Hr Generalist Human Resources
Resume:
Sunetra
Halder
Address :
East Brunswick
Contact Details :
Cell : 732-***-****
Email : *******.**@*****.***
Professional Profile
Cross-functional exposure of around 15 years in Human Resources involving performance management, resource planning, deployment, compensation and benefits, recruitment & employee grievance handling.
Key skills
HR Generalist
Recruitment Specialist
Experience
1.Tata Consultancy Services
Duration : Nov 2005 to till date
Role: Sr Manager – HR ( Aug ’18 to till date)
Unit Associate Lead -Resource Management Group
Responsibilities
Resource planning & deployment as per business requirements by facilitating of effective deployment of staffing processes.
Meeting Staffing requirements in a timely by effective staff mobilisation.
Identifies and deploys the right people to perform right job & tasks.
Proactively takes measures to improve performance on key staffing operating metrics.
Preplanning of assignments for associates based on Fluidity plan.
Creates resource pipeline to enable ramp up of future projections.
Planning Allocation of New Joinees/Trainees thereby reducing bench strength.
Provides timely data to the delivery teams as applicable.
Ownership of staffing processes across geo/branches.
Role: HR generalist ( July ‘14 to Aug’18 )
Handling end to end HR activities for a set of 1200 associates
Responsibilities
oRecruitment
To participate in Campus Recruitments and Fresher Drives as HR Panel
To provide management and technical panel for recruitment drives.
oInduction
To represent the HR team and facilitate induction on Branch level as per the schedule of Induction Cell
To ensure that every new joinee (EP(Experienced Proffesional/Fresher) feels comfortable within the company/vertical, understands the organization structure, aware of the HR policies and appraisal process
oPerformance Management:
To ensure compliance to the following performance management related activities for the account / location in line with performance management philosophy of the organization
Goal-setting
Periodic evaluation against goals
Performance ranking
Confirmations
Promotions
To create awareness among managers on goal-setting & performance evaluation philosophy and share the best practices. This is done by conducting Appraisee and Appariser workshop to brief the line managers about the performance management system.
Appropriately addressing individual concerns related to the performance management process / system
Liaising with the Regional Owner, Talent Management/ CMO for escalated grievances
Appropriately addressing clarifications from associates / managers in matters related to compensation
To capture voice of customer on the compensation related processes & share with concerned stakeholders
oEmployee Engagement:
Conduct regular connects and one to one discussions
Taking care of Leadership pool
Track all the LWP cases in their account/s especially LWP end dates.
Create awareness of career paths
Provide/guidance in terms of Employment laws for the Geo
oGrievance Handling
Understand the grievance and need to resolve it at the earliest along with system closure
oExit
oHandling attrition for the team starting from taking exit interview till the closure
Role: HR Talent Engagement ( July ‘11 to July’14 )
Handling all talent engagement activities for the Group of associates for Unit
Responsibilities
Organising Counselling sessions with Low Raters and analysing the data for improving the performance of the associates
Conducting PEEP (Proactive Employee Engagement Program) and PROPEL (Professional Role Owning Personal Employee Learning).
Identifying star performers every month.
Formalizing HR Budget
Conceptualizing and Implementing Associate Engagement Activities
Conducting Induction programs for New Joinees and Experienced Professionals.
Involved in various HR Initiatives
Involved in various social initiatives and community activities
Role: HR Talent Management ( Nov’05 to July’11 )
Handling all end to end hiring process for SAP
oRecruitment
To interact with business for meeting the business need
Understanding and conceptualizing JD
Interact with Vendors
Arranging Vendor meet
Negotiating with candidates
Rolling out the offer
2.Magma Leasing Ltd
Duration : May ’04 to Nov ‘05
Responsibilities
Manpower Planning: Manpower planning based on productivity. Plot excess manpower & find out the redeployment options, the vacancies & making the list of manpower needed. Also finding out the existing provisions for replacements
Entry Level and Lateral Recruitment: Identifying sources of manpower, liaison with external agencies. Re-validating the job specs, sending the details & shortlisting the resumes for final interview
Compensation and Benefits Management of Employees: Instrumental in determining the compensation to be offered to the new employee in line with the organization salary structure. Involved in the Appraisal, Increments and confirmation of all the employees in the organization. Instrumental in streamlining the confirmation process. Also involved in the policies and procedures regarding the compensation for employees
Exit Interview and Clearance: Responsible for the clearance procedure which also includes Exit Interview
Key Achievements:
Awarded token of honour for proficiency in Art
Awarded 2nd Prize in All India Camel Contests
Awarded star of the month at TCS for exceptional employee engagement programme
Got token of appreciation for lot of CSR (Corporate Social Responsibility) activity undertaken at TCS
Education
Post Graduate Diploma In Business Management, ICFAI Business School, Calcutta, INDIA -2004
Bachelor of Commerce, Calcutta University, INDIA- 2002
Certification on Manager and US laws
Reference
Shall be provided upon request.
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