Employee Relations Social Media
Resume:
Vijay
OBJECTIVE
Certified HR professional with 18 years experience as PLANT & BUSINESS PARTNER HR, as PLANT HR in Automobile, Manufacturing, FMCG, Petroleum, Chemicals, Plastic & Rubber Industry,. As HRBP in Telecom & Oil industry, Expertise in Talent Acquisition, Compensation & Benefits, Performance Management, Employee Engagement, Labour Laws & Retention, strategically align HR policies & programs in order to accomplish ambitious corporate goals. Keep updated on the day - to - day changes in Labour Laws, Immigration & visa Rules. Willing to relocate anywhere in India
PROFESSIONAL STRENGTHS
General Administration /HR Planning / HR Policies & Program Development /Staff Recruitment & Training/ Time Management/ Manpower Planning & Budgeting /Job Analysis Evaluation/ Personnel Management / Compensation & Benefits / Staff Discipline /Performance Appraisals/Labour Laws, Immigration & visa Rules/Employee Relations / Grievance Resolution / Competency & Skills Assessment/Problem Solving/Statutory Compliance / Change & Conflict Management
WORK EXPERIENCE
NESTLE INDIA (Punjab / Tamilnadu / Karnataka / Goa / Uttarkand & Himachal Pradesh)
AVP – PLANT HR (since July 2017)
SR PLANT HR (January 2015 – July 2017)
Industry: FMCG
Skill Training
Structured training programme linked to Organisation competence requirements such as vocational qualifications for unqualified front line staff
Implemented the core experience training programme as mandatory for all staff (i.e. customer service training).
Review training delivery methods across the Organisation & where practicable implement e learning as the primary delivery vehicle.
Develop a process/ methodology so that training needs analysis can be undertaken & incorporated into Organisation training interventions.
Provide access to training / education for staff on financial management & workforce & business planning.
Evidence engagement of staff & managers in training & effectiveness of learning & development interventions (ROI).
Employee Engagement
Develop & invest in a comprehensive staff engagement programme (posters, flyers, emails, newsletters, briefings, executive leadership) on completion & the results of the survey. Support the Business & Corporate Areas develops staff survey action plans.
Considered the use of incentivising staff / teams /directorates (gifts or prizes).
Work in partnership with staff side representatives & worker governors on increasing response rates.
Leave & Absence Management
Review & implement revised absence management policy & procedure for sickness absence reviews.
Evidence of local ownership of sickness absence at Business & Corporate Unit (e.g. return to work interviews & absence review meetings).
Targets in place for individual business & corporate units to achieve year on year improvements. 13/14 = 3.3%, 14/15 = 3.1%, 15/16 = 3.0%.
Engagement programme of staff & staff representatives with Health & Wellbeing agenda incorporating proactive measures to avoid absence.
Leadership & management capability
Implemented a formal mentoring & coaching programme for all leaders & people managers.
Succession plan in place for all leadership positions (executives, BUDs, ABUDs).
Implemented 360 feedback for all people managers & leaders.
Implemented all E & D objectives published by the Organisation. Reviewed & revised ED’s objectives
Produced anti discrimination guidance for hiring managers. Produce guidance for staff on the management of violence & aggression.
Employee Recruitment & Retention
Psychometric assessments,Behavioural Interviews
Developed & implemented a plan to move to full e recruitment & harnessing social media as additional method of attracting potential candidates.
Performance Appraisal & Personal Development Plans
Reviewed the target of 85% of staff having a performance appraisal with a view to increasing to 90%.
Implemented revised performance appraisal process, Training needs analysis
Staff Development & Learning
Implemented careers paths & skills frameworks for all occupational groups.
Reviewed training delivery methods, Realignment of training & development
Reward & Recognition
Reviewed of local terms strategy including assessment of ‘value’.
Implemented changes to local terms & conditions supported by full business case & implementation plan.
Equality & Diversity
Established a Diversity Champions Network with at least 20 members.
Reviewed & revised EDS Objectives, Implemented target training programme for disabled staff.
Established requirement for network groups for other protected characteristics.
Implemented eLearning solution for staff equality & diversity training
Harassment & bullying awareness training for all staff
Became a member of NHS Employers Equality & Diversity Partners Programme.
Staff Health & Wellbeing
Became a Responsibility Deal partner giving Organisation commitment to meet the Health at Work Pledges.
Achieved remainder of pledges that we do not currently meet: managing chronic conditions, mental health & staff health checks.
Supported the Organisation with engaging staff on sustainability agenda.
HR Service Delivery
Completed skills analysis & address identified gaps. Develop service level agreements for agreement with Business Units & Corporate Areas.
Developed HR KPIS to measure cost & quality of service & benchmark to other Acute FTs.
Conducted customer survey for all areas of Human Resources (areas for improvement to be addressed by individual Heads of Department).
Talent Management
Expanded Branding, marketing efforts, social media presence, candidate sourcing, & proactive recruitment efforts.
Expanded Individual & Organisation Development programs to help develop & retain our workforce to help them meet current workload needs & prepare them for promotional opportunities.
Refined the Classification& Compensation Philosophy as well as reviews of Recruitment & Retention strategies.
HR Excellence
Served as Strategic thought Partner& Advisor to departments on all areas of HR including employee relations, ADA & risk management issues to create a healthy & safe workplace.
Leveraged technology to expand Data Analytics in tracking & reporting HR metrics to anticipate future trends & make informed decisions
Served as exemplary fiscal steward of County resources through prudent management.
Maintained positive relationships with Labour Organisations collaborating on retiree health & other emerging employee/employer needs.
Streamlined Workflow to improve purchasing & contract processes.
VODAFONE (India, UK & APAC)
Senior HR BUSINESS PARTNER (May 2012 – January 2015)
Industry: Telecommunications
Cable & Wireless Worldwide, which THUS Ltd was part of, was acquired by Vodafone in July 2012, bringing two great businesses together & giving us the opportunity to offer world-class fixed-mobile, hosting & IT solutions to customers. The combination of these two leading telecoms brands means we will become one of the UK's leading business communications companies which will deliver fixed & mobile communications in the UK & internationally
I provided HR support to the Operations Business within SME Vodafone as well key stakeholders within the business
I worked in partnership with the Senior Management team, Customer Operations, Finance & Product Directors & Senior Managers to develop & implemented a people plan which influences strategy enabling the achievement of functional objectives & overall business success.
Responsible for supporting & updating business function on all employee relation matters
Provided HR advice & support to managers & staff on a wide range of strategic & operational human resource issues
Taken an active role in performance improvement & provoke positive changes in people management
Ensured that business changes are communicated & fairly implemented in line with current employment law
To maintain relationships & monitor continuous improvement with 3rd party suppliers
Worked with the L&D manager to build critical functional capabilities to enable the business areas to deliver against their plans
Utilised key business performance metrics to help shape people strategy
Driven Employee Enablement by working alongside business stakeholders to clearly define.
Partnered with business leaders to assure productive business operations to intensify the overall brand.
Racking brains with skill teams to forecast business objectives & generating the workforce plan.
Optimized resource through sturdy compensation management process & evaluating the process by comparing it with the standard.
Managed people viewpoints through alliances as well as acquisitions with the help of efficient interaction.
Examined attrition report & employee opinion survey for several focused engagements, & progress drives
Streamlined the human resource budget with the stress on requirements for remuneration analysis, training& resource optimization.
Sourced resumes through job portals & referral schemes & possibly expediting the recruitment process.
Kept an eye on the vacant positions in sync with talent acquisition department.
Implemented employee surveys & questionnaires; help in analysis & action planning based on survey results
Be the first point of contact for all employee grievances & partner with the HR Business Partner in conducting necessary investigations.
Provided MIS support for Attrition analysis, includes- analysing Exit interview, observe trends & highlight important aspects, prepare & publish Dashboards
Driven engagement initiatives like – New hire Buddy/ mentoring program, Voice of Employee, Round tables & Brown Bag session & R&Rs
Responsible in conducting regular vendor audits to ensure labour compliance, also responsible for statutory compliance
Talent Management & Employee Engagement
Controlled as well as operated position evaluation, promotions & wage satisfaction across all hierarchies & branches.
Closely observed organisational reshuffle & handled likely movements.
Backed the salary review & compensation preparation for the entire business.
Evaluated the employee engagement program for the business comprising learning sessions, work life equilibrium & recreational activities.
Administered employee engagement survey for the entire company.
Encouraged initiatives, rewards & recognition to assure a salubrious work & personal life go in tandem.
Planed & drafted the half yearly HR Newsletter for staff engagement.
Managed & analysed processes which are critical for Talent Management drives.
OD, Learning & Development
Fostered organizational change through classified harmonization & transformational methods.
Recognised the crucial positions & skills for career advancement across the company.
Added to competency mapping, appraisal plan & training the significant talents.
Rendered a helping hand to the head of training in improving training curriculum & program.
Planed the annual training calendar in sync with top management & learning & development team.
Administered as well as leaded training presentations at all sites of the organisation.
Guaranteed closed feedback loop to assess the efficiency of the training module.
Helped assessment centres for the development of leadership skills. Maintaining the training data for the purposes of audit & HRIS
Kept a watch on & recommending ways to restrict training related expenditures.
Scrutinised the imparted training's efficiency & capturing the areas where the trainees struggled.
Handled the orientation of management trainees & graduate engineering trainees for the steady transition.
Driven the internship programs for students representing elite academic institutes.
Performance Management
Managed the objective setting, mid-year reviews & annual appraisal. Launching & aiding mentoring sessions for the workforce.
Promoted the weekly & fortnightly people development conferences across all levels with cross functional departments.
Assisted in recognising career opportunities as well as composing individual development plans.
Arranged regular formal & informal communication gatherings such as coffee sessions, town halls etc.
Talent acquisition, Recruitment, Talent Sourcing
Supervised & conducted the recruitment process in general & sourcing candidates in particular.
Handled initial evaluations, preliminary interview rounds & offers. Also, coordinating the mobilisation & on-boarding process.
Practised & executed service level agreements, observing performance levels & taking remedial action as required.
Recognised present & projected manpower demands & proactively developing a talent supply pool.
Learned the nature of specifications & compose the job description. Progress recruiting strategies in sync with business HR Manager
Assured cost efficient & on time fulfilment of all vacant positions with quality manpower & briefing the human resource head & HR Business partners on the updates.
Fostered effective consultative connections with hiring managers & among business HR team.
Followed talent mobility & demand in the industry. Also, assuring that manpower demand is sustained through adequate build versus buy actions to best met talent requirements.
HR Operations
Executed HR policies & systems & ensuring its adherence. Examining & promoting variances in organisational systems on the need basis.
Followed up & assuring submissions of nominations for various training & certification programs on the national level.
Ensured on time transmission of data to the finance for processing accurate & precise payroll & compliances (EPF) to guarantee steady business transactions.
Secured seamless & compelling processes like recruitment, induction, on-boarding, confirmations, & separations.
Prepared human resource budgets concerning new hires, training & related employee welfare activities.
Administered leave & overtime reports for employees across all production units in the country.
Found effective measures to curb absenteeism. Also, leaving no stone unturned in promoting efficient punching of access card/biometric to capture the actual data.
HR Audit
Managed human resource audit for several in-house projects.
Implemented several ISO based quality standards e.g. ISO 9001:2015, ISO 9001:2008, ISO 14001:2004, etc.
Attended HR seminars & conferences, frequently going through industry journals as well as magazines to stay updated on present trends.
PRINCE PIPES & FITTINGS LIMITED (Goa & Mumbai)
Plant Manager HR – OPERATIONS (July 2008 – May 2010)
Senior Plant Manager HR (May 2010 – May 2012)
Industry: Chemicals / Petrochemical / Plastic / Rubber
Built strong employee connect & leadership connect & have bridge of trust with management & workforce, via various channels of communication & engagement
Driven Employee Engagement to ensure employees aligned to company /plant objective, upholding high morale & leadership connect with workforce. Drive shop floor discipline, reduction of absenteeism. Passionately work for employee grievance redresses
Application of knowledge & skills of HR systems & people practices to ensure continuation of performance centric union free work environment. Manpower planning & projection basis past data trends
Driven Talent Development Identifying High potential & high performing employees & execute development plan
Performance Management System & rewards, & corrective step for improving performance by supporting Performance improvement plans
Spear headed activities under HR for driving Operation Excellence through skill, capability & performance delivering measures by workforce,
Spear headed activities to Promote TPM & lead Education & Training pillar
Keep thriving High Performance Organization culture leveraging on company HR processes & system.
Recorded, Reported & drew trend of HR MIS metrics, People Soft, Talent Centre, other HR process software
Well versed with Labour laws including dispute settling mechanism under the labour statute. Must ensure complete compliance of labour statues applicable at Plant to de-risk any notice or litigation from any department. Exposure dealing with PF, ESIC, Contract Labour & Factories Act Proactively advise management on amendment & its implication on plant operation under these statutes
Represented as the face of organization representing at outside forum including Government bodies, local communities etc.,
Strategic Planning & Budgeting
Assisted VP & CHRO in strategic workforce planning for the organization structure & manpower deployment in association with relevant CXO’s & vertical heads. Resource Optimization through continuous value adds systems in HR arena.
Forecasted Annual Operation Budget of all plants &ensures its utilization within the limits.
Established HR operations measurements that support the accomplishment of the company's strategic goals, Manpower Reduction
Contract Management
Established & maintained relationships by serving as a single point of contact for contractual matters
Managed record keeping for all contract-related correspondence & documentation
Provided contract-related issue resolution, both internally & externally. Monitor & complete contract close-out, extension or renewal, as appropriate. Communicated contract-related information to all stakeholders & Management
Statutory Compliance
Ensured Statutory Compliances as per the prevalent labour laws.
Guided management in formulating labour policies to meet statutory compliances & formulating effective Industrial Relations strategies.
Ensured proper discipline & decorum at all plants. Ensure appropriate & timely Disciplinary actions (as & when required).
Ensured timely & effective wage settlements, by participating in wage settlements. Settlement of COD (Charter of Demand)/ Bonus negotiation with union. Handled labour court matters with the help of legal consultant, conducting statutory meetings.
Organization Development
Change management process & tools to create a strategy to support adoption of the changes required by a project or initiative
Assisted CHO in delivery of a proactive & customer focused Organizational Development (OD) across business.
Assisted CHO in the development OD projects, programmes & initiatives for organization’s culture & values
Assessed the Change impact -Conduct impact analyses
Ensured employee friendly retention policies & practices which let the employees stick to an organization for a longer period
Grievance Handling
Monitored & advised managers & supervisors in the progressive discipline system of the company
Conducted investigations when employee complaints or concerns are brought forth.
SHELL INDIA MARKETS PRIVATE LIMITED (Gurgaon & Chennai)
HRBP (February 2005 – July 2008)
Industry: Oil & Gas
Managed the entire employee life cycle of the plant employees for both on-roll & off-roll employees
Planed, directed, & coordinated Human Resource Management activities in alignment with the corporate strategy
Ensured a proactive HR function for employee relations, employee compensation, HR policies & regulatory compliance
Developed an effective partnership with employees, managers & ensure positive work environment.
Worked towards enhancing business performance through efficient business partnering.
Created effective analytical tools & reports to analyse employee information.
Served as point of contact for employee queries, work with appropriate stakeholders for the resolution, ensure positive closure & enhance employee experience in the organization. Managing the discussions & negotiations with the union
External- External partners, statutory outsourcing Vendors, IT Vendors, union leaders, village leaders, government agencies, HR forums, etc.
Managed (HR & IR operations at the plant - Blue collar employees - External Union & industrial disputes}
Ensured statutory compliance (Factory Act, ESI, Shop & Establishment Act, Contract Labour Act etc.,)
Liaison with Govt. officials & other statutory bodies like - Labour welfare, Labour commissioners, Ministries, etc.
Identified, planed & implemented key projects to improve quality, reduce cost, & increase productivity resulting in business improvement, manager effectiveness & customer satisfaction.
Provided expert HR advice and guidance to managers and staff on HR matters, supporting managers in dealing with complex casework, performance, attendance and employee relations issues.
Provided advice and guidance to the Executive Board and managers on employment matters; influencing management and the leadership around the people agenda to maximize service performance.
Identified HR priorities from corporate & departmental plans, translating business requirements into effective HR practices & delivering people solutions aligned to business objectives.
Delivered key HR initiatives across the HR spectrum, including workforce planning, restructuring, resourcing, talent management, pay & reward, employee relations, employee engagement & performance management.
Commissioned services, projects or activity that supports the delivery of HR & departmental strategies & objectives; working with third party providers to ensure that services meet business needs & are delivered to agreed standards & timescales.
Analyzed & reported HR information to support with benchmarking & the development of HR strategies & solutions. Ensuring that all internal & external reporting requirements are satisfied through the provision of management information & HR returns.
Maintained a clear understanding & providing up to date knowledge of the legal framework within which HR operates; developing HR policies in line with current legislation & keeping abreast of modern HR procedures & best practice.
Supported the development & implementation of company pay & reward strategy e.g. through support with pay negotiations, production of annual reward statements, operation of annual performance review & bonus allocation process.
Ensured the smooth running of working parties to facilitate the delivery of HR policies, projects & initiatives.
Developed & maintained good relations (informal & formal) with the recognized trade union & leading on negotiations where necessary.
Directed & supported the HR Officer in their duties to support the delivery of the HR strategy, including overseeing all payroll processes to ensure staffs are paid on time & correctly.
Monitored & supported HR activity to ensure the terms of the HR SLA are being met. Addressing HR related business continuity issues.
Corporate Accountabilities
Driven the delivery of business & corporate plans for own areas of responsibility.
Driven continuous improvement within own areas of responsibility.
Took proactive approach to risk management, ensuring risks & issues are identified, addressed & reported &, where appropriate, escalated.
Managed individuals or teams through line management &/or matrix management arrangements as required, ensuring under performance is managed & adequate resourcing is planned to meet objectives.
Managed delegated resources (e.g. budgets, equipment & contracts) as appropriate, to ensure value for money.
Being fully aware of & actively complying with company’s policies & procedures relevant & corporate policies & procedures including equality, sustainability & the environment, health & safety & data protection.
Human resource planning: Preparation of organization Chart, assessing future requirements preparation of cost statement for salary& wages etc.
Recruitment:
Interview job applicants; review application/resume; evaluate applicant skills & make recommendations regarding applicant's qualifications.
Employees Relation:-
Employee Recreation & Staff Welfare like canteen, LWF, Marriage Gift, Birthday Celebration Gift etc.
Developed & maintained relationship with employment agencies, universities & other recruitment sources.
Maintained relations with govt. authorities like as Labour& Welfare office, Police department, Pollution & local administrative power.
IR: - Monitored, Controlled labour issues. Compliances with government departments Warnings, charge sheet, Domestic Enquiry, Termination Attended labour Court & civil court Cases & settlements, Meeting with Union issue.(CITU) & AITUC. Settlement of demand notice of union
Legal Compliances
Compliance of P.F Act (Under P.F act 1952) / Compliance of E.S.I Act Under 1948 / Under Factory act 1948 / Approval of Factory Building Plan
Factory Liaisons’, Contractor Liaisons, R.C etc., / Inspection under Factory Act, bonus act, Minimum Wage Act, / Welfare Act, Maternity Benefit Act etc., / NOC of Fire, Water & Pollution Department / Submitted Annual Return of Pollution
H R/ Administration
Responsible for administration of the total Executive /Managerial staff of the company (about 3500 manpower strength). This involves monitoring various growth /progression schemes, data -base maintenance issues of annual increments.
HR activities Recruitment & Induction Liaison with various government departments Appraisals & evaluation system
Personnel & HR. Salaries & Wages: Responsible for preparing Salaries & Wages of the entire Organization.
Returns: Responsible for preparing of all types of returns i.e. Provident Fund, E.S.I, & Gratuity & Employment Exchange & Bonus Documentation & Returns
Returns under Laws: Responsible for all types of returns & sending all the returns under various acts like Factory Act, Payment of Minimum Wages, Punjab Welfare Fund Act, & Contract Labour Act
Security: Responsible for controlling all types of security activities.
Transportation: Responsible for maintaining all types of transport facilities of all the employees of the Organization.
Canteen: Maintained the rules & regulation in the canteen in which all the employees get the healthy food in fresh atmosphere.
First Aid Control: Procurement of required medicines & other first aid essentials from Purchase dept. & provided those essentials to the concerned departments, maintenance of First Aid Register
LUCAS TVS Auto Electricals Manufacture Plant - INDIA (Padi, Chennai)
HR Executive Intern (January 2002 - June 2002)
HR Executive (June 2002 - May 2003)
Assistant Manager Plant HR (May 2003 - February 2005)
Payroll & Compensations Management
Payroll (On-roll & Contractual Staff / Blue Collar)
Designed & continuously updated compensation structure as per the changing need of business
Ensured timely & accurate input for payroll, on-time salary release to all the employees
Updated & implemented minimum wages on time to time
Ensured various statutory payment are done as per statutory date declared ( PF, PT, ESIC, MLWF)& payslip are issued to all the employees
Cost Provision & actual Month on month expense analysis / Sales Incentives & variable pay of Manager & above as per the KRA
Tax & Income Tax Analysis / Full & Final Settlements
Salary Making (Increments Compliance, Appraisals, Bonus, Wages, daily wages, OT)
Attendance with Punching card & Register (Form-12), Payroll & TDS, Overtime (Form-10) / Incentive& Leave Record
Recruitment (Making of Offer Letter, Appointment Letter & Confirmation Letter (Payroll software Visual Pay)
Statutory Compliances & Employee Welfare
PAN INDIA HR & Legal Compliances
Fill
Monthly CHALLAN of PF, ESIC & Monthly Return of PF
Quarterly Return of Employment Exchange, Annual Return & calculation The Payment of Bonus act 1965
Annual Return under the Maternity Benefit (Amendment) Act 2017/Minimum Wages act 1948 / Payment of Wages 1936 / CLRA act 1970
Maintained
Register of Adult Workers, Accident Register, Muster Roll & Wages Register & Inspection book, Contract Labour in Form XIII / Wages, Fines, Deduction &advances under Payment of Wages / Employees Contributions, Accident Register under ESI
Inspection Book of PF & ESIC
Legal
Coordinated with advocates for labour cases as well as civil suits
Handled Labour cases independently
Employee Database Management/HRMS
Ensured employee personal information is captured from various forms & document provided in MS Excel & provide to HRMS (Human Resource Management & Payroll System) updating in records.
Employee Records & Life Cycle Management
Ensured employee’s personal file updating on promotion/increment/transfer/disciplinary action.
Ensured issuance of ID card, offer & appointment letter across locations
MIS
Maintained database for the employees, Legal MIS,
Maintained MIS of Joiners, Resigned& Offer, Salary Input MIS, Attrition, kept track of offers etc.,
Compared Actual cost with budgeted cost on monthly basis & submitting variance report if any with justification to the board
Data analysis for Monthly MIS report corresponding to headcount, attrition, penetration reports & HR dashboards for monthly reviews
Employee Relations & Exit Interview
Full & final Settlement,Exit Interview & Formality handling, Handling grievances, solving issues & queries, organising events & parties
Managed exit process & capturing feedback, analysing the resignation & providing feedback to HOD’s
Ensured timely settlement of final dues of resigned employees
Ensured gratuity payment within time frame as & when due, Facilitated PF & Pension withdrawal to resigned/retired employees
Setting of KRAs/KPIS
Co-ordinated with Department / Functional heads, reporting authorities for preparation of KRAs
Ensured that the KRAs are SMART & are measured, rated properly
Time Office Management
Leave/ Employee Movement Management - Controlled unauthorized absenteeism, alteration in attendance recording
Maintained leave record across country - Implemented biometric attendance system across country.
Europe Payroll approximately 100 expatriates
Calculation Salary in current EURO rate (Bonus, Incentives, Reimbursement, Compliance) Calculation Perks - Remittance
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