HR Head
Engineering (MNC)
Total years of experience :27 years, 3 Months
HR Business Partnership | Leadership Talent Acquisition | Organization Development & Leadership Capability Building| Compensation & Rewards | Policies & Practices I Industrial Relations | Administration I PRO I
• Prepare HR strategies / SWOT Analysis and monitor and
manage HR Program Execution.
• Spearhead companywide Talent Acquisition, Talent
Management and Talent Development.
• Strengthen HR Operation and Employee Life Cycle
Management (Hiring Requisition to Exit)
• Create a culture of performance and stake-holders
engagement including JV Partners.
• Monitor and manage HR cost and ensure returns on
investment by optimization & redesign.
• In-house capability building, career development, mentoring
and succession planning
• Employee relation, engagement and communication.
• Responsible policies, practices and culture and brand
building.
Accountability: Accountable to Corporate HR for complete customer centric HR operation at the given Business / Entity / Geography by fulfilling / surpassing following mandates as per occasions and frequencies:
• Talent Acquisition & Induction
• Employee Life Cycle Management
• HR processes, systems, policies and e-people solutions portal.
• Value & Vision cascade, PMS, R&R, SMP, HRAoP, TNI & Competency Identification, Sales Incentive Plans and Employee Communication
• Employee Engagement
• Hewitt Speak Up Survey / Compensation Benchmarking Survey
• HR Branding by ensuring HR team accomplishes key objectives
• Organization redesign & manpower optimization
• Legal & statutory compliances
• HR database accuracy, integrity and availability
Accomplishments:
• Able to consistently deliver superior results against all critical Talent Acquisition KPIs. Deployed with great rigor (1000+ Software professionals, 400+ Telecom Professionals & 4000 hires all inclusive Retail and Customer Service.
• Design and launch of Business Process Management Systems for Retail Stores, which resulted in tangible productivity improvements and ensuring spin off impact on payroll cost
• Actively established performance planning and counselling practices with focus on stretched objectives for optimizing manpower productivity.
• Effectively and efficiently handled HR Budget, Cost & OPEX (Operational Expenses), Contract & Vendors including RHRS
• Smoothly handled Reliance World transition to RCOM, Sizable reduction in payroll cost of RTS and implemented Wireless restructuring without any escalations.
• Met surpassed all targets of HR operations within SLAs and given quality parameters.
• Achieved all targets / SLAs with 60% team size (High Productivity).
IFFCO a UAE based FMCG conglomerate employs more than 7500 manufactures and markets a well integrated range of mass-market consumer products in Food and Beverage, Personal Care and Cleaning, Packaging and Industrial Products and Logistics. IFFCO’s impressive brand includes and not limited to London Dairy, Quanta, Igloo, (Ice-cream sector) Noor, Ambar Al Hayat, (Flour, sauces, and edible oil sector) Tiffany, Bugles, Digestive(Biscuits, snacks, wafers, chocolate and confectionery sector), Ivy, Eva, Ria, Royal Leather (Skin care sector), Al-Ain Beverages and Refreshments (Juice, milk, mayonnaise sector).
Job Scope & Individual Contribution:
Was HR Head (FMCG) and part of the Senior Management Team pursuing:
• HR Business Support
• Talent Acquisition & Induction
• Employee Life Cycle Management
• IFFCO HR processes, systems and policies.
• Performance Management, Goal Setting, Review, Discussions and Rewards
• Employee Engagement & Emiratization
• Job Analysis / Pay Structure & Banding / Pay Strategies
• Career & Succession Planning
• Staff Training and Capability Building
• ILO strategies on Ethical Trade Initiatives / Audit & Compliances
• HR database accuracy, integrity and availability
• Ensure HR team accomplishes key objectives
• TESCO Sign-off
HR Business Partner:
* Staffing Strategies & Position profiling
* Recruitment & Induction
* Training Needs Identification, Training Module design and
delivery
* Ram Krishna Bajaj Quality Award
* Selection of faculties and Evaluating Trainer’s Performance
* Training Data Base Management
* Projecting and managing the training budget.
* Auditee from HR- Training
* As an Internal Auditor Qs- 9000 audits
* Resource person for Quality circles
* Resource person for PMS, Compensation Banding and Salary
Fixation
* Guidance for workers and facilitators for organizing Quality
Circles
* Vocational/Summer training (design, implement & monitor)
* Apprentices training (design, implement & monitor)
* GET Program (design, implement & monitor)
* Creating a continuous learning environment by creating learning
events like, Quizzes, screening of Management movies,
seminars, presentations, new books/ journals for the Knowledge
Centre.
* Job Rotation & Multi Skilling
OD Interventions determine organizational long term growth and sustainability. Case studies of successful organizations reveal the impetus of OD interventions in their culture, values and productivity.
* Manpower Planning * Human Resources Development * Organization Development * Training Need Assessment * Training Methodologies and Management Development * Internship Project Report
* Industrial Psychology * Personnel Management * Industrial Relations * Human Resources Development and Manpower Planning * Training and Management Development *Labour Laws