Management Manager

SANDEEP DAYMA

CAREER OBJECTIVE

To work and contribute for an organization which provides me an opportunity to utilize and enhance my knowledge, experience, capabilities and skills, for achieving both organization and personal goals.

PROFILE & STRENGTH

A Seasoned HR profession having 10 years versatile and enriched experience and a strategist with the flair for conceptualizing and executing strategies and HR interventions that aligns with business goals.

Possess communication, interpersonal and team management skills to drive an organization’s business growth and profitability utilizing innovative strategies that attract, develop and retain the key talents.

Job profile mapping & identifying training needs for entire Global Supply chain (include 5 plants). Arranging training programs, develop in house trainers.

Prepare the HR budget and track variance against allocated budget to ensure HR programs meet business requirements within cost and resource constraints.

Worked on positive work culture development, derive and implement action plan and achieve employee score from -23 to +2.

Implement sound HR Systems, Processes, Policies & Procedures with the objective of providing standard and clear guidelines of HR practices across the organization.

Controlled Attrition rate through implementation of action plan as an outcome of attrition

Analysis.

Formulation and execution of Individual development plan and manage the talent pool.

Administer PMS Translate organizational goals into measurable parameters for each employee ensuring accountability and ownership.

Ensure a Compensation & Benefit policy that supports a high performance culture.

Evaluate & implement various cost effective sourcing approaches & hiring processes to ensure quality potential pool of candidates.

Handling amicable industrial relation, dealing with Internal & External union and Capability to administer work force with varied manpower and strong team leader.

ACADEMIC DETAILS

Master’s in Personnel Management from Institute of Management Research Technology College, Nashik Aff. to Pune University passed in 2006

Bachelor’s in Commerce from L.V.H College, Nashik Aff. To Pune University passed in 2004

PROFESIONAL SYNOPSIS

Global Nonwoven Limited, Nashik Science Aug’2013 till Date

Designation: Sr. Manager – HR (Recently Promoted as AGM-HR)

Global Nonwovens Limited is India's leading producer of quality spunmelt nonwoven fabrics & having a set-up facility (Reicofil®4S) with State of the Art technology from Reifenhauser, Germany. Our manufacturing site is located at strategical location near the west coast of India. Company have established his foot holds in domestic and international markets around the globe.

We maintain highest standards of hygiene at our manufacturing facility to produce excellent quality Non-Woven fabrics of Hygiene, Medical and Industrial grade under the umbrella brand Glocare TM. World class operation and management system together with excellent in-house warehousing facilities enable to meet all the expectations of our customers.

Developing the HR Policy and Plans

Worked in green field project starting from scratch.

Responsible for plant and corporate HR process for sales & marketing and commercial’s at multi locations.

Currently handling HR team at multi location.

Implement sound HR Systems, Processes, Policies & Procedures to create a positive work culture with the objective of providing standard and clear guidelines of HR practices across the organization.

Develop policies for variable performance pay at executive and operator level to bring a healthy competitive performance culture.

Process of establishing Competency Matrix, Skill matrix and its assessment.

Develop Employee Hand book to give an insight of all policy and procedure relate to

employee and their development.

Developed employee grievance addressal and resolving process.

Recruitment / Talent Acquisition

Work on Talent Acquisition Planning & Strategy to ensures business alignment, examines workforce plans, benchmarking of the labor markets and looks at global considerations.

Work on employment branding and maintain good relation to attract candidate from campuses.

Formulating and Analysis of Metrics to track the drive continuous improvement and the quality of hire.

Overall responsibility of man power planning and recruitments.

Mass Campus recruitment from various institute.

Developing the induction program for the new recruits and assign projects.

Conducting researches to study the current compensation trends in the market.

Establishing a proper organizational structure and organization restructuring where needed.

Maintaining good internal communication within the company.

Learning and Development

Implemented training manual consist of Learning process, 3E Learning methodology,

Design pilot projects for evaluating training effectiveness and implementation at work place.

Launching of various OJT programs and systems for its evaluation.

Understanding the learning needs of various business units and bringing

them to implementation.

Responsible for catering to entire group learning and development needs. Interacting with

different business head to formulate a common training plan and optimize the cost.

Work as an L & D anchor for entire group

Feedback analysis and implementation of given feedback.

Identify internal trainers to cater technical training needs.

Collect, analyze and implement training feedback.

Compensation & Benefit

Recommend changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Establish the plant wage and salary structure, pay policies, and incentive plan within the company.

Designing Long Term Incentives & Performance Linked Bonus Schemes

Review completion of the payroll process every month and verifying Internal Control Standards through sample audits, remittances of all employees every month.

OD Development

Actively involved in Organizational Restructuring.

Working on policy options, program management, performance monitoring etc.

Proactive Analysis on Attrition.

Support Managers to run organizational HR processes like values & cultural change,

Performance appraisals, employee satisfaction surveys, fitment & separation, etc.

People Review and Succession Planning

Work on identifying the talent pool and their development path.

Conducting sessions for all employees to make them understand the individual

development process.

Performance Management System

Implementation of new appraisal system changing from the earlier appraisal process across

the organisation for entire staff

Explaining to all staff on the new appraisal process by giving presentations and team

coaching’s

Schedule and conduct meetings with all the departmental heads and supervisors to discuss on

the individual KRA’s and accordingly upload on the system.

Setting the KRA’s in line with the organisational, departmental and individual goals

Follow-up with employees for filling and completing the KRA’s as per the deadlines

Employee Welfare/ Engagement

Responsible for employee engagement initiatives as in conducting monthly employee reward

system for both staff and operators

Roll out annual engagement calendar and Conducting and planning of different employee

engagement initiatives and activities

Ensure the involvement of all employees of all departments across the organization

Conducting engagement survey and implementing action plan.

Attrition Analysis

Conducting interview to collect reason for their exits.

Analyze the trigger for attrition.

Give presentation on 80% contribution of attrition to manager

Compliances and Administration

M.P.C.B –opting for consent to operate and regular compliance

PF registration and monthly submission of PF challan.

Contractor registration and other compliance.

Contractor Annual Return

Plant administration.

Proper functioning of Security, Vehicle and Recreation facility

Previous Assignments:

Schneider Electric India Pvt. Ltd.

As a global specialist in energy management with operations in more than 100 countries. The Group has leadership positions in energy and infrastructure, industrial processes, building automation and data centers/networks, as well as a broad presence in residential applications. with 22.4 billion Euros sales in 2011, the company's 130,000+ employees.

HR-Business Partner

(Responsible for Talent Management of 400 employees)

March 2010 to Aug. 2013

Sharda Motor Industries Limited

One of the largest manufacturers of Exhaust Systems & Suspension Systems. Original Equipment Manufacturers for Mahindra & Mahindra, Tata Motors.

Sr. Executive – HR

Independently handling two units HR- Process for more than 500 employees

April. 2008 to Mar 2010

Kishco Limited

The brand leader in Cookware & Pressure-Cookers and Hollowware in India, Kishco Limited was set up in 1950.

Executive - HR

July 2006 to April 2008

PERSONAL PROFILE

Date of birth : 13 July 1981

Gender : Male

Marital Status : Married

Notice period : 1 month

Sandeep Dayma

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