Dear Hiring Manager,

Subject: Director, Human Resources

I came across an opening for the above role on LinkedIn and after reviewing the job specification, I believe the requirements of the role and my background/ experience are an ideal match. I am, therefore, enclosing my CV for this role and would appreciate if I am considered for this role.

While my resume will give you details of my experience in all aspects of Human Resources, the value addition I bring to the table is as follows:

* Over 16 years of extremely relevant senior global experience heading HR for various organizations across Canada, Middle East and India.

* Several years of senior level and strategic experience across various sectors covering retail, manufacturing and financial services.

* Leadership experience across all aspects of HR in fast paced and matrixed organizations in the multinational and local sectors.

* Experience of leading HR in an organization that was recognized as Hewitt’s Best Employer.

* Hands-on experience in key areas such as Performance Management, Employee Engagement & Talent Management and Succession Planning.

* Experience of leading mid to large sized HR teams between 20 to 70 people.

* Experience of leading HR across diverse cultures having worked with 25 different nationalities.

I am currently based in Mississauga in Canada and available at my residence phone 905-***-**** or cell at 647-***-****. I am also available to work immediately, if required.

I look forward to hearing from you.

Regards, Gopi

(Gopikrishna Madhavan)

Gopi Madhavan

720 Avonwick Avenue, Unit 136,

Mississauga, Ontario L5R 4C7

Cell: 647-***-**** Home: 905-***-****

http://ca.linkedin.com/in/gopikrishnamadhavan

Email: acqkyh@r.postjobfree.com

DIRECTOR OF HUMAN RESOURCES

Blends international experience with a commitment to position

Human Resources as a Business Partner.

Illuminating, fair and transparent human resources and thought leader with global experience, understands and relates to different cultures. Empowering, builds collaboration, infuses team-spirit, encourages personal and career development. Combines a strategic and tactical approach to devise and execute initiatives to advance human resources into a cost effective and proactive business unit able to swiftly meet all demands. Driven by operational excellence, stimulates excitement, sets and maintains high standards, acts with integrity and builds trust across a diverse business.

Core competencies include:

Executive Leadership

Human Resource Services

Business Unit Start-Up

Performance Management

Compensation & Benefits

Training & Development

Talent Management

Succession Planning

Employee Engagement

Policies & Procedures

Business Reengineering

Employee Relations

Organizational Development

Change Management

Budget P&L

PROFESSIONAL EXPERIENCE

LSH Holding (part of the Al Homaizi Group), Kuwait

Nov 2014 – April 2015 & Aug 2012 – April 2013

HUMAN RESOURCES LEADER = Director HR

Reporting directly to the Chairman and the Board of Directors with accountability for the Human Resources function for the Foods (Al Rifai) and Retail (Fashion & Sports) Business across the Middle East and Africa region.

Led the HR function in a phase of ambitious growth and expansion and part of the Executive Committee (Excom) of the company.

AV Group, New Brunswick, Canada (part of the Aditya Birla Group)

April 2013 – June 2014

HUMAN RESOURCES LEADER = Vice President HR

Reporting directly to the COO of the Pulp Business with accountability for the Human Resources function for the Global Pulp business across the mills in Canada and Sweden.

Initiated a comprehensive talent management and succession planning review for the global pulp business covering the top 50 leaders across the units in Canada and Sweden. This currently serves as the reference point for the leadership pipeline and/or gaps along with development plans for execution.

Worked with the local HR teams and the CEO’s of the Canadian units along with the respective Benefits provider to review the existing benefits framework and bring about a reduction between 15-20% of the costs.

Developed the Variable Pay Plan for the Pulp Business across Canada and Sweden to align with the Aditya Birla Corporate framework with an emphasis on rewarding employees based on the business, function and individual performance. This helped create transparency and fairness in the performance management framework among employees.

Initiated and recruited some key resources at the senior level and in critical trades that contributed to leadership gaps being filled and maintaining reliability across the mills in Canada.

Bharti AXA Life Insurance Co. Ltd., Mumbai, India

2010 – 2011

HUMAN RESOURCES LEADER = Vice President HR

Reported directly to the CEO with accountability for 180offices across India and 5,500 staff.

Conducted detailed talent management reviews for 70 business leaders at the Assistant Vice-President and above, unearthing strengths, weaknesses and ambitions. Authored and complied a report for peers on the senior management team’s perusal. Provided coaching, guidance and advice to all 70 leaders to develop action plans on career and skills advancement.

Challenged to devise and execute a radical 1,300 personnel downsizing, 35% of total complement, touching all business areas across numerous locations required as a result of the global business slowdown and new regulations. Ensured open communications were maintained and each employee treated equally and with dignity.

First Gulf Bank, Abu Dhabi, UAE

2003 – 2010

HUMAN RESOURCES LEADER = Vice President HR

Influential leader on a 7-person, senior management team directing unprecedented growth from a fledgling small bank to become the second most profitable bank in the UAE within a 6 year timeframe.

Devised and implemented policies and procedures to build the Human Resources Department, acting as the prime point of contact between multiple stakeholders as the staff complement grew from 250 to 3,000 between 2003 and 2010.

Key contributor in steering the bank through various phases to secure the prestigious and competitive 2009 Hewitt International “Best Employers in the Middle East” award.

Shifted the business from the original employee satisfaction to employee engagement model capturing a 72% engagement rate.

Created a pioneering Training Academy negotiating a partnership with EDCOMM to provide ‘Best in Class’ training to 75% of employees each entitled to one training program a year.

Oversaw the opening and staffing for international offices in Singapore, Libya, Qatar and India gaining knowledge of country specific hiring, human rights and other regulatory issues.

Formulated and deployed the entire corporate compensation and benefit framework with an emphasis on rewarding performers contributing to a decrease in attrition to 10% versus the 13-14% industry average.

Pivotal leader engaged in the seamless planning and transition of a legacy system to Oracle delivering a fundamental change to operations in all business units and empowerment to employees.

Initiated a highly competitive framework for talent management to strengthen the Top 40 future leaders’ engagement, commitment and skills for promotion.

Citibank, Chennai, India

2000 – 2003

VICE PRESIDENT – Compensation & Benefits, Human Resource Operations

Manoeuvred the Human Resource function through challenges acting as the conduit with the U.S.-based parent and Indian staff preparing the organization for significant changes to the benefits program successfully creating a win-win solution.

Realigned Human Resources services to consistently pass audit and achieve the corporate “Best in Class” global status.

Utilized tact and diplomacy to prepare a strategy to mutually mediate and resolve a potentially explosive Employee Relations issue.

Citibank, Chennai, India

1994 – 2000

HUMAN RESOURCES LEADER UAE & Oman, Citibank = VP HR

Rapidly promoted to the equivalent of Vice President level tasked with implementing change, reengineering the function to meet growing demand on the HR services.

Played a key advice role to the CEO and CFO during a fundamental business realignment designed to tighten and streamline operations across all areas during tenuous market conditions.

Planned and executed a major corporate downsizing, eliminating 11% of the employee population.

Reported in a matrix to multiple level executives based in UAE, Brussels and London.

Increased HR credibility, boosting visibility and communication introducing fair processes and transparency.

Held progressively responsible HR positions in India and the Middle East 1989 – 1994

EDUCATION AND PROFESSIONAL DEVELOPMENT

XLRI, Jamshedpur, India www.xlri.ac.in

HONOURS POST GRADUATE DIPLOMA IN PERSONNEL MANAGEMENT & INDUSTRIAL RELATIONS

Loyola College, Chennai, India

BACHELOR OF COMMERCE

Strong proponents of continuous education; selected courses include:

Talent & Retention Management, Ross School of Business, Ann Arbor, Michigan

High Performance Leadership, IMD, Lausanne, Switzerland

Human Resources Strategy in Transforming Organization, Indian School of Business, Hyderabad

Leading Teams, Citibank

Certified Interviewer in “Evaluation Interviewing”, Citibank

HR Consulting Skills, Citibank, Singapore

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