Sr. H R Manager
KPMG
Total years of experience :19 years, 4 Months
Working as a Sr. Manager (Infrastructure) responsible for HR, IT & General Admin. Overseeing the HR function for Recruitments, Training and development, Dialogue, Compensation and Benefits. Other special HR initiatives
• Diversity assessment and management
• Global people survey
• Recruitment Effective Dashboard.
Worked in performing HR due diligence for KPMG Kuwait merger with KPMG Saudi office. Performed post integration HR functional mapping for the new combined entity for KSA and Kuwait in terms of
• Developing work charters for the purpose of integration
• Mapping Policies and Procedures, Qualifications and Profile inventory for restructuring roles and responsibilities, Organization charts for Gulf Holding, Compensation and Benefits mapping.
Consulting assignment for development of Integrated HR system encompassing
• Job Descriptions for 70 unique positions useful for job evaluation system as per Mercer format
• Compensation and Benefits system & grading system using Hays Methodology
• Competency Model and framework, position matrix and mapping system
• Career lattices & paths
• Competency based PMS
• Training plans and Individual Development plans based on Competency assessment for employees company wide.
HR Manager Reporting to GM, Product Company, Nashik, Since Apr 08.
Atlas Copco is a leading Swedish MNC into Compressed Air Techniques and Construction and Mining Techniques. Its Nashik plant is a manufacturing set up for Construction and Mining Techniques with more than 350 people and an annual turnover of 100 crores.
Scope of Work as HR Manager:
Recruitment, Selection and On-boarding.
Manpower planning and Gender Diversity Management.
Performance Management and Competency mapping with IDP
High Potential Identification and Development
Training and Development
Administration of Merit Increases, Annual Promotion and Compensation -Benefits
People Management Score cards
Employee Welfare administration
Major Contributions at Atlas Copco:
OD Initiatives:
• Designed & Delivered unique “Campus to Corporate” Induction program to the Management Trainees of 2008
• Unique outbound learning on “Team Dynamics” for the entire management staff (131) of the Nashik plant.
• Outbound learning program on “Personality and Team Building” to the Employees of ECC, Bangalore.
• Outbound Training to the Blue Collared workmen on Team building and Business Code of conduct.
Competency Mapping & Employee Development:
• Designed and implemented the Competency Based Model of Employee Development by preparing a competency based dictionary, competency based Job descriptions, competency assessment wheel for each individual, Individual development plan.
Employer Branding:
• Designed and developed the Employer branding activities pertaining to the Nashik plant with regards to inviting more female mechanical Engineers to join Atlas Copco. Special focus Campus Interviews, Female Academic Excellence Award, Female Mentorship program, and Recruitment focused on female managers are a few initiatives in this direction.
HR Manager Reporting to SVP HR and GM from Sept 2005 to Mar 2008
A subsidiary of Global Investments, HFC is an investment company into real estate related sales and financial solutions. The Company has recently ventured into Investment services through mutual funds.
Scope of Work as HR Manager:
Was responsible to set up the Human Resource Development function in order to meet the human related challenges in the competitive business scenario in Kuwait.
Major Contributions at ISKAN:
• Designed, Developed & implemented the Recruitment & Selection System- Policy and Procedures with Forms. Developed Orientation program for new hires.
• Responsible for performance appraisal process including financial and non-financial performance visa vice Objectives and competency objectives. Developed the Performance Management System -Appraisals and Reward Schemes with related forms- Implemented two cycles.
• Review existing polices & procedures and incorporate changes to match with the new structure; business needs and future requirements. Developed, Release & implemented the Policies and Procedures Manual for the company. Developed the Staff Handbook. Establish procedure for updates.
• Formulated the Manpower Plan for the next 3 years along with Budget projections
• Develop Competency based Job Descriptions for all positions with Business Heads/ Group Heads. Update Job Descriptions to accommodate all changes reflected in the new organization structure.
• Developed and implemented Compensation and benefits structure based on comparison and ranking method. Developed grading system for the company. Developed a Employee Recognition programs based on performance like a Employee Recognition scheme - Employee of the Quarter program.
• Established the Training & development function of the organization through ITN, and executed the training plan for the last two consecutive years. Developed the frame work for the Career plans and Succession plan for the company.
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A general trading and commerce company into business with the American Military base camp in Kuwait.
Scope of Work:
Was given the responsibility of improving the performance of human resource department through overall organizational restructuring on account of overwhelming business growth.
Major Contributions at AGT:
• Restructured organizational positions for rationalization. Prepared new Organization charts based on business group restructuring.
• Developed Competency based Job descriptions for the organization. Responsible for performance appraisal process including financial and non-financial performance visa vice Objectives and competency objectives.
• Evaluate new jobs; re-titled jobs; reassigned jobs based on DBM methodology. Developed of Compensation & Benefits structure -Grading structure through points method. Established merit pay system linked to performance.
• Established employee recognition program in the form of Employee of Excellence. Best Team Member award. Management Associate Award annually.
• Developed Staff handbook and Manual for policies and procedures in the organization.
• Established the Training and development function. Performed Identification of Training Needs for the organizational level. Delivered a Management Development Program by the name Manager’s Retreat was a step towards Organizational Change and Culture development. It covered topics like leadership skills, Management skills, Problem solving, Team building, Stress Management & Smart goals.
• Conducted Employee satisfaction survey. Provided solutions to establish work life balance through Yearly employee gathering where employees were provided with an opportunity to exhibit their talents.
Developed employee recognition and retention based activities like Brain teasers competition, Best behaved employee, Impressive Idea program through quarterly recreational activities for the employees and their family.
Scope of Work:
Worked as HR Consultant with a leading Bank in Kuwait.
Responsible as HR generalist, assisting the GM HR in improvisation of the HR function towards value
addition to the function. Involved in analysis & understanding of key problem areas and identifying
probable solution for the same.
Major Contributions at Gulf bank:
• Responsible for Business plan for the group
• Conducted Rationalization of staffing function- Organization structures
• Administered Incentive Program and Annual Appraisal
• Strategic manpower planning for the organization with respect to the Impact of Nationalization on the banking sector specifically on GB
• Responsible for strategic Staffing reports for the bank (Turnover Analysis
• Monthly HR Report, CBK report etc.)
• Developed Orientation Program for new Hires
• Study of payroll administration and revised HR Policy Manual into the pay-roll. Studied the Hay grading system to develop the Job Bank of the bank (more than 500 jobs).
• Represented the bank for a Survey for Compensation and Benefits in the Region. Analyzed the result of internally conducted Survey on “Employee Satisfaction” (Analysis of the Report)
• Performed a comparative study on Retail Banking with respect to business tie ups with leading Asian banks.
• Was a member of the ISO 9002 feasibility Study - Possibilities on SLA implementation- QS implementation with the Telebanking division
New York based Construction Management Consultants “Turner Construction International” with more than 300 employees at 15 Active Projects all over the Middle East covering Oman, Qatar, Bahrain, Abu Dhabi, Dubai, Egypt, Saudi and Kuwait.
Scope of Work:
Was given the responsibility of incepting the HR function to the organization. Coordinated for all the work sites as HR incharge for all the HR related activities from Kuwait which was considered to be Corporate Office for the company.
Major Contributions at Turner Projacs:
• Helped in establishing the HR Department as an independent function. Responsible as the regional HR Coordinator for the Mideast. Coordinating with the local personnel coordinators at different operations in the ME
• Responsible for Recruitments - Hiring, Induction, Relocation and transfers.
• Formulated the Policies and procedures manual. Developed appraisal format and trained all relevant managers on implementing the Appraisal Process. Implemented one cycle of the process linking to yearly increase and promotions based on performance criteria.
• Centralize all payroll under one umbrella. Ensure flexibility of Payroll processes to meet changing business needs. Simplify Payroll rules and streamline processes. Integrate payroll with Recruitment; Government Relations and Administration. Ensure payroll processes have in-built audit to ensure compliance to HR Policies. Responsible as the functional consultant for the development and implementation of the HR software for the entire Middle East Operations.
• Bench marked Salaries (compensation & benefits -remuneration package by position) by integrating the job Size, job contribution, market inputs, grades with regard to the organization business requirement. Identified and implemented the insurance coverage for all the staff across the region. (Medical and Workmen’s Compensation)
GCC as popularly known as a professional HR Consultancy involved in Recruitments, and Outsourcing services like payroll, compensation programs and training programs. Client list includes Industrial Giants like Mahindra & Mahindra Ltd, Tata Infotech Ltd, Datamatics, Mastek, Global Consultants Inc. NY, Resource Logistics Inc. NY, & so on.
Scope of Work:
Performing Organizational Assessment and need based HR assignments.
• Responsible for Developing Clients for Human Resource & Training Programs. Managing Electronic Database of potential candidates and companies. Managing the resource of trainers and training programs. Coordinating with External vendors for IT assignments like web-designing, networking assistance as value addition.
• Conducted assignment for clients on developing manpower plans - Recruitment Needs, Job Analysis (JDs & JSs), Providing support for providing Induction program outline for new hires. Provided strategic support as consultant to a client in Company Restructuring -Compensation And Benefits, Appraisal Administration and Exit Interviews.
• Responsible for Advertisements & Head hunting. Matching Job Description- Candidate/Job Specification, Executive search -Selection Process and Hiring. Performed Payroll administration for Clients opting for the Payroll services to Artson Engg., IBM computer services. Also completed an assignment of Identification of Training requirements and arranging a couple of training programs for the same.
Aptech Computer Education is the leading NY based computer organization in the field of Computer Training and Software Development with around 1500 students.
Scope of Work:
Overall marketing & administration of the centre.
• Responsible for overall Administration of the Institution.
• Responsible for Staff Recruitments
• Responsible for Management of Payroll
• Developed a moderate level Compensation and Benefit Programs
• Performed Identification of Trainers and Training needs. Improving staff effectiveness through expert guidance & coaching.
• Represented the company for Survey on Student satisfaction and Quality improvement.
• Developed marketing strategies- generated INR 2.3 Million at SAP training launch. Conducted Campus and Corporate oriented marketing drives.
Lecturer in Physics and Electronics for Junior College and the B. Sc. Section.
For a period of One year From Sept 1993 to june 1994, I was in Qatar with MES Indian School, I had relocated to Qatar at that time.
Total 3 years of lecturership at Patkar college, Bombay univ.
Lecturer for Physics and Electronics for Junior College.
Immediately after my Post graduation I was appointed by my own college for lecturership.
Certified Learning and Development Manager Grade: Distinction Score: 9/10
A GPA of 3.5 from 4 from obtained and stood in the meritorious category of students.
• Management Essentials & Handling stress effectively, through Aptech Computer Education, Nashik, India. • Closing a sales call through Aptech Computer Education, Nashik, India. • Personality Management (DISC) through Aptech Computer Education Nashik, India. • Targeted Selection Interviewing through Symbiosis Management Institute, Nashik, India. • Mind Mapping through Gulf Bank, Kuwait • Stress Management through Gulf Bank, Kuwait • Project Management Through Institute of Banking Studies, Kuwait. • ISO 9002- 2000, arbitration skills workshop through Gulf Bank, Kuwait. • A seminar on Insurances through Turner Projacs, Kuwait. • A seminar on Internet and Intranet Portal through Turner Projacs , Kuwait. • Advanced MS Outlook at Kuwait through the current company. • Business writing at Kuwait through the current company.
GOLD MEDALLIST-Professional Diploma in Human Resource Development. It is a one year professional diploma in HR specifically applicable for working professional. I possess a average GPA of 3.8/4.0, A grade from All India Management Association, New Dehli, a professional Organization ranked all over India.Year Jun 2003- Jun 2004.
DI M Diploma In Management with Main management subjects like HR, Finance, Behavioural Science, Labour laws and so on.It included Seven papers of Business Administration. It is a one year Post graduate Diploma.Currently persuing PGDHRM with ALL INDIA MANAGEMENT ASSOCIATION, New Delhi.
M.Sc Masters in Science with major in Electronics. It is a 2 year Post graduate course.
B. Sc. is Bachelors degree in Science, with major subject as physics. It is a three years Degree course.
HSc- Higher Secondary certificate course In Science stream with Major subjects as Maths , Science, English , HIndi and Social Studies. It is a 10+2 years of total Schooling.