Manager Management

AMITA AGARWAL

Tel: +91-973*******

Email: **********@*****.***

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Brief Overview

. Post Graduate in Human Resource with 10+ years of experience in IT

Product Development, IT Software Services, Financial Services (Sales &

BPO) organization and HR Consulting

. Institutionalized system of Employee Engagement

. Talent Management/ Recruitments- Forecast, Planning and Hiring,

Succession Planning

. Learning & Development- Change Facilitation, Leadership Development

. Performance Management- Design & Implementation, Incentive Scheme,

Award System

. Areas of Expertise include

- Strategic Planning - Resource Management

- Performance Management

- Employee Engagement - Organizational Behavior

- Talent Acquisition

Education

Year 2004 - Post Graduate in Human Resource & Organization

Development 70%

Delhi School of Economics, Delhi

Year 2002 - B. Com. Hons

70%

Shri Ram College of Commerce, Delhi

Year 1999 - Higher Secondary

90%

Welham Girls' High School, Dehradun

Professional Experience

Company: Yodlee Infotech

Current Designation: Manager HR

Duration: January '13 till Present

Yodlee created the industry's most scalable and robust personal finance

data platform for powering innovation in financial services. The world's

first financial cloud for global money management, personal financial

management tool of Yodlee- MoneyCenter, used by over 600 leading financial

institutions and companies and more than 40 million consumers.

Role and responsibilities primarily consist of:

- End to end management and administration of Onboarding, Induction and

Exit Process

- Partner with senior leaders and their teams to support the achievement

of business

Objectives and goals

o Assist in managing the Executive Communication

o Drive Pulse meetings with the employees

o Effective Grievance handling and conflict management

o Coach and assist business leaders in employee engagement

- Design, Create and implement programs towards Employee engagement

o Some of the parameters weaved in the design of Engagement

activities are diversity, corporate social responsibility,

Fun@work, Team building and cultural sensitivity

o Manage the Reward & Recognition Program

o End to end implementation of Employee Engagement Survey-

Providing inputs for customization of the instrument,

administration of the survey, communication of the results and

action planning

- Custodian of Policies and procedures pertaining to HR and Statutory

Compliance

o Refresh and maintain the HR section of the Sharepoint

o Creation of standardized process flows for key HR processes

o Liaise with the vendor and Legal Counsel to ensure that

organization is compliant with all statutes

Achievements

- Led the initiative of Statutory Audit to identify the gaps in

Statutory labor compliance and worked towards making the organization

compliant

- Reframed the Reward & Recognition Policy and implemented a structured

Most Valuable Player Award which was much appreciated by the India

Management team

Company: AcePro HR

Designation: Principal Consultant

Duration: Aug '12 till Jan '13

AceProHR is a Talent acquisition organization that acquires smart

professionals for intelligent companies.

- Worked on multiple recruitment assignments for the IT, Consulting,

Financial Services and FMCG companies

- Sourced profiles for leading names in the organizations as well as the

start ups

- Created a batch of graduate trainees from the leading colleges in India

for a leading FMCG organization

- Sourced niche profiles in both IT and Consulting domains

Company: Accenture Services Pvt. Ltd. (IDC)

Current Designation: People Advisor- Specialist HR

Duration: August '10 till July '12

Leading HR delivery for Technology Consulting and Oracle Technology

Platform. Support a total headcount of 1500+ employees with a team of two

executives.

Role and responsibilities primarily consist of:

Talent Management

- Managing the performance management process for my span end to end.

This includes ensuring self inputs and feedbacks for all the

employees, correct clustering for peer to peer discussion, forced

ranking to meet the normal curve, communication of moderated ratings

and compensation modifications

- Support career counselors and supervisors in the career development

of all assigned personnel by providing guidance on career plans,

coaching, and advising/approving required and elective training

appropriate for their development.

- Designing and implementing specific interventions for Top performers,

High Risk and critical employees

Employee Engagement

- Review results of Global People Survey and work with leadership to

affect change

- Conceptualize and implement various employee engagement initiatives

o Organize effective Leadership Connects- Townhalls, Leader in the

Bay, Coffee with the lead

o Employee Connect- Pulse groups, Focus Groups, Fun@Work

o Managerial Connects- Brown Bag Sessions. Tech Updates

- Serve as an escalation point for personnel and employee relations

issues and provide guidance and intervention, as needed, to resolve

personnel issues.

End to End HR Delivery

- Implementation of all the central processes in my span. The processes

are as varied as probation confirmation, competency assessment and

performance management

- Ensuring compliance to all the SLAs of HR processes including exits,

back ground check, disciplinary action etc.

- Report to the management on the trends of attrition and strategize

Retention initiatives for High Critical, High Risk and top performer

attrition

Supporting the India Development center Diversity lead in various women

diversity initiatives.

- Design and Implementation of Chat Sessions, Women Diversity Week and

Panel Discussion

- Co-ordinate Guest lectures by Prominent women in different fields for

Accenture women employees

- Support organization of various celebrations for the International

Women's Day at Accenture

Achievements

- Institutionalized the process of Senior Manager Connects with the

Senior Executive highlighting SWOT Analysis and Career Planning

o The Engagement score for Senior Manager group saw a 30% increase

as compared to last 2 years

- New Joiner Attrition reduced by 5% over a period of 9 months-

attributed to dedicated work done towards New Joiner Integration,

Feedback Connects and effective Buddy system.

Company: Microland India Ltd.

Current Designation: Manager HR- North India

Duration: April '10 till July,10

As a Business Partner HR Manager for the North Region my primary role is to

ensure alignment with business by engaging proactively with business

leaders and their respective team members. Key responsibilities include the

following:

Talent Management

- Facilitate Goal Setting for each of the employees

- Creating Individual Development plan for the employees

- Creating and maintaining the pool of High potential employees ear

marked for career progression or promotion

- Training Need Identification

- Leading initiatives to retain talent

Employee Engagement

- Monitor & report on employee morale by proactively addressing employee

grievances

- Conceptualizing & Launching Events & Interventions for Improvement in

Engagement Levels

- Launch of Employee Communication - Early Morning Connect, Coffee with

Boss & Skip Level

- Organizing Open Houses, Brown Bag Session & Team Get together

HR Administration & Legal Compliance

- Effective implementation of HR Policies and Strategies

- Execute disciplinary action as required

- Ensure Statutory Compliances

Company: ATS Services Pvt. Ltd.

Designation: Senior Manager HR

Duration: From May '04 till March '10

Key Strategic Initiatives Designed & Implemented for Employee Strength of

1800 employees

- Competency Assessment for the Key roles in the organization & Application

of the same for Hiring, Identifying training Gaps & Performance

Management

- Competency Based Hiring Screen for standardized Interview Process

- Leadership Development Programme for Succession Planning and In- house

Talent Development

- Perpetual Assessment and Development Cycle

- Process Oriented Performance Management System with a unique application

of Standard Deviation and Mean tools for Performance Evaluation

- Introduction of OB Mod principles in Employee Relations Initiatives

Chief Tasks Handled

Engagement Manager for the HR Vertical (HR Services Provider)

. Converted HR expertise into a Revenue center for the organization

. Sourcing profiles for Pan India mandates for diverse clients in

Insurance, Banking, NBFC & KPOs

. Business Development & Client engagement- Developed and sustained

business relationship with majority of the clients that the HR

business unit serviced

. Extensive experience in mid to senior level mandates

. Delivered diverse assignments, ranging from Recruitment Process

Outsourcing (RPO), Leadership hiring and Talent Acquisition for niche

skills.

. Leading a team of 40 Research Analysts engaged in Talent Acquisition

for the top MNC clients in Financial Services Sector

Achievements

. Successfully implemented the first RPO Project of ATS Services for an

Insurance Client- The project included hiring 500+ Sales Employees

across India over a span of 3 months across the hierarchies- from

Zonal Mangers, Branch Managers to Feet on Street. Talent acquisition

was done from Multiple Industries including Financial Services,

Telecom, FMCG & Pharmaceuticals.

Learning & Development:

. Spearhead Learning & Development initiatives in the organization-

Designed and implemented Learning and Development Interventions for

the Organization from scratch

. Leading motivating and mentoring multi-skilled work force of Six

Training Executives and implementing measures for their overall growth

and development.

Training Process Management: Responsible for overall management of the

Business Associate's Induction and Development Training for the 1500+ entry-

level workforce spread across 5 facilities at three geographic locations

- Conceptualized and initiated a structured Training Process at three

levels- Induction, Reiteration and Performance Management

- Evaluate training & development with respect to desired outcome, based on

the Kirkpatrick's Model.

- Manage key Talent Management programs through Assessment, evaluation and

coordination with an aim of creating a talent pool for various managerial

positions.

- Content Development and Training Methodology Design on the basis of the

basics of Adult Learning Principles.

- Leadership Development by Identifying potential resources who are ready

and capable of taking on the enhanced role

- Designing and administering the Assessment Center for the selection of

the Development Group. Activities include Psychometric Tests, Aptitude

Test, Supervisor' Feedback and Personal Interview.

- Utilized diversified training methodologies including Class Room

Training, Case Studies & Role Play, Personal Coaching & On the Job

Facilitation and Blended Learning.

Performance Management System (PMS):

- Design & Implementation of Performance Management System for the

organization

- Conducting Job Evaluation across the organization by defining Job

Descriptions and capturing KRAs and KPIs across all levels and functions in

the organization.

- Delivered training to create awareness of the process

- Conceptualized and designed the automated process for the calculation of

PMS rating

- Ensuring implementation and closure of the quarterly cycles.

- Preparation and analysis of all PMS dashboards and reports.

- Providing development feedback on the basis of PMS ratings.

Trainings Attended

- Basic Lab for Human Processes conducted by Indian Society for Applied

Behavioral Sciences.

- Training Module on 'Stress Management' organized by British Council

Library

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