Indents fulfilment to avoid revenue leakage, reducing by 40% and resulted in on-time fulfilment.

Analyzing the possibility to fulfil position internally and if not, directing the position for lateral or contract route. Reviewing with team on progress for external marked positions. Reducing fulfilment time from 6 to 4 months.

Screening and proposing internal and/or external profiles to business and ensuring feedback is shared in 48 hours. Escalating delays in feedback and prioritizing profiles for requirement in other accounts.

Ensuring no profile is lost to competition and increase the fulfilment ratio. Have scored highest fulfilment scores during my stint and was rated outstanding throughout my tenure in Workforce Management Group.

Maintaining fulfilment outlook report for reviews with leadership team. Ensuring updates are kept in-sync with reality and no gaps. Distributing the report weekly to all stakeholders to keep them up to date.

Leading the MIS activity for Workforce Management group. Attention to details and strong analytical skills demonstrated to drive the fulfilment process for the team.

Representing WMG team for senior leadership reviews and have been awarded by COO and Managing Director on multiple occasions. Received best WMG team member award and rewarded by MD for my efforts.

Liaison with Delivery SPOC to understand current and/or upcoming opportunities and preparing profile pool by targeting tenured employees in existing accounts or providing heads up to recruitments for proactive hiring.

Leading the campus hiring activity and conducted many job fairs for bulk recruitment for junior positions. Facilitated interviews with leadership and the candidate for senior positions.

Streamlining Bench Engagement and Training Needs Identification for employees. Setting right expectations of the employees by proper counseling and advice. Utilizing bench trained employee for suitable openings.

Partnering team with Business and arising the existence of Resource Management function. Ensuring Right person is assigned at Right Time at the Right Cost at Right place by Strategic resource management.

EDUCATION

Master of Business Administration, SHIATS, Allahabad INDIA

Bachelor of Computer Application, MCRPV, Bhopal INDIA

EMPLOYMENT HISTORY

Wipro (Nov 2012 – Till Date)

Headstrong (June 2011 - Oct 2012)

Computer Sciences Corporation (May 2010 - June 2011)

Viibrations (Jul 2009 – Mar 2010)

LANGUAGES

English and Hindi

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