Manager Employee

Contact: 944-***-****, 893-***-**** Induja Pandurangan

Email: ****************@*****.**.** 3 years and 9 months (HR- work Exp)

SUMMARY

Confident and passionate HR professional, currently working as “HR Business Partner” in Mahindra & Mahindra, with comprehensive exposure to various HR processes, anchoring strategic HR support – driving Employee Lifecycle Management and Talent Management initiatives.

PROFESSIONAL EXPERIENCE

Mahindra & Mahindra Ltd., Chennai Aug’2019 – Present

Manager – HR, Farm Division Product Development, Automotive & Farm Sector

HR Business Partner for 300+ employees in the Farm Division at Mahindra Research Valley (R&D)

Mahindra & Mahindra Ltd., Chennai May’2016 - Jul ‘2019

Deputy Manager-HR, Advanced Technology Solutions, Automotive & Farm Sector

HR Business Partner for 100+ employees for Advanced Technology Solutions at Mahindra Research Valley (R&D)

Cognizant Technology Solutions, Hyderabad & Chennai Jan’2009 – Jan’2012

Programmer Analyst, Developing different target modules, including requirement analysis, coding and unit testing.

HIGHLIGHTS

Completed PGDM in HR & Marketing from Loyola Institute of Business Administration (LIBA), Chennai

Joined as HR-Management Trainee in Mahindra AFS Ltd at Mahindra Research Valley(R&D), Chennai.

3 years as HR Business Partner for Advanced Technology & Solutions(ATS)division, setting up the new Technology wing of ATS, designing and implementing Talent acquisition strategy, Onboarding, Retention, Engagement and Talent Management for the new function.

Currently working as HR Business Partner for the Product Development team of Farm Division (FDPD), comprising of 12 departments, 349 full time employees and 135 Temporary resources, spread across 6 locations.

Stakeholder as HR Generalist for all processes related to an employee lifecycle from manpower planning to separation and exit interviews in collaboration with the HR Shared Service partner.

Involved in the development and implementation of “Technical Ladder” at Mahindra Research Valley with a vision to build a technically strong organization.

Worked on OD projects at MRV - Learning Map, Platform Restructuring, Span of Control.

Hands on experience in SAP OM module, SAP Success Factor.

Attended workshops on FIRO-B, Belbin Team roles, Instructional Design and HR Unnati.

ROLES AND RESPONSIBILITIES

RESOURCE PLANNING

Partnering with the leadership, to understand the business environment and to plan, develop & execute resource solutions that addresses business priorities.

Ensuring availability of manpower as per the business requirement in collaboration with RPO team through new hiring (job portals, consultants, employee referrals) and internal transfers/movement.

Ensure availability of accurate manpower data and accurate organization structure in SAP for Resource Week, HR reviews, talent management etc

TALENT ACQUISITION / RECRUITMENT

Initiate recruitment process by reviewing job description, defining critical to quality parameters and conduct first level candidate screening

Closure of all operational and managerial positions after CTC discussions with potential hires, while maintaining the internal parity

Partnering with the RPO to ensure smooth recruitment and on-boarding process for all open positions

Manpower planning with HODs with a target to maintain at least 95% manning every month

Maintain the attrition and recruitment MIS and analysis of HR data

ATTRITION CONTROL

Identifying and addressing the attrition prone employee groups and building connect.

Designing interventions and solutions to redress problems of the teams with an intention to reduce attrition

Manage exit interviews and support the business in analysing the data and provide innovative solutions to improve retention rates

PERFORMANCE MANAGEMENT

Competent in handling the complete process of Performance Management System which includes, Goal setting, Goal sheet auditing, Midyear reviews & Annual appraisal.

Partnering with leadership for annual compensation revision based on guidelines and business scenario

Supporting on-going performance feedback processes, by providing regular guidance and training on delivering and receiving constructive feedback.

Facilitating the implementation of Performance Improvement Plans.

CAPABILITY BUILDING / L&D

Drawing out the Training Needs Identified and developing Training Needs Fulfilment plans for each function basis business requirements, regular assessments and training interventions to develop the functional and behavioural capabilities of the business.

Responsible for coordinating with the CB Champion in training calendar preparation and program delivery as per TNI identified for all employees.

Mapping the training needs to programs, designing new training programs with SMEs, analysing the effectiveness of the programs and modifying the programs as per the feedback.

TALENT MANAGEMENT

Talent Management by partnering with business leaders for identification of Hi-Pots, providing guidance on career plan and identification of appropriate development plans.

Enable in creating Individual Development Action Plan (IDAP) and conduct career conversations

Handling of the TM process for the Hi Pot readiness for critical roles and successor identification to maintain the depth of the succession pipeline.

Responsible for organizing and coordinating the Selection Centre for promotions

GRIEVANCE REDRESSAL

Serve as an escalation point for employee concerns on people and processes

Providing guidance & intervention as required to resolve the problems raised.

Supporting in effective communication with employees on HR & Organization policy thereby ensuring compliance of the same.

Part of the “Prevention of Sexual Harassment” (POSH) committee at Mahindra

EMPLOYEE ENGAGEMENT

Support in conducting Employee Engagement Surveys (MCARES), review the scores with the team and work with managers to develop action plans and focus areas, for the year to implement change.

Conduct employee engagement activities & support team building initiatives wherever required.

Leading various employee engagement initiatives by conducting skip level engagements for employees with senior management to ensure proper synergy

EMPLOYEE BRANDING

Assimilate EVP of Mahindra, through EVP zones and support line-managers in propagating the same within their respective teams

Implementation of Reward and Recognition policy including creating awareness and building excitement around RISE awards

ACCOMPLISHMENTS

Recognized with Spot Award by ASF, HOD setting up the Team and HR partnering

Recognized with Spot Award by Vehicle Integration, HOD for engagement initiatives

Recognized with Spot Award by HR Head for Talent Acquisition

SPECIAL PROJECTS – ORGANIZATINAL DEVELOPMENT (OD)

ORGANIZATIONAL DEVELOPMENT – TECHNICAL LADDER

Part of the team that conceptualised and designed the ‘Tech Ladder’ for the Product Development in M&M - an initiative for building competitive edge, by creating technically strong organization

Member of the Core team responsible for creating ‘Competency framework’ for Product Development along with PWC, on basis of the Levels of work concept, based on which the PMS, Capability building, and Career Management were revamped

Developed technical competency framework for 8 departments in technical ladder, identified unique roles based on the concept of levels of work, mapped the right proficiency level of competency for every unique role and mapped every employee to a unique role

PMS

Redefined the goal setting and appraisal process to align with the focus on technical competency development by redefining the goal sheet structure

Brought in objectivity to the way in which Potential is measured for an employee by linking it with the Critical competencies displayed at his pegged proficiency

Revamped the PMS process from a forced ranking system (Bell curve) to a differential system (9 Box) on the basis of Performance (Goal sheet) and Potential (Proficiency of Critical competencies)

Capability Building

The individual’s development need is identified (DNI) through PMS, gap in potential, L&D goal and organizational priorities and trainings are being designed based on this with Mahindra Technical Academy (MTA)

Role based learning map is being created for each unique role and trainings are created using 3E approach in collaboration with MTA

SETTING UP THE NEW TECHNOLOGY FUNCTION OF ATS

Working closely with the business to understand the Technology requirements and designing the workforce plan

Develop the Talent Acquisition plan for the function

Driving Onboarding, Engagement, Talent management and retention plan for the new function

PROJECT SIMPLICITY – SPAN OF CONTROL & PLATFORM RESTRUCTURING

Redefining the way company works - To make an agile organization, faster decision making, improved productivity and work life balance

Focus and priority was brought in by simplifying the goal sheet cascading and removing non-core tasks

Span of Control was idealized to bring in empowerment and effectiveness in reporting structure

New Platform structure was brought with clear decision rights (Owner, Vetoer & Influencer), role mandates were defined and reinforced with PMS

Productivity and work life balance improved by changes implemented in the way meetings are conducted and setting ground rules while sending business emails

Internship: Employee Retention: Exploring the dimensions at CavinKare Private Limited, Internship Project

Education

Loyola Institute of Business Administration, Chennai 2014-16

PGDM in HR & Marketing, CGPA 7.55

Srreenidhi Instritute of Science and Technology, JNTU, Hyderabad 2004-08

B. Tech (ECE), 76.41%

Certifications & Projects

HR Unnati Certified at M&M

Internship at CavinKare Pvt Ltd

Sun Certified Java professional SCJP(1.5)

Cognizant certified professional in JAVA, Oracle 10g

Certified course on DOT NET

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