SNIGDHA JOGLEKAR

acfypb@r.postjobfree.com

Mobile : +91-998*******

OBJECTIVE:

To play a creative role in managing and developing human resources of business organizations that will

contribute towards meeting organizations business objective. To create a high performance organization

by effective HR Business Partnering, establishing world class HR processes and high performance team.

SUMMARY

Overall experience of 12 years and about 10 years experience as HR Business Partner and HR Generalist

in the IT industry. Besides being good at understanding people, I am client focused, friendly and have

been working in successful and highly motivated fun teams in HR function. Have gained a lot of exposure

in Recruitment & Selection, Performance Appraisal, Employee Relations, Compensation Management,

Training & Personnel administration. Self-starter who believes in extending beyond limits to achieve

target/goals. I am comfortable functioning at both strategic and operational levels of HR and Admin

functions

DETAILS OF EMPLOYMENT

Working with Independent Technology Systems (INTEC) now a part of CSG International as a

Senior Human Resources Consultant (HRBP) from February 15,2010 till date

Intec Telecom Systems, now officially a part of CSG International, supplies billing and mediation

solutions to over 60 of the world’s top 100 telecoms carriers, and we’re one of the world’s

fastest growing major BSS (Business Support Systems) vendors

Job Responsibility:

HR Operations

• Evolution and institutionalization of HR Policies in alignment with business and ensure

implementation of HR Policies & Processes.

• Ensuring statutory compliances are followed.

• Leave Management Cycle, Policies and frameworks are sent for the effective and efficient

administration of Payroll and Leave Management. The Cycles are monitored and controlled as

per the statutory norms and requirements.

• As a key member of HR I have played an important role in influencing the vision and strategic

direction of the Human Resource function of the company. Assisted in the formulation of the HR

handbook

• Career Planning: Maintaining the information of all Key positions. Organizing Goal setting

Interacting with the Senior Management on all employees Career Path and plan accordingly.

• Competency Mapping: Initiated Skill gap metrics to track employees' technical as well as soft

skills and accordingly arrange training programs from time to time.

• Payroll Advises which includes LOP, New Joinees salary details, Revisions and Exits.

• New Systems, Policies and Strategic HRM: Modifying & implementing various compensations

plans, reward & recognition schemes, HR policies and communicating them across the

organization at all levels.

• Employee referral program to institutionalize a referral culture among employees.

• Contribute towards formulation of standards for HR procedures, and prepare a functional

manual as per requirements and a policy manual to incorporate the same.

• Creation & Implementation of best HR practices

• Employee Recognition Program

• Taking care of Full & Final settlements of the resigned employees and Conducting Exit

Interviews& handle the relieving formalities

• Analysis of Exit Feedback and devising Retention strategies during the Operational Board

Meeting.

• SAP - Ensuring all employee records on SAP are updated.

Compensation Management

• Compensation Policy, Pay Roll, Internal/External Compensation Benchmarking, Performance

Bonus, Increments and Promotions

• Developing benchmarks for competitive salary structure and administering periodic pay hikes.

• Done Job Evaluation exercise at different levels with Mercer India aligned all employees with the

same.

• Participating in Salary Surveys with Mercer, and implementing the report as required.

Talent Acquisition

• Oversee the end-to-end hiring process for Telecom requirements and help sustain business

momentum.

• Management of the complete recruitment life-cycle for sourcing the best talent from diverse

sources and to develop the leadership pool.

• To scout for suitable channel partners to enhance market reach and strengthen the network to

build a healthy Recruitment Systems.

• Designed and implemented Talent acquisition policy and reports to ensure a systematic

approach towards recruitment.

Performance Management System

• Initiated the online PRP process .

• Implemented, objective promotion process to motivate the performers.

• Initiating and educating employees about Performance Appraisals across the organization.

• Handling the Performance Appraisal of the Trainees starting from the planning to execution.

• Tracking the schedules of PMS and issuing revision letters to the employees

• Handling Appraisal Grievances of employees along with Senior Management.

• Evolving employee Appraisal Systems - for performance, Potential, and Employee development.

Implemented Performance Management System & Career Progression

• Training managers/people leaders and new hires on the PRP process

Employee Relations

• As a part of grievance handling committee, listening to the various grievances of employees and

solving their problems. Ensuring prompt resolution of employee grievances to maintain cordial

management-employee relations

• Provide advice and to counsel managers and employees on employee relations matters

• Making reports of it and presenting to management.

• Fun at work - Celebrate employee birthdays and conduct competitions/Quiz/Skits on account of

festival holidays

• Conducting Reward and Recognition programme on a monthly basis.

Global Employee Mobility

• Responsible for ensuring smooth transition of employees from home location to host location.

• Manage the exit briefing of employees and handing over of assignment memo’s which details

their travel and compensation

• Responsible for the tax equalization process when employees travel for longer assignments.

• Keeping track of employee travel.

• Ensuring that the mobility guidelines of the company are strictly followed.

Integration/Acquisition exposure

• Managed acquisition of INTEC with CSG international

• Restructuring as per new organization structure, basic productivity norms.

• Managing Employee Transition: Managed Transition of Employees.

• Streamlining of HR processes & Policies as a part of organization Merger.

Working with Inventurus Knowledge Services as a Assistant Manager – Human Resources from

August 18, 2008 till September 30, 2009

Inventurus is a Global Business Process Outsourcing company that offers focused cost and

process optimization solutions to clients in the healthcare and legal industries.

Job Responsibility:

HR Interventions & Employee Relations:

• Address all employee queries routed through HR helpdesk management

• Providing independent counseling to associates to resolve work-related problems that may

relate to performance and /or discipline based issues.

• Making reports of it and presenting to management.

• Conducting skip level meetings.

• Fun at work - Celebrate employee birthdays and conduct competitions/Quiz/Skits on account of

festival holidays

• Conducting Reward and Recognition programme on a monthly basis

• Intervene timely on HR issues concerning business and take appropriate actions which also

includes disciplinary action against employees

• Organize quarterly all employee meet with the leadership team

• Process owner for all employee communication notes (Eg. Policies, HR Operations, New

Recruits, etc)

Implement periodic employee Kiosks on Payroll, Insurance & Bank

Audits/ Surveys /Certifications

• Was an active member in the ISO audits that were conducted for the HR department

• Was one of the team member for the SAS 70 certification audit.

• Also involved in the Exciting and emerging company survey which was in co- ordination with

NASSCOM

Recruitment/Staffing

• Responsible for leading the staffing efforts for the software and BPO business entities

• Experience in US recruitment, both technical and non technical domain.

• Expertise in sourcing candidates using various methodologies: Portals, Consultants, Walk-in,

internal database, referrals, Head Hunting and social networking websites.

• Process owner for all internal job postings for the software, BPO entities and timely closure of

the same

• Liaise with the respective hiring managers on understanding the requirements for specific

domains and developing the hiring strategy

• To lead fresh talent recruitment campaign in both Campus & Off-Campus drives

• Develop new hiring partner database and empanel them for the hiring efforts

• To communicate hiring requirements to vendors & follow up on profiles

• Accountable for recruitment cycle management including compensation proposal and fitment,

offer negotiation & offer extension, follow up with candidates and updating the same joining

date with the hiring managers

Induction & On-Boarding:

• Responsible for all new hire induction which includes preparation of on-boarding calendar and

implementation

• To obtain feedback from the new hires on the orientation process and analyze the data for

further improvements

• Integrate the new hires into the system by attaching them to a mentor

Compensation Management & Review

• Salary/Compensation survey -Interact with HR consulting companies on salary survey

benchmarking by providing the list of comparator groups and obtaining necessary market

medians for the identified positions

• Responsible for compensation database management of employees for initiating the

compensation review process

• Responsible for new compensation fitment for IJP hires

• To work with corporate HR on new medians for niche positions

HR Policies & Implementation:

• Provide business critical employee concerns to the leadership team

• Formulate HR policies which will drive key business results by interacting with the leadership

team

• Timely implementation of formulated new HR policies and obtain necessary feedback of the

same from the employees

Separation & Exit:

• Conduct exit interviews for all voluntary separations

• Provide the exit feedback data to leadership team and work on the actionable

• Interact with the Payroll vendor & Finance team on timely settlement of Full and Final amounts

Worked with Synygy India Pvt. Ltd as a Human Resources Consultant since April 1st 2004 till

August 14, 2008

Synygy, Inc. provides software and services for creating performance-driven organizations.

Synygy is the largest and most successful provider of Enterprise Incentive Management (EIM)

software and services. Synygy's success and sustained growth were recognized when Synygy

was named to the Inc. 500 Hall of Fame, reflecting Synygy’s fifth consecutive inclusion on the

Inc. 500.

Job Responsibility:

Recruitment –

• Responsible for hiring professionals in the software division and Client Services positions.

• Responsible for US recruitment in co-ordination with the Global HR Team.

• Short listing candidates, interview coordination, conducting HR Interviews, finalizing and

releasing offers, and ensuring joining

• Interacting with their references in earlier employment.

• Planning & organizing and conducting campus recruitments, walk in interviews etc

• Represented Synygy at various Job Fairs.

• Perform administrative tasks associated with the hiring process, such as creating offer letters

and conducting reference checks

• Responsible for Manpower Planning, Recruitment and Selection strategy and events planning.

Induction –

• Responsible for joining formalities.

• Responsible to coordinate the total induction schedule

• Maintain internal applicant tracking database

• Maintain hardcopy archive for employee files

• Responsible for the HR reporting, forecasts and MIS from the India operations.

Training and Employee Benefits -

• Coordinated with administration and finance departments on benefits, compensation and

payroll matters.

• Responsible for headhunting, vendor negotiation, reference check, record maintenance,

employee insurance, e- recruitment, specialized training and other welfare functions and

achievement of targets.

• Responsible for recruitment activities, employees provident fund, library management system,

regular training programs and employee query resolution.

Employee Relations -

• Having regular meetings with the Global HR Management Team to work towards replicating

Synygy Culture and Core Values at India operations.

• Organizing monthly and annual company events with different themes

• Assuring excellent employee relations practices through open and confidential communication,

fair treatment and respect for all people, and consistent application of Synygy's policies and

programs.

• Ensuring Human Resources initiatives and processes are implemented and executed

consistently.

Exit Formalities

• Ensuring a smooth exit process through clearance form, notice period, handing over and full

final settlement.

• Responsible for Employee EXIT process, like -

o Most important is to ensure the retention of employees.

o Conducting exit interviews.

Worked with Best Western The Pride Hotel at Pune as Banquet Sales Executive from June 2002

till March 31, 2004

Job Responsibility

• Responsibilities include event management, handling guests and obtaining orders and

marketing of the Hotel Banquets as well as rooms

• Started with a Post of Banquet Sales Assistant, Promoted as Banquet Sales Executive in the

Month of November 2003

EDUCATIONAL QUALIFICATION:

• Post Graduate Diploma In Human Resource Management from Symbiosis – 2006

• Masters of commerce (M.Com) from the Pune University - 2005

• Diploma in hotel management from Maharashtra state institute of hotel management and

catering technology passed out with a First Class - 2001

STRENGTHS:

• Ability to handle and lead a team efficiently and effectively

• Ability to learn new things faster

• Creativity and idea generation

• Effective interaction skills

• Excellent written and verbal communication skills

SNIGDHA JOGLEKAR

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