Manager/Head Human Resource
Skylines Telecommunications LLC
Total years of experience :15 years, 2 months
Spearheaded the entire HR Operations team; delivered them support for carrying out the operations efficiently.
Evaluated and redesigned the HR processes for ensuring adherence to compliance and efficacy across all the assigned projects.
Ensured compensation and benefits plans are cost-effective, competitive and aligned with company strategy
Assessed the organization’s pay structure as per market trends on a regular basis
Delivered support to the Managers for timely resolution of employee relations issues encompassing disciplinary, grievance matters
Functioned as a:
o Signatory for daily HR operational needs including documents/letters
o Effective Business Partner for resolving HR
Operational concerns
Gained & maintained comprehensive knowledge & understanding of all the legal requirements concerning regular management of employees, reducing legal risks as well as ensuring regulatory compliance
Worked closely with:
o Legal/compliance department
o In-country HR/Administration Managers for implementation of best practices across the organization
o External immigration counsel for resolving immigration related concerns; managed the immigration processes for employment visas, and permanent residents for numerous countries
o Finance Department for safeguarding highest standards of payroll administration
Governed annual leave utilization; engaged in business continuity planning
Steered the design & development of HR specific country policies and facilitated assistance on HR policy
Ensured adherence to compliance as per countries labour law and ensured data security & privacy
Led, managed and coached a team consisting of 20 HR professionals
Directed the entire gamut of HR Operations right from recruitment to Employee Exit
Established relations and worked closely with the learning and development COE for devising & implementing leadership programs
Facilitated counselling support to the employees concerning management development, conflict resolution, and career succession
Essayed a stellar role in formulating & deploying strategic sales and leadership hiring strategies, planning the onboarding process, Upward management, providing Leadership recommendations as well as resolving employee grievances
Utilized strong background in the field and created an effective combination of developing strategies and building programs for creating a seamless structure with clear responsibility across functions
Transitioning HR function to drive critical people processes for business excellence
Entrusted with the onus of establishing strategic people resourcing process which identifies emerging leaders across the business
Framed a seamless leadership program to identify the grey areas of the organization and advice corrective measures & improvement plan to the Business leaders
Identifying training needs across levels through mapping of skills required for particular positions and analysis of the existing level of competencies
Responsible for end to end fresher, middle level and leadership hiring. Meeting stiff hiring timelines and targets.(Recruitment for functions such as Store managers/AM’s for Luxury lifestyle products, Merchandisers hard goods, fashion designers hard goods & Textile, ware house managers, corporate sales, sales & marketing, operations and cashiers).
•Collaborating closely with business leadership for estimating exact requirements and thereafter strategizing effective staffing plans.
•Personally leading the search for all Senior Strategic Hires. Defining the sourcing mix to minimize cost and maximize delivery.
•Participated in job fairs. Travelled extensively and organized walk ins to meet the growing need of the business.
•Responsible for end to end recruitment process that involved sourcing, screening, interview scheduling, offer negotiation, offer closure, on boarding.
•Periodically assess & implement Compensation & other benefits. Designed a compensation structure for all segments of employees and implemented centralized salary system and rationalized the Grades and Designations.
•Formed Gratuity Trust with LIC of India for the Company.
Recruitment:
•Resourcing talent, preparing data bank & providing staffing services to various stakeholders.
•Executive search and head hunting for candidates. Screening and updating existing database.
•Short listing of candidates and conducting preliminary interviews.
•Scheduling, coordinating interviews & follow ups.Head hunting & resourcing.
•Arranging interviews, salary negotiations and constant follow up with client on the ongoing recruitment process and for newer requirements.
•Won ‘Best HR Personnel Award’ for extraordinary support provided in year 2011 & 2012.
•Benchmarking a record-setting improvement in staff retention due to the success of employee-development and morale-building programs.
Performance Management:
•Assist in coordinating and improving the company performance management programs.
•Educate managers and employees on correct practices, ensuring standards are adhered to and all documentation is complete.
•Assist in driving a performance culture, by ensuring smart objectives are set and reviewed.
Learning & Development:
•Manage employee and management development and learning activities for allocated population.
•Coach and guide managers to develop management and leadership capability, maximize employee potential and promote career development.
•Facilitate site/functional Resource Groups, develop succession plans and facilitate career development activities and talent management.
Recruitment:
• Manage the development and implementation of staffing strategies to ensure effective recruitment, screening, selection and retention of qualified employees, using practices that are consistent with company policies.
• Develop staffing plans with managers to develop employees, manage talent, and ensure succession planning.
• Conduct interviews, recommend candidates and consult with hiring mangers either directly or through subordinates.
• Ensure hiring practices are in accordance with internal controls and policies while flexible enough to support market pressures and variation.
• Head hunting, competency mapping, full life cycle recruitments.
• Recruitments for profiles from mid to manager level across functions.
• Accountable for the delivery of candidates to meet the demand based on the recruitment plan.
• Supply/source profiles from across all channels for all advanced analytical skills.
• IT recruitments across levels - SE, LE, Tech Lead/Project Lead/Technical Manager, Sr TM, Sr PM, GPM, AGM etc.
• Handling end to end recruitment lifecycle, conducting events across locations for mass hiring and plan strategies for niche skills.
• Sourcing profiles & screening CV’s and conducting HR validation and job fitment.
• Identifying candidates on the basis of technical requirements, scheduling interviews and verifying candidate’s credentials & career expectations.
• Planning, organizing & coordinating walk-in interviews for different requirements.
Performance Management:
• Assist in coordinating and improving the company performance management programs.
• Educate managers and employees on correct practices, ensuring standards are adhered to and all documentation is complete.
• Assist in driving a performance culture, by ensuring smart objectives are set and reviewed.
Learning & Development:
• Manage employee and management development and learning activities for allocated population.
• Coach and guide managers to develop management and leadership capability, maximize employee potential and promote career development.
• Facilitate site/functional Resource Groups, develop succession plans and facilitate career development activities and talent management.
- Employee First SPOC
Recruitment:
•Resourcing talent, preparing data bank & providing staffing services to various stakeholders.
•Executive search and head hunting for candidates. Screening and updating existing database.
•Short listing of candidates and conducting preliminary interviews.
•Scheduling, coordinating interviews & follow ups.Head hunting & resourcing.
•Arranging interviews, salary negotiations and constant follow up with client on the ongoing recruitment process and for newer requirements.
•Won ‘Best HR Personnel Award’ for extraordinary support provided in year 2011 & 2012.
•Benchmarking a record-setting improvement in staff retention due to the success of employee-development and morale-building programs.
Post Graduate Diploma in Human Resource Management
Bachelors Degree