Anjali Garg CCP GRP MHROD

I lead a team of 15 HR professionals catering to 14 companies across 5 industries viz. real estate, shopping center management, retail fashion, live entertainment, and food & beverage. Support the delivery of business objectives through the strategic functions of Organisation Design, Manpower Planning, Talent Acquisition, Talent Management and Total Rewards while ensuring timely and successful provision of HR services through robust automation of HR systems.
Major Achievements:
•Total Rewards Redesign - Redesigned the Compensation and Grading Structure based on market data and Point Factor Job Evaluation system, articulating the new compensation strategy.
•Oracle HR System Rollout and Enhancement - Spearheaded the rollout of Oracle HRMS and Payroll modules in HR.
•New Attendance System Implementation - Led the implementation of a new attendance management system, ensuring integration with Oracle data.
•Employer Branding - Initiated the company’s LinkedIn page and transformed the Careers page including user interface design, content, templates, application form and workflows. Reduced cost of recruitment by 30% in the first year due to a 10 fold increase in direct applications.
•Launch of e-learning with LinkedIn Learning - Obtained buy-in of executive management for a paradigm shift in training strategy.
Key Result Areas:
•Organisation Design - Collaborate with the leadership team to ensure corporate and departmental structures support the organization’s growth plans, promote synergy, collaboration and optimum utilization of available resources.
•HR and Manpower Budgets - Develop and monitor the annual HR budget covering Capex and Opex, including recruitment, visa, training, payroll, benefits, recognition programs. Collaborate with function heads and the leadership team to anticipate the organization’s current and future workforce needs.
•Talent Planning, Recruitment and Onboarding - Align recruitment planning and delivery to meet the talent requirements. Ensure new recruits’ skill and culture fit to the organization using various in-house assessment tools as well as accredited ones including Thomas PPA. Ensure efficient onboarding and induction to provide the best first impression for all new recruits.
•Performance Management - Played a pivotal role in developing a robust appraisal process to strengthen a high-performance culture. Supervise annual/probationary appraisal cycle including training, launch, support and closure. Present results with recommended merit increases and promotions to obtain approval from management and Owners.
•Training and Development - Recommend and control the annual training budget. Oversee management of licences and utilization reports of Linkedin LMS.
•Total Rewards Management - Regular review of compensation and grading structure including job evaluations, salary & benefits matrics and annual bonus schemes in line with market. Develop increment budget, recommend merit or promotion increments/adjustments, implement approved pay changes. Oversee accurate and timely delivery of payroll and associated activities.
•HR Policies, SOPs and Employee Handbook - Develop, establish and improve HR policies and procedures covering all functional areas of HR to be current, competitive and in compliance with Kuwaiti Labour Law. Ensure effective communication and implementation of policies.
•Employee Engagement - Assumed responsibility for various employee engagement programs and awards including monthly birthday celebrations, annual iftar dinner with families and long service awards among others.
•Employee Relations - Lead investigations into employee complaints, performance issues or disciplinary concerns. Monitor and advise managers on the progressive discipline system of the company.
•HR Reports and Analytics - Present monthly and annual HR reports to management in business review meetings.

My core role was to lead, design and monitor all HR Development initiatives including Performance Management, Training, Succession Planning, Compensation, HR Policies and Employee Engagement. I provided functional guidance and support to the Recruitment and Personnel Administration teams in the overall provision of HR services. I constantly innovated and introduced best practices, pioneering in-house HR systems development and reengineering HR processes.
•Compensation & Benefits Redesign - Developed job worth hierarchy based on thorough analysis of current market data, aligning with intrinsic job worth and compensation strategy. Redesigned the salary structures and benefits matrix. Developed merit increment matrices, budgeting, hiring and promotion guidelines.
•Development of Succession Management Program - Created and implemented a framework for systematic succession planning and development of high potential employees to create a talent pool for key positions.
•Design of in-house HR Applications - Proposed and designed the hospital’s HR Portal, designing interface, recommending process flows, Trackers and HR Reports. Performance Appraisal application, online Employee Survey, Employee Communication, Employee Suggestion Program, Rewards and Recognition pages.
•Oracle HR System Implementation - Led the implementation project consisting of HRMS, Self Service and Payroll modules.
•Realized Substantial Cost Savings - Reviewed HR Policies and processes, identifying errors in calculation of employee benefits, correcting misinterpretations of labour law, and strengthening process controls.
•Employee Engagement programs and initiatives - Recommended and launched Open House meetings, Birthday Celebrations, Employee of the Month, Leadership Honours, Long Service Awards and Employee Suggestion program among other initiatives.
•360 Degree Appraisal System for Doctors - Implemented a groundbreaking 360 degree appraisal program, a unique initiative in the Middle East region. Developed IT systems to automate data collection and reporting and handled the sensitive launch phase providing appropriate support, reinforcement and training; ensuring buy-in of doctors.
Key Result Areas:
•Performance Management - Development and automation of a robust appraisal process. Supervision of the organization’s annual/probationary appraisal cycle including Training, Database Management, Cycle Launch and achieving 100% closure.
•Succession Planning
•Training and Development - Conduct training needs analysis and developing annual training plan. Recommend and control the annual training budget. Solicit and evaluate training proposals from external training vendors to conduct required in-house training programs. Develop and monitor KPI’s to evaluate training effectiveness and ensure maximum return on investment.
•Compensation & Benefits - Management of employee compensation including review of compensation structure, salary & benefits matrics and variable incentive schemes in line with market survey data. Developing increment budget and increment matrix, phased salary correction and pay compression adjustments. Recommending merit increases and promotion or transfer related pay changes.
•Organisation Structure and Position Hierarchy
•Job Analysis, Documentation and Grading
•HR Policies and Employee Handbook
•Employee Engagement - Conduct Employee Satisfaction Survey in English and Arabic. Management of two-way communication channels, team building events, open house sessions with top management, employee recognition programs and rewards.
•Quality Accreditation

Involved as a freelance consultant in diverse HR projects spanning job evaluation, performance management and variable compensation.
Projects Undertaken:
• Job Evaluation and Grading - Development of a Grade Correlation Map for an upstream Oil & Gas Company and its subsidiary which was even published in a leading Arabic daily. It involved analysis of organizational data, job evaluation and grading systems. Job analysis and job evaluation were conducted for the benchmark positions, leading to a correlated Grade Map.
• Variable Incentives - Engaged in documentation of long and short term incentive schemes for the executive management of a state owned organisation. The scheme was developed to create a strong correlation between business results and reward while aligning incentive payouts with the comparator market.
• HR Processes - Assisted in the development of HR processes for a large retail organisation. Covered processes for Organization Structure & Reporting Framework, Recruitment & Selection, Compensation Management, Performance Management, Training & Development, Employee Relations, etc.
• Performance Management - Involved in the development of a Balanced Score Card based performance management system for a large family owned manufacturing and trading group. The project involved the development of the performance appraisal process, the KPIs at organizational and unit levels, the appraisal templates and guide.

A generalist HR profile in a dynamic organisation with constantly evolving HR processes and systems. Responsible for a unit of 350+ employees involving intensive interface with employees on daily basis leading to in-depth understanding of the ground realities of business operations. Involved in a variety of initiatives and having worked closely with various functions/departments appreciate these interdependencies, as required to effectively create and implement new initiatives, programs or systems.

• Employee Relations - Effectively managed Employee Communication, Counseling, Grievance Redressal, Retention/Separation related issues.
• Leadership Development- Conceptualization and successful pilot launch of a leadership development programme for first time managers in the vertical.
• HR Data & Reporting - Used SAP HR Module for weekly/monthly reporting of HR Metrics as per Goal Matrix parameters. Maintaining HRIS with employee demographics, headcount, performance, compensation, RAG tag and attrition data.
• Six Sigma Yellow Belt - Lead a Yellow Belt project on an HR IT application used throughout the organization. Recommendations accepted and system changes implemented leading to significant reduction in time and effort translating into substantial savings.
• Performance Management and Compensation Review - Conducted the annual/confirmation exercise.
• Employee Engagement - Organised open house meetings, skip level meetings and conducting one on ones, capturing employee feedback and reporting.
• HR Operations - New employee induction at both corporate and unit levels. Organised unit/facility level activities and Fun @ Work events. Coordinated with other departments like EHS, Training, Admin, IT Services, Corporate HR etc. Employee transfers and salary fitments for international transfers. Resource deployment and rotation tracking. Resignation discussions and exit interviews.

The profile involved exposure and sensitization to global cultures and work patterns. It demanded good communication, analytical and negotiation skills in addition to excellent interpersonal skills. Early exposure to the GE culture renowned for its quality processes and constant value addition helped me develop a process centric approach with a keen sense of adding value aimed at customer delight.