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Employee Relations Manager

Location:
Chanda Nagar, Telangana, India
Posted:
May 13, 2019

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Resume:

Sanjaya Sharma

***, **, ******** ******, ********, Mohali

Contact: +91-988**-***** Email: ac9c9v@r.postjobfree.com

https://in.linkedin.com/in/sanjayasharma

Human Resources ~ Industrial Relations ~ General Management

~ P&L Management ~ Strategic Planning

Offering 28+ years managing a full spectrum of Human Resources services and functions. Demonstrated experience in collaborating and conducting HR / IR strategic planning to support and enhance corporate goals.

Astute professional with over 28 years in managing the entire gamut of Human Resources / Industrial Relations & Labor Welfare activities with demonstrated leadership qualities; conceptualizing and effectively implementing measures in the operations, systems, procedures & policies for optimal utilization of resources. A leader and strategist, driving businesses by identifying opportunities streamlining systems with focus on bottom line, process efficiency and cost optimization. Strong People acumen and ability to influence business leaders at an Executive level, partnering across functions to deliver effective business solutions.

Accredited for Building, developing, mentoring, and leading a Human Resource Team to deliver "Human Resources best practices" in employee/ management development, compensation & benefit, organization design and employee relations.

Core competencies include:

HR Business Strategy Planning & Staffing Process Re Engineering Policies & Procedures Personnel Management Employee Relations Performance Management Industrial Relations Recruitment Organizational Development Labor Laws Statutory Compliances Client Relationship Service Level Agreement Team Development & Management Performance linked salary management Change management

AREAS OF EXPERTISE

Strategic HRM

oRe-evaluating programs and processes, implementing change, maximizing performance, optimizing productivity, reducing benefit spend, increasing employee engagement, implementing company-wide performance management initiative, resolving issues, ensuring compliance.

Industrial Relations

oHandling IR (internal/external) with a work force of over 2,775 employees. Proactive interaction with the Union, educating them in maintaining cordial and peaceful IR climate. Negotiations with union for overall productivity improvement.

oResponsible for statutory compliance under various Labor Laws - Factories Act, Provident Fund Act, Employee State Insurance Act, Gratuity Act, Contract Labor (Regulation & Abolition) Act, Minimum Wages Act., and Bonus Act etc.

Learning & Development

oLiasning with the LOB Heads, identifying the training needs and creating calendar for the organization.

oAnalyzing feedback, creating action plan for improved productivity facilitating overall efficiency and efficacy in the process

Manpower Planning / Recruitment & Budgeting

oMaximizing ROI on recruitment costs, increasing efficiencies by various process re engineering initiatives. Monitoring progress through feedback mechanisms to add value to business objectives.

oCost effective manpower planning and optimization of resources. Forecasting requirements, recruiting right candidates using competency based interviews.

Compensation & Benefits

oDesigning, overseeing and implementing a company’s compensation and benefits programs - Salary structures, balancing staffing needs, ensuring that compensation and benefits policies & procedures are in sync with overall objectives and HR vision.

oEvaluating competitor compensation, creating policies/procedures, monitoring the payroll interface, ensuring compliance and integrity.

Performance Management

oManaging appraisal process, establishing framework for substantiating performance appraisal system linked to reward management.

oSteering initiatives for identifying high potential, high performing talent within the organization, while providing accelerated developmental work assignments and learning opportunities through personal meetings, reviews, functional head recommendation, specific achievements, timely completion of tasks etc.

Employee Retention/Engagement

oBuilding management capability to facilitate an open, inclusive, values-based environment that enables effective employee relations.

oFacilitating & coordinating with external and internal personnel for various programs, events, across the organization ensuring development / improvement of the staff.

CAREER PROGRESSION

Stylam Industries Ltd 03/2018 to 05/2018

Head HR

oSetting up of statutory compliance under various Labor Laws - Factories Act, Provident Fund Act, Employee State Insurance Act, Gratuity Act, Contract Labor (Regulation & Abolition) Act, Minimum Wages Act., and Bonus Act etc.

oFraming of employee rules and regulations and employee hand book.

oDesigning employee grades and corresponding cadre.

oChange management.

Allengers Medical Systems Ltd. 12/2016 to 10/2017

Head HR

oManaging appraisal process, establishing framework for substantiating performance appraisal system linked to reward management.

Steering initiatives for identifying high potential, high performing talent within the organization

Goodyear Tires Limited 04/2014 to 08/2014

General Manager – Human Resource

oHandling IR (internal/external) with a work force of over 1500 employees. Proactive interaction with the Union, educating them in maintaining cordial and peaceful IR climate. Negotiations with union for overall productivity improvement.

Ranbaxy Laboratories Limited 04/2009 to 04/2014

General Manager – Human Resource

oCreating Centre for Excellence for Human Resource by providing leadership and direction in the areas of Comp & Ben, PMS, Compliance, employee engagement, Learning & Development, organizational structure, employee relations, orientation/training/development, and policy/procedure development.

oUnderstanding business goals and recommending approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR.

oSuccessfully handled 2 long term settlements with the unions. Handled almost a 15 days long strike and successfully taking out almost 20 workmen from system including 3 union body members making Union non-functional after the settlement.

oPoint of contact for Manpower Planning, Budgeting, Training, Planning, resourcing, appraising performance; rewarding and disciplining employees; addressing complaints and resolving issues within stipulated TAT.

oLed the Performance Management (end to end) i.e. Planning Phase, Mid Year Review, Final Year Evaluation & Increments, disbursement phase. Handling Increment process by seeking performance ratings from HODs of their respective departments, comprising it all at Group level, applying normalization techniques.

oCreate, maintain, and ensure quality assurance of key human resources data sets, reports, and metrics. Serving as the primary domain expert for human capital analytics.

oWorking with various business groups, creating and implementing innovative solutions for a variety of employee engagement initiatives within the Plant - town hall, skip/pulse meetings, employee grievance handling), ensuring queries are resolved within stipulated TAT ensuring CSAT.

oMonitoring & managing performance against budgets and service levels (SLAs) to ensure quality service to customers and adherence to budgeted cost allocations.

oOverall the general administration of the plant – Discipline, housekeeping etc.

oEnsuring all team members are meeting and exceeding expectations, taking corrective action when needed and conducting periodic updates and performance reviews with team members.

NOTEWORTHY CREDITS

oDesigned and implemented various internal LnD programs with internal resources, facilitating reduction in Training cost by 40%.

oImplementation of internal controls, systems and procedures helping increase HR responsiveness from existing 25% to 65%.

oIntroduced various People development programs- skill/competency mapping, Help Desk, Talent Book etc facilitating employee responsiveness and CSAT

oAccredited for introducing Rewards & Recognitions programs at site.

Godrej Consumer Products Limited 07/2006 to 03/2009

Deputy General Manager – P&A

oSetting up of new Plant (end to end) at Katha, Baddi, starting from obtaining all Statutory permissions, formulation of all policies and procedures, manpower planning, recruitment and staffing, identifying training needs and implementing training.

oManaging relations with all employees and union, participating in negotiations, monitoring returns on investments regarding negotiations, implementing labor policies, monitoring employee conduct at work, and working with Plant management for grievance resolution.

oAccredited for negotiating and signing 2 long term wage agreements with workers based on productivity.

oManaging all activities related to labor law compliance - liaisoning with labor authorities, representing plant in labor -related legal proceedings, implementing welfare initiatives, maintaining of records and documentation, obtaining licenses and certificates and other government approvals, ensuring compliance with all legal norms and regulations.

oHR support to senior management to improve the capability of the organisation, drive effectiveness and growth whilst delivering cost targets through implementation of effective people management strategies.

oTranslating organizational business plans into HR strategic and operating plans, partnering with the business leaders in developing and tracking execution of HR Plans and ensuring robust alignment with business priorities.

oCollaborating with senior management on building a performance management strategy and philosophy for the entire organization, implementing performance & workforce management practices across various businesses and functional teams.

oMonitoring operating and financial indicators to ensure budget adherence, identifying opportunities to reduce operational costs, ensuring optimal efficiency, driving process improvements to enhance service delivery that maximizes potential for success and minimizes operational disruption.

oPreparation for and getting the certification and accreditation for ISO 14000 and OHSAS, started QC’s and won awards in 1st year at NCQC.

oIdentifying training and development needs through job analysis, appraisal schemes and regular consultation with business managers, driving effective training need analysis, building & updating SOP & training content by working along with business.

oCoaching, mentoring and guiding teams in their day to day activities. Regular feedback sessions with the team members.

Samtel Group 10/1999 to 07/2006

Divisional Manager – Human Resources

Joined as a Manager in Oct’99 and promoted to Divisional Manager – HR in Sep’04

oSupporting the HR leadership team, identifying business challenges, and using data analysis to help influence changes to the operations, process and programs.

oEstablishing the overall objectives of the department, defining individual objectives, monitoring of the same on a regular basis, taking corrective actions, ensuring overall objectives are met.

oManaging end to end Recruitment cycle for all levels across organization. Competency based selection as per business needs.

oDeveloping key metrics/measures for the business performance. Investigating & identifying performance drivers, root causes of process inefficiencies, develop new processes to achieve performance.

oLead Workforce Planning and Talent Management processes to identify and address knowledge and talent gaps including staffing, talent development and succession planning programs. Re-structured manpower by re-deploying effective use of their skill set & training.

oLiaisoning with Government and Statutory authorities on statutory and labor compliance issues to obtain all licenses and permissions as per state rules and regulations.

oManaging the company’s industrial relations issues, representing the company as required at industrial relations and labour meetings, to reach a positive solution to IR cases.

Bharti Healthcare Limited 04/1998 to 10/1999

Senior Manager

oProviding leadership in developing and executing human resources strategy in support of the overall business plan and strategic direction of the organization, in the areas of succession planning, talent management, change management, organizational and performance management, L&D and compensation.

oDevelopment and implementation of HR policies, programs and services, including recruitment, selection, training and development, retention, employee benefits and employee relations.

oWorking on various HR time bound projects, ensuring end to end delivery from conceptualizing to closure. Providing the support to the management team by suggesting innovation/ process improvement.

oManaging administration related activities including infrastructure management, facilities planning, maintenance, utmost utilization of resources & space management.

oData mining, data set extraction, HR reporting of key metrics/measures and MI reporting for Management, resulting in organizational awareness and facilitating decision making.

oDesigning HR Initiatives, Processes and systems to help create vibrant HR culture environment, capable to sustain planned growth by building and retaining HR teams.

PAST EXPERIENCE

Chief Manager-Personnel, Escorts Ltd., Apr’97 – Apr’98

Manager-Personnel, Escorts Ltd., Sep’95 – Mar’97

Deputy Manager, Tata Steel, Jun’86 – Aug’95

EDUCATIONAL BACKGROUND

Post Graduate Diploma [Personnel Management & Industrial Relations] [Xavier Institute of Social Service, Ranchi] - 1986

Graduate in Arts [Economics] [University of Allahabad] - 1981

PERSONAL DOSSIER

Date of Birth : January 14th 1960 – India

Linguistic Ability: English, Hindi, Punjabi

~ References and verifying documentation furnished upon request ~



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