Employee Relations Human Resources

SHILPA ARYA

Profile

RATIONALE FOR CONSIDERATION

Shilpa is an experienced, human resource professional with experiences leading the strategy and execution of wide range of Human Resource programs in mid to large sized organizations namely Lonza AG, Inmet Mining, Prudential and Godrej along with smaller, leaner organizations such as ERCO and Non-profit organization in Toronto. Shilpa has had exposure to all facets of Human Resources including Recruitment, Training and Development, PMS, Organizational Development and is keen to expand her responsibilities and experience in a more generalist and diverse capacity.

Shilpa has worked as a strategic partner, coach and change advisor to Senior Management on people related matters and has strong people management capabilities to obtain buy-in for HR procedures and programs. Shilpa is Analytical, pro-active and has been recognized for developing and sustaining strong collaborative relationships with internal HR groups and with the Business Leaders. Shilpa also has demonstrated her abilities to work with multiple stakeholders on confidential and sensitive matters.

DIMENSIONS OF MOST RECENT RESPONSIBILITIES

ERCO

• ERCO is a 500+ employee Canadian organization with offices across Canada, US and South America. Reporting to the Vice President Human Resources, Shilpa is one of five core HR team members at ERCO. She has a dual responsibility to lead the Talent Acquisition function across ERCO and is also the HR Business Partner for plants in western region. When she joined the organization, the role had been vacant for months. She did a needs assessment, analysed what was working well and where the gaps were. The organization was relying heavily on the external consultants and there was very little or no HR involvement in the Hiring process. Shilpa worked to introduce a competency based interviewing method. She also reduced the dependency on external consultants by 80% and increased the overall employee referral by 22%. Shilpa uses various technological tools to attract and retail talent at all strategic levels. Shilpa also is certified by Thomas International and DDI for the trainer modules.

Shilpa partners with the leadership team to support the long-term and short-term business objectives for ERCO and also is responsible to effectively communicate and execute a wide array of HR programs and initiatives across the business.

Shilpa is also responsible for updating policies and procedures for corporate office. She has also been instrumental in taking up projects like – employee engagement, Leadership connexions, PMS for hourly employees and rewards and recognition programs. Shilpa also created a skill matrix for overall competency assessment for Key positions.

• Additionally, Shilpa also supported the Learning organization in ERCO. Not only did she quickly learn the SABA Platform for LMS administration but also supported organization wide Learning initiatives in the absence of the L&D team.

Shilpa is also a part of the HR advisory council at ERCO which comprises of business leaders, people managers, employees and HR leaders thereby working on the key HR initiatives across the organization.

Inmet Mining

• Shilpa initially joined Inmet in 2012 where she was responsible to manage the HR responsibilities for the Mining Project ($6.2 Billion). She was the first HR person on the project and was responsible to work closely with the recruiter on the project. Her responsibility was to build policies and procedures for the expats on the project and ensure all the programs are in line with the corporate office in Toronto and the operations offices in Panama. She worked with the senior VP -HR to create a RACI matrix for the team and was responsible for moves for expats across the globe.

Shilpa also worked closely with the legal team to ensure procedural compliance

Shilpa was responsible for all facets of HR including employee relations, workforce planning, talent and performance management, compensation, recruitment & selection and organizational development under the guidance of VP-HR

• Shilpa was responsible for delivering coaching, guidance and support relevant to the needs of the project group in the areas of workforce planning, talent management, leadership skills, and employee engagement.

Lonza AG

Shilpa worked with Lonza AG in the capacity of HR Business Partner (leading HR Function in the capacity of Head of HR and reporting to the CEO). Shilpa managed a team of 3 HR professionals and 1 administrative assistant in her role. She was responsible for set up of HR function and ensure due diligence during the acquisition of another company. She was also responsible to create and implement a Performance Management System at Lonza.

When Shilpa joined the organization in 2010, the Human Resources organization had a very basic, transactional relationship with the business. Much of her early focus was aligning Human Resources with the business objectives. One of her key successes has been working with executives on how to optimize (and reorganize) the Planning organization (the ‘engine’) of the business. Key to this initiative was the redesign of every job, redefining responsibilities and day to day activities of every person in the function up to the Director level. Each employee was trained on their new roles and how to do work differently. The learning approach included in-class training by role, supplemented by group workshops. Shilpa’s role was in working with the leadership on the design of the approach to re-skill 200 people within a small window without disrupting the business. The retraining also included large group intervention focused on building new teams quickly, dealing with ambiguity and building the people management of the function.

Godrej and Boyce

Shilpa was responsible for taking the Lead on a new manpower model for one of the manufacturing plants for Godrej and Boyce where the manpower model was “union Avoidance” She was responsible to ensure strong employee relations at the plant level. Prior to manage this plant, Shilpa was a part of the manufacturing plant with a national union and was part of the HR team when the CBA was signed.

RELATIONSHIP TO PRIORITY CRITERIA

•Shilpa is a go getter and is always keen to take up additional challenges. She has relevant experience working for mid-size to large organizations and has had an exposure to all facets of HR. Shilpa has experiences both being strategic and operational and has shown the agility to work in varied business set-ups in a variety of environments including start-ups, Mergers and Acquisitions and during the growth phases.

•Shilpa is hands on Human Resource professional who is passionate about her work. She has a strong understanding of technology (Bachelors in computers) and blends it well with her skill and experiences in Human resources arena (post graduate in Human Resources).

In her past roles, she has lead a team of 3 HR professionals and groomed them to take on higher responsibilities. Shilpa is an excellent team player and puts teams above herself.

Shilpa has been involved with the Senior leaders to manage the total C&B strategy and has ensured standardization of policies and practices up to and including (but not limited to Staffing, Compensation, Leadership Development, Employee relations, Training and development, Performance management Succession planning and communications)

Her ability to go above and beyond the requirement of the job, her tenacity to get things done, her passion for excellence and her ability to develop strong relationships at work has helped Shilpa be a strong HR professional .

Shilpa has worked in a variety of complex organizations with Matrix structure.

She has a strong technology background with experiences in Learning Management systems, HRIS, ATS, Taleo, LinkedIn, Google and Ceridian recruitment and payroll systems.

Overall Shilpa is a well-rounded HR professional who works towards finding an optimum solution to the complex tasks and delivers results.

Objective

To make a valuable contribution in HR at a progressive organization by partnering with business leaders to provide strategic and operational HR services to advance business and support achievement of organizational goals through intellectual capital, people assets and innovative HR strategies

Profile

Seasoned Human Resources professional with over 12 years of global and progressive business partner experience implementing talent management initiatives and impacting both organizational effectiveness and bottom line targets. Additional areas of expertise include:

•Learning and Talent Management

•Talent Acquisition & Employment Branding

•Project Management and HRIS

•Compensation and Benefits

•Employee Relations

•Organizational Development

•Performance & Succession Planning

•HR Shared Services / Vendor Management

•Workforce Planning and Analytics

•Retention and Engagement

Professional Experience

HRBP /Recruitment Lead ERCO Worldwide Jan 2015 – Jan 2018

Lead Recruitment, On-boarding, Career Planning, Learning and Development as well as retention of key employees critical to achieving business objectives in collaboration with the Management Team

Created an internal process for compensation bench-marking for new and existing employees. Oversee end to end process of merit increases, bonus payout, special incentives, tuition reimbursement, compensation analysis,

Reduced fill times for open positions from 75 days to 45 days while achieving an increase in the level of talent of new hires as measured by the Quarterly talent assessment.

Conducted talent assessments with client groups to benchmark the level of talent and created development plans ensuring the right mix of people and successors to achieve business goals.

Designed a competency based Career Toolkit that enabled employees to define their career paths and increased internal job posting fill rates by 10%.

Implemented PACE- an initiative to retain, develop the internal talent.

Introduced McQuaig, DDI and Critical thinking assessments to evaluate Leadership candidates and to introduce standardized assessments to all the candidates and employees for internal promotions.

Responsible for conceptualizing, creating and implementing confidence line (whistle-blower/ethics reporting)

Responsible for managing sensitive workplace issues and conflicts including performance issues (PIP), terminations, short and long term disability matters.

Initiated and launched “leadership connexions” an employee engagement initiative

Part of the team to implement the rewards and recognition program at ERCO

Researched and implemented Performance management for hourly employees across the organization

Support for the LMS Administration (SABA Cloud version) in the absence of L&D team

Streamline and improve HR processes to reduce the duplication of work and improve process efficiencies.

Work closely with the Plant HR representatives to ensure cohesion and standardization in HR policies and processes across the organization (including Canada/US and South America)

Primary contact for day-to-day HR employee issues and guiding the people leasers on variety of issues. Responsible to oversee the investigations across the organization and supporting eastern and western region to ensure standardization in investigations, disciplinary actions, policy interpretation and employee grievances.

Worked closely with the senior corporate counsel on a variety of HR matters including investigations, disciplinary letters and ensuring compliance.

Core team member for the HRIS Implementation

Conceptualized and implemented a skill matrix across senior levels to support succession planning

Part of the Joint Health and Safety team in the organization.

Championed the United way initiative in Toronto and part of the core team for the United Way campaign.

Implemented HR ticketing system (ASK HR) to improve tracking and turn-around time

Successfully supported the migration of benefit providers from Sun life to Manulife for the entire organization with zero errors

Manage all external and internal vendor relationships including recruitment consultants, benefits providers, Rewards and recognition providers, relocation consultants, translators etc.

Responsible for creating the employee communications updating the Standard Operating Procedures, HR training materials for the Toronto organization.

Responsible to groom a HR Coordinator

Conceptualized and Implemented a standardized tool for exit interviews and trained the HR site representatives on the end to end exit interview process.

Champion for employee wellness across the organization and lead for the wellness day celebration in Toronto. Recognized by the President for the exceptional execution

Lead for the take your kids to work day for consecutive 2 years at Toronto office.

Implemented a concept of Performance plus for exceptional performance across business units.

HR/Recruitment Manager Carillion Canada (Contract) Aug 2013 – Sept 2014

Responsible for the overall Recruitment strategy and implementation of Employee referral program at Carillion Canada.

Responsible for the new initiatives and to oversee the Human Resources programs and the management of Human Resources Co-ordinators. Established HR standards and procedures and identified opportunities for improvement and resolved any discrepancies

Collaborated with management to create a high performance culture by identifying and implementing programs that increased the employee engagement score from 44 to 74 over a year span. Increases in employee engagement contributed to increases in employee retention, employee performance and business profitability

Identified, encouraged and participated in the ongoing Training & development of the Human Resources staff

Established departmental metrics to measure performance

Maintained Divisional HR monthly operations report and statistics

Participated in respective divisional senior management meetings as well as corporate meetings

In collaboration with other team members, established and maintained procedures necessary to recruit and hire a superior workforce.

Human Resources Specialist Inmet Mining (MPSA) Mar 2012- Aug 2013 (Take over by FQM, Project office shut down in Canada)

Responsible for all aspects of HR for the project and oversight of remote mining operations including HR strategic planning, programs deployment, employee relations, performance management, employee development, benefits, job evaluations, employee communications, workplace culture, compensation, recruitment, legislative compliance, retention and succession planning

Draft new and updating existing HR and employment policies and championing their implementation. Advising all levels of employees on the interpretation of policies and procedures

Design, implement and support performance reviews and compensation process for the project

Lead the implementation of new compensation initiatives.

Conduct quantitative and qualitative analysis on compensation and benefit programs and policies including analysis of market data; identifying market trends, conduct research and surveys as needed; make recommendations based on analysis and costing implications; prepare reports and presentations. Responsible for keeping up-to-date documentation of compensation processes for the project team

Responsible for end to end management of compensation for the project and ensure performance evaluations are in sync with the market trend and is competitive

Single point of contact for all benefits for locals and expats

Coach employees and managers on a broad range of employee relations issues, liaising with management and/or other appropriate parties to effectively address concerns and mitigate any associated risks.

Facilitate the Global Mobilization and demobilization of project employees across. Drafted a standardized global mobility policy and assignment conditions for the project

Responsible for creating and maintaining RACI Matrix to ensure smooth communications in Matrix structure

Worked with vendors to assess the external labour market for recruiting strategies and succession planning

Corporate and project interface – responsible for all communications within the corporate and project relating to HR issues. Partner with other HR leaders globally on specific HR projects

Maintain records of transactions including recruitments, performance evaluations, terminations and transfers. Responsible for maintaining current and updated information on HR dashboard

Human Resource Specialist Sherritt Mining (Contract) Nov’ 2011- Mar’ 2012

Worked with Director HR to design, develop and implement corporate strategies, policies, programs, guidelines and standards for talent acquisition programs including campus hiring and branding

Recruitment Lead for various divisions. Responsible for end to end recruitment for various client groups across the globe. Implemented Canada wide applicant tracking system, careers website, campus/career fair recruitment and ensured standardization of job posting practices

Worked with the leadership team on developing employee engagement initiatives and retention strategies. Conducted employee engagement survey and lead focus groups to identify appropriate recommendations

Worked with Director of Compensation to benchmark salary data for Sherritt globally and responsible for assisting in the year end appraisals and compensation changes

Assisted Vice president HR to create a Corporate Communications function to communicate the organizations values, vision mission to the employees and develop internal talent

Addressed and investigated the complaints by properly completing documentation, report findings to the senior management and made recommendations for resolutions in consultation with legal counsel

Designed and implemented training and development programs as well as maintained accurate information for training budgets, paperwork and updated HRIS records

Staff(HR) Manager Non-Profit Organization (Contract) Mar’2011- Nov’ 2011

Staff manager responsible for recruitments, training, compensation, performance management, employee relations, disciplinary actions, leave administration, WSIB, employee accommodation and compliance with employment laws.

Implemented a performance management process for all staff which included monitoring the performance of staff on an on-going basis and conducting an annual performance review

Coached and developed administrative assistant to ensure that personnel, client and volunteer files are securely stored and privacy/confidentiality is maintained

Advised on the issues of policies, disciplinary action, legislative requirements including human rights, harassment, accommodation at workplace

Analysed the absenteeism trend in the organization and created strategies to improve attendance

Implemented a concept of bi-monthly check in and monthly staff meetings to understand the organizational concerns and implement strategies to improve employee morale

Responsible for dealing with unemployment claims and administering the payroll administrator

HR Business Partner (Country HR Manager) Lonza AG Jun 2010- Mar 2011

Senior leadership team member responsible for coaching and advising People managers on all employee related matters and key business HR policies and procedures.

Worked with the Sr. leadership team to identify the critical success factors and develop a leadership academy to train and develop the high potential high performing employees

Focused on improving employee engagement & retention through implementation of a plans to increase job satisfaction.

Analyzed organizations issues and developed solutions to effectively manage the takeover process with minimal impact on the employees

Co-chaired the Health & Safety committee.

Part of the Environmental advisory committee.

Recommended solutions and provided primary or escalated support on employee relations matters such as hires, resignations, terminations, performance action plans, job restructuring, immigration matters and employment contracts

Develop training content, provide training and responsible to measure the effectiveness of the training using Kirk Patrick model.

Responsible to identify talent gaps and develop training programs to bridge the gaps for higher productivity and implementation of a successful succession plan

Managed a team of 3 HR professionals and 2 administrative assistants

Manager HR Prudential ICICI Jun 2007-Jun 2010

Work closely with management to ensure execution and prioritization of HR strategies, initiatives, goals and business plans

Acted as internal coach, provide counselling and consulting services on Human Resources related issues and ensured compliance with Employment Law

Spearheaded a Career Planning initiative as part of overall Human Capital Strategy

Supervised payroll process, compensation and benefits; made appropriate recommendations

Coordinated the performance management process including fair periodic reviews and development of performance improvement plans

Created a governance tracker and conducted and documented meetings relating to disciplinary issues

Developed an employee handbook and ensured that corporate policies and procedures are aligned with the organization’s corporate culture

Managed a team of 4 human resource professionals and coached them to take higher responsibilities

Member of national cross functional team working to develop and implement best practice recruitment strategies across all prudential businesses across the country

Deputy Manager HR Godrej & Boyce Manufacturing Company Jun 2005-Jun 2007

Collaborated with Boston Consulting Group to re-work the manpower model and hired 275 technical associates in 6 months for a manufacturing facility in technical, managerial and administrative roles

Led plant HR activities to support the achievement of plant performance metrics in the areas of Safety, Cost, Quality, Schedule Adherence and Productivity

Ensured positive employee relations in both unionized and non-unionized environments by creating strategies for the technical and non-technical employees on the shop floor

Interpreted the collective agreements, grievance management, dealt with day to day issues and built strong professional relationships with management and the unions

Ensured the execution of key plant HR initiatives and processes to drive continuous improvement in the areas of organization effectiveness, staffing, employee relations, performance management, training and development, benefits, employment practices and compliance

Tracked and analysed plant HR metrics to determine root cause and develop and execute action plans to address problem areas

Key team member within the BCG group and Godrej in the conceptualization and implementation of the revised Manpower model across various business units.

Consult on issues related to legal and procedural compliance, employee relations and investigations, strategies and performance management

Responsible for conducting internal compliance trainings and responsible for auditing the compliance of the plant with government mandated procedures

Volunteer Work

Volunteer at New comers’ centres and worked with Refugees helping them prepare for Canadian job markets.

Volunteered at the new comers’ centre to help new immigrants integrate into job market.

Represented practise firms at Ontario legislature and recognized by the Legislature for exceptional delivery.

Volunteer at Red-cross

Education and Professional Development

DDI targeted selection program manager and trainer

2016

Situational leadership

2015

McQuaig System certification

2015

Emotional Intelligence and Successful Interviewing

2011

Certified for Personal Profile Analysis and HJA (DISC Profiling)

2010

MBA - Human Resources*

(Major in Human Resource Management)

SCMHRD (Symbiosis International University)

2005

SAP HR ( R/3 Module)

Certified at SCMHRD

2005

Bachelors in Computer Science and Applications

2003

* Equivalent to Canadian Post Graduation (obtained equivalency)

Contact this candidate