External Consultant (Freelancer)
Volkswagen
Total years of experience :14 years, 8 months
Leadership Development & Assessment Centre (AC) Moderator
- Moderated close to 50 officials at leadership and management assessments in short span of 4 months.
- Liaising with management officials to identify & develop leadership potential among budding leaders (succession planning). Assess vital competencies required for leadership and management roles, as a certified moderator - through a structured assessment centre process.
- Continuously steer top management officials (GM & Director level) through the assessment process and evaluation for a fair and unbiased result that is in sync with overall strategy.
- Assess and certify a candidate’s preparedness to take up leadership / management roles.
- Prepare developmental reports elaborating on key strengths, areas of development and next steps.
- Mentor participants to overcome their weaknesses through a detailed feedback session and train role players to meet the Assessment Centre requirements.
- Tools used: Business report analysis, role plays, group discussions, in-basket exercises, BEI***.
Trained 25 officials in Interviewing Skills (BEI***) & AC observer panel. Customising soft-skills trainings.
Examiner: Supporting Indo-German Chamber of Commerce (IGCC) as an examiner to evaluate soft-skills among enthusiasts with difficult economic background.
Talent acquisition, MIS / database management, Internships and initiate background verification.
Employee lifecycle: SPOC to 300+ manpower for Talent Management (hire - reward - retain - exit).
Recruitment, on-boarding & induction: Coached line managers on interviewing techniques.
- Focused on ‘quality’ hiring of competent sales and leadership team through competency based interviews - which resulted in faster sales conversion and drastic reduction in attrition.
- Connect with employees through fortnightly on-boarding calls to ensure their adaptability to role, team, processes, culture and identify learning obstacles (if any).
- Ensure continuous availability of talent pipeline from recruitment vendors.
- Spokesperson for HR Induction, engage with new joiners and maintain utmost clarity in policies.
Ensured timely & successful resolution of HR grievances and queries in my region to build accountability.
Steered HR open house sessions (across 15 branches) to identify employee pulse and devise interventions.
Performance Management: Ensure targets are discussed, set and agreed during initial days of joining of an employee. Monitor and track branch performance together with Branch Managers and ZSQA.
- Monitor delays in target setting and counsel managers for timely completion of the task.
- Performance Improvement Program (PIP): Identify, counsel and develop low performers. Take pride in converting 4 employees under PIP as high-performers during the period.
- Liaise with managers on daily & weekly performance to ensure achievement of PIP targets, timely completion of performance appraisals & system (Oracle) upload.
Monitor and escalate compliance and disciplinary cases in my region to initiate actions, as deemed fit.
Attrition Management: Regularly liaise with business to drastically reduce 0-6 month attrition, analyse core reasons for exit and accordingly introduce necessary interventions. Perform exit interviews. Reduced attrition level from 116% to 74% in RoM.
Employee Engagement: Mapped existing branch culture and rolled out initiatives for improved team spirit, steered engagement surveys, drove initiatives to rejuvenate employees, emphasised on corporate values which contribute towards healthy work environment & employer branding.
Prepare and utilize RAG (Red, Amber, Green) reports to track various HR initiatives, compliance and disciplinary cases in my region and initiate actions, as deemed fit.
Proactively initiated steps to improve employer branding: Proposed issuance of id-cards for sales team for better client acceptance (project rolled-out), unit-wise budget allocation, streamlined PIP-absconding-exit processes to bridge gaps, improvised HR induction for enhanced transparency and clarity.
Assessment & Development Centre : (Assessed over 150 management officials & 2000 lateral hires)
Highly accountable to ensure strong workforce across all verticals and hierarchy (100%) as a certified Assessment Centre (AC) moderator (RAC-ACL-MAC**). Support campus hiring and job fairs, as per need.
- Regularly liaise with top management (DGM, GM, Director level officials) to identify successors and streamline processes.
- Proactively designed, developed and delivered competency based Assessment Centres.
- Accountable to conduct Management Assessments (MAC), identify and develop future leaders (DC).
- Draft detailed Individual Development Plan (IDP) based on performance and observations in AC.
- Accountable to maintain, enhance candidate experience and employer branding among all eligible employees and possible hires.
- Train and certify observers/assessor (Manager to Director Level) and role players for Assessment Centre.
- Conceptualised detailed work flow for an AC-HR portal (HRIS), a customised & cost efficient platform to record data, analyse hiring trends, training needs, improve productivity and generate reports.
Induction, Training & Leadership Development:
- Process owner for Volkswagen induction program. Participant feedback enhanced from <80% to 94%.
- Liaise with business heads, as training partner, to identify employee training needs and ensure equal opportunity for individual development. Review SMART goals set during appraisals (PMS).
- Perform training need analysis and prepare annual training calendar. Customise programs and incorporate training needs in PMS.
- Analyse training feedback and post training effectiveness to incorporate changes, as necessary.
- Leadership development: Identify, mentor and develop budding leaders, probable management officials (across organisation) and group leaders (production).
- Designed training brochures and program manuals for training curriculum and branding.
- Contributed towards multiple processes improvements and branding initiatives within training academy (Quick Check ACL, learning signboards, SAP, vendor management & invoicing)
- Identified the need and contributed towards improved utilisation of SAP TEM module (includes preparation of business blue print, testing and go-live; in coordination with SAP team)
- Trainer for team building, interviewing skills (BEI), customer orientation, presentation and communication skills for different groups of employees.
Employee engagement & Team Culture: Accountable to design, develop and roll out yearly engagement calendar with initiatives aimed at engaging employees across the organization (direct & indirect staff).
HR policies: Review & revise policies, streamlining processes to meet compliance and audit requirements.
Library services: Ensure access to library facilities for all employees. Perform vendor selection; customised requirements & features for faster deliveries and quality services.
Projects & Initiatives:
- Proposed, customised and rolled out VW’s first ever online assessment tool partnering with Jombay.
- HRIS: Proactively designed a prototype of Academy-HR portal from scratch. Project rolled out with support of top management and in coordination with team IT. (Mapping needs, process, inter linkages)
- Pioneered in designing and rolling out new joiner kit and Academy merchandise products for enhanced employer branding and satisfaction (a feel good factor).
- Initiated the need to relocate smoking zone, assembly points (enhanced visibility) within the plant.
- Enhanced employer branding initiative, attractive visual appeal (eg: Company buses)
Other projects: Initiated and pending execution (on-hold: budget constraints):
- Service awards to recognise employee’s contributions and loyalty (Business case: Concept to execution).
- LMS Implementation: Requirement gathering, vendor identification, product demos, business case preparation.
Instrument in hiring talent across all levels, for niche positions through job boards, campus hiring, high volume walk-in drives and employee referrals.
Analyse job requirements with the HoD, create job description (JD) / manage job postings, applications on job boards and on internal career section, sourcing profiles using Boolean search technique, conducting pre-hire assessments, scheduling technical interviews and HR round of interview.
Active creation of job posts and clearing ad-responses, screening and managing employee referrals.
Execute the firm’s sourcing strategy priorities to identify high caliber and experienced candidates.
Coordinating with support team members for faster and smooth transition of new hires into the firm.
Instrument in process improvements, employee engagement, rewards and recognition initiatives.
Initiated training programs for individual and overall team’s development.
Maintaining high satisfaction levels among: clients, candidates, employees, vendors (consultancies).
One-point contact for all credit card queries. Ensure successful resolution of customer requests, queries and complaints.
Delivering account related information: Credit card balance, transaction details, payments, bank charges to the customer.
Block and re-issue lost cards, converting credit card transactions into EMI’s, taking balance transfer requests.
Ensure high customer satisfaction levels.
Mentoring and training new joiners for process excellence
Executive MBA (Interactive Learning Methodology)
Full Time MBA
Completed First Class with Distinction