Anirban Choudhury

**, ********* *****, *********, *** Jersey 07726

Cell: (908)- 242 – 9388 Email: adi2wb@r.postjobfree.com

Professional Summary:

Dedicated Human Resources Professional, with a successful track record of continuously meeting and exceeding company goals and objectives. Proven experience of collaborating with executive management to conduct Human Resources strategic planning for talent acquisition, retention and succession planning. Consistent expertise in evaluating candidate qualifications, managing the employment process and working with staff at all levels in a rapidly changing work environment. Strong command of human resources processes, employment laws, compliance issues, benefits plans and union/non-union environments.

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High level of Expertise in the area of Talent Acquisition, Compensation and Benefits, Talent Management and Employee Relations. Effective Human Resources Leader in the area of Talent Acquisition and Talent Management

Highly versatile executive with a proven track record of partnering with Business for meeting Business goals and objectives.

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Career Profile

Business Development Manager

Kaizen Technologies, New Jersey Feb 2013 – Oct 2014

Lead and manage a high performance sales and recruiting team that specializes in the placement of Information Technology professionals in a number of companies across USA.

Business development: Developed and grew client base by marketing our services for contract, full time and/or contract to hire staffing solutions; market to clients via telephone as well as conduct in-person meetings with key executives and key decision makers. Participate in local trade association and networking events to create / emphasize the presence in the local business community.

Placement activities: Select well-matched candidates to fulfill client job orders and maintain on-going contact with client companies and temporary professionals currently on assignment to ensure both receive exceptional customer service. In addition, be the single point of contact for the customer for resolution of any customer service issues quickly and efficiently to maintain the highest level of customer satisfaction.

Formulated strategic, cost effective methods of recruitment through employee referrals, utilizing major internet job boards, magazine/newspaper advertising, cold/warm calling, networking and professional associations.

Using traditional and non-traditional resources to identify and attract quality candidates

Strengthened the recruiting process by introducing behavioral interviewing techniques and conducting personality testing.

Extending offers of employment and communicating the salary negotiating, benefits review and the on-boarding process to all potential new hires.

Maintain applicant tracking system requirements for assigned requisitions and records on recruiting activities, including tracking status of authorized positions and completing weekly reports on employment activity.

Conducted market salary surveys and analyzed results to ensure the company’s pay structure was competitive. Made recommendations and developed an in-depth understanding of recruitment markets and salary trends throughout the United States.

Manager – Human Resources (Talent Acquisition)

New York Technology Partners, Jersey City May 2010 – Jan 2013

Responsible for managing the full life cycle recruiting process and executing staffing plans for IT Positions within the organization. In charge of mentoring the new joinees and for all aspects of recruitment and the on-boarding process.

Responsible for sourcing, screening, interviewing and recommending prospective candidates for employment at all levels in a high volume environment.

Designed and implemented the overall recruiting/interviewing process by introducing new procedures and revising forms for recruitment.

Successfully managed 50-70 open position requisitions at any given time.

Formulate strategic, cost effective methods of recruitment through employee referrals, utilizing major internet job boards, magazine/newspaper advertising, cold/warm calling, networking and professional associations.

Using traditional and non-traditional resources to identify and attract quality candidates

Strengthened the recruiting process by introducing behavioral interviewing techniques and conducting personality testing.

Extending offers of employment and communicating the salary negotiating, benefits review and the on-boarding process to all potential new hires.

Maintain applicant tracking system requirements for assigned requisitions and records on recruiting activities, including tracking status of authorized positions and completing weekly reports on employment activity.

Conducted market salary surveys and analyzed results to ensure the company’s pay structure was competitive. Made recommendations and developed an in-depth understanding of recruitment markets and salary trends throughout the United States.

Group HR Head

Continental Engines Ltd. Gurgaon, India Mar 2008 – Jan 2010

As part of the core leadership tea m with Continental Engines managed the Human Resources Operations for all companies of Continental Engines Group.

Key Accomplishments:

Successfully designed the HR Strategy Development for the group

Business integrated recruitment – Developed a sourcing strategy and closely w orked with the business group for forecasting the resource requirements. Personally involved in sourcing the key positions in the organization

Successfully integrated the new hires within the organization to ensure that they were contributing within the first two weeks of their joining the organization.

Designed and Implemented the Performance Management System for executives

Partnered with Agencies for Organization Development Intervention for the Strategic Business Unit. Was leading this change from need assessment till the implementation.

Developed the strategy and for Compensation and Benefits and implemented the same for the whole unit.

Thorough understanding of organization vision, strategies, culture and align HR initiatives with business s objectives

Design and implement progressive HR practices staffing, resource deployment, compensation & benefit, performance management, employee relations, learning & development, communication, culture building, employee retention

Development of training strategy and objectives. Identify training needs, design training & development programs, follow up on action plans and review

Conduct employee engagement/satisfaction survey, identify areas of concerns and develop strategy for addressing the issues

Regional HR Head

Hindustan Unilever Limited (HUL), Calcutta, India Nov 2006 – Mar 2008

Successfully implemented the succession planning for the tea blending unit, which is part of the beverages division of HUL. As nearly 70% of the workforce was on the verge of retirement within the unit. The largest challenge was to get in new blood and integration to ensure seamless operation and transition to the new.

Key Accomplishments:

Developed a strategy for HR being a strategic partner to the business. As part of this initiative ensured business support to the Leadership team, including making policies, processes, employee Handbook and various HR initiatives

Succession Planning, developing a sourcing strategy and coming up with the sourcing mix.

Developed and successfully implemented an onboarding process for the new hires to ensure that they are fully integrated in the organization and productive within their first month in the organization to ensure seamless running of the business.

Successfully implemented the Performance Management System and developed the rewards scheme

Developed and implemented career planning and an improvement plan for poor performers.

Championed Employee Relations, compensation Surveys, employee satisfaction surveys and implemented improvement initiatives based on the feedback.

Led the CSR Activities wherein the unit was awarded the best Company in the Port Trust Area as the Company of the year 2007 for Aids campaign and AIDS promotion and awareness

Senior Manager HR

Sandhar Auto Component Ltd. – Feb 2006 – Nov 2006

As Senior Manager HR I was managing the HR operations of the group having its manufacturing units at Manesar, Gurgaon and Bangalore, comprising of the casting division wheel plant, dye manufacturing division and assembly.

Key Accomplishments:

Business support to the Leadership, including initiation of policy changes and implementation of various HR initiatives

Successfully developed and implemented Job Roles and Structure.

HR planning, forecasting and developing and implementing the sourcing strategy

Effective implementation of Performance Management System

Developed and Implemented Compensation and Benefits Management

Developed the Reward and Recognition Program

Successfully brought down the attrition of the organization by 1%

Developed an Internal Communication Plan

Developed and Implemented an onboarding and integration process for the new hires at all levels.

Excelled in Employee Relations and facilitating Employee Satisfaction Surveys and implemention of improvement initiatives

HR Head

Continental Engines Nov 2002 – Jan 2006

As Unit HR Head at Continental Engines the key focus was systematization of various Business processes, coming with new HR policies, Employee Satisfaction survey and dealing with issues arising from that. Introduction of a new performance management system, facilitation of compensation survey, revitalization of the training function, and introduction of KAIZEN in one of the units are some of the highlights.

Key member of the change management team for the organization and developed the communication strategy as part of the new initiatives.

Key Accomplishments:

Successfully developed and implemented Learning and Development plan

Disbanded the union and made them withdraw their charter of demands and agree to the increments decided by the management

Successfully staffed all key positions within the company and also developed the sourcing strategy.

Developed and implemented the Performance Management System for the organization.

Implemented Compensation and Benefits plan,

Attrition Analysis and ensured that attrition came down by 2%

Manager HR

ITW Signode India Ltd. – June 1995 – Oct 2002

Selected as Management Trainee from Campus and confirmed as Assistant Manager in June 1996 and subsequently promoted as Manager in August 1999. Started career at Rudraram Works, Company’s biggest manufacturing unit having an employee strength of more than 650. Subsequently transferred to Haldia, as part of the project team for implementing the $340 Million project of setting up a new manufacturing plant. In August 2000 was transferred to Calcutta to look after HR activities of Eastern India Branch Operations (total of 8 branches) for Operations, Contracts and Business.

Key Accomplishments

Successfully concluded long term bipartite agreement (for 3 years) with the recognized Union at Rudraram Works. Agreement was signed within the budget approved by the management

Introduced "employees performance evaluation" scheme for workers

Introduced the suggestion scheme and Production related incentive scheme.

Prepared an "Operation Contract manual” in order to maintain uniformity in the operation and administration at all the OC sites

Introduced the practice of conducting "Open Dialogue" for branch and field officers once in every 3 months to take attend to the disputes and complaints of the concerned

Introduced "Leave Card" system at the Eastern Region branches

HR Representative in the ISO 9000 certification team.

Manpower Planning and administration of cost and overtime management.

Talent Acquisition of Technical and Non Technical staff

Environment Manager and coordination with the Government agencies

100% compliant on all measures of statutory compliance as per the government regulations.

Compensation and Benefits administration

Implementation and tracking of the Grievance Management System

Employee Database management

Training need analysis and identifying training objectives, learning hierarchy, and the program contents with the help of a subject matter expert

Deciding on the training aides to be used and facilitating the training program

Responsible for generation of alternate learning resources in the company, like Computer / video based training as an instructional designer, library facility etc

Facilitating internal communication

Education

MBA (Post Graduate Diploma in Personal Management), XISS Ranchi, India

Bachelor of Science – Ranchi University, India

Post Graduate Diploma in Systems Management – NIIT, India

Certification: Preparing for SPHR certification from SHRM

Authorized to work in the USA

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