ديباك Shukla

 Talent Management: Responsible for profile sourcing, manpower planning, coordinating with manpower consultants, image building activities to attract talent, referral checks, joining formalities, induction and updating organization structure periodically.
 HR Policy: Designing and implementing HR policies in line with local law, to strengthen and maintain direct relationship with employees at all levels etc.
 Payroll, Benefits & Compensation: Processing payroll for the employees and taking care of their benefits and compensation.
 HRIS: Designing and generating HR related MIS, compensation and benefits data, employee recognitions as per department, documenting management reviews.
 Performance Appraisal: Coordinating with the management and employees to facilitate the process of filling the questionnaire, grading, one-to-one meetings and matching with the increments and promotions.
 Employee Engagement Activities: Preparation of HR Calendar, organizing get-together meetings, fun committees, Festival occasions, Annual day functions, etc.
 Separation: Coordinating for exit interview, preparation of full & final settlement and issuing experience and relieving letter for the staffs above executive level.

 Recruitment: Overall co-ordination of manpower planning, recruitment, induction planning & ensuring cultural fit.
 Training & Development: Responsible for identifying need & conducting training, defining training methodology, preparing training calendar and scheduling, feedback analysis
 Compensation & Benefits: Analyze the market demand, plot the skills & expertise of the candidate and matching with the requirement, providing input to the HOD for fixed and variable pay, fringe benefits
 Performance Management: Responsible for timely implementation of the system, defining key performance indicators, monitor and review the key result areas, differentiation of high and low performer, action plan for retention of high performers & development plan for low performers, performance based increment/incentive system with a clear career development program.
 Leave & Attendance Management System: Responsible for Attendance maintenance (both electronically and muster roll) and leave calculation for all the employees.
 Exit Interview: Conduct Exit Interview, Identify the reasons for leaving, documentation, if needed discus with respective HOD for betterment and smooth transitioning.

 Talent Acquisition
o Facilitate Manpower budgeting & manpower planning for the Engineering Product Business Group
o Driving recruitment, hiring from competition, track cycle time, panel Identification
o Drive new hire orientation program, ensure day 1 delight is in tune with division plan, salary fitment & banding decisions as per competency framework
o Handling annual Campus recruitment program for Engineering Product Business Group
o Ensure qualitative, cost effective and timely recruitment as per requirements
o Promote employee referral scheme
o Handling transition and deployment plan, resource movement for the group
 Talent Management
o Competency Mapping- Designing the core competencies, mapping job class against the scales defined & it’s monitoring
o Career & Succession Planning - Identifying probable successors for critical business roles and developing succession plan
o Developing Individual development plan for Hi-Potentials
o Facilitating yearly performance review and ensure systematic execution of the process
o Ensuring communication to the teams about the process to maintain transparency
o Normalization and compilation, submitting the recommendation for increment and promotion
 Learning and Development
o Training Needs Identification through PMS, Career Planning, Succession Planning & Rater Feedback in line with Organizational and individual needs
o Mapping the individual development plan for all employees and link it to career & succession plan
o Rolling out the Annual Training Calendar for the Group and organizing training programs
 Employee Engagement & Employee Relations
o Responsible to coordinate Employee Engagement Survey and consequently ensuring the action planning of all work groups
o Enhance engagement level through various initiatives and programs e.g. first impression analysis, Mentor & Mentee program etc.
o Facilitation & formation of Cross-functional teams for implementing the action plan.
 Performance Appraisal: Designed the system with different needs, bring in the skill matrix to rate the performance, fix the pay at par with statutory norms and market standards, facilitate workshop / training for the improvement and repeat the same bi-annually
 Corporate Social Responsibility: Consult with senior management about core values and principles of company, study & understand about the events that can be done locally and benefiting the business, communicate to employees and evaluate

 Recruitment and Selection of candidates with desired Qualifications and experience.
 Handling employees related issues and prepare report for further action
 Handling of Joining formalities and Induction of the newly recruited Employees.
 Updating employee payroll and compensation Management System
 Identifying Training needs and designing tailored modules.
 Maintaining Performance Management System of the Company
 Conducting HR Audits as per Company Policies
 Ensuring systematic enforcement of Employees Engagement Activities at every Level
 Induction of new employees
 Coordinating with managers to conduct various training programs for sales staff
 Recovery of company assets from the separated employees

 Organizational Development:: Collect the data through survey / questionnaire method for individual and department, conduct training to fill the gap, feedback and measure the development
 Performance Appraisal: Designed the system with different needs, bring in the skill matrix to rate the performance, fix the pay at par with statutory norms and market standards, facilitate workshop / training for the improvement and repeat the same bi-annually
 ISO Compliance: Updating the ISO documentation and HR formats, to design and enforce Standard Operating Procedures (SOP) for all the departments, accountable to enforce the Corrective Action Plans, accountable for statutory and social compliance.
 Industrial Relations & Employee Relations: Ability to sort out issues and nib them at the bud, mutual cooperation at all times between work force and management, ensuring a balance between employee discipline and employee relations, employee engagements
 Corporate Social Responsibility: Consult with senior management about core values and principles of company, study & understand about the events that can be done locally and benefiting the business, communicate to employees and evaluate
 Administration and functional cost control: Employee transport, employee facilities, optimum utilization of resources and cost control etc.
 Legal Activities: Handling the disputes, issuing show-cause notice, memos for those who abscond themselves from the work and other pertaining to legal activities.