Kuladeep Kumar Reddy PhD Yeduru

Managing Partner at Bhoomi Consulting

• India - Hyderabad
• My current job since April 2020

Handling the Entire TA Space to my customers in USA, Canada, Japan & India

Director HR - MEA Region at Invenio Business Solutions

• Saudi Arabia - Riyadh
• January 2019 to April 2020

Handling the Entire GCC to look at HR Operations currently in Bahrain, Saudi Arabia & Qatar, And we are planning to open offices in UAE, Oman & Kuwait shortly.

Sr. Manager - Account Management (HR) at Maveric Systems Ltd.,

• India - Hyderabad
• August 2014 to December 2018

Talent Acquisition & Retention
 Driven the Annual HR Planning process including headcount budgeting, headcount allocation, HR Planning & Staffing Function Excellence for the organization. Work closely with external Search firms, proactively identify talent needs and staff open position with high-quality talent. Preparing the hiring plan based on the job specification and job description
 Spearheading end-to-end hiring & recruitment life-cycle for sourcing the best talent from diverse sources.
 Forecasting & managing the budgets for recruitment and competency based manpower planning.
 Handled Internal Job Posting & Job Rotation policies for providing opportunities to existing employees.
 Driving the annual manpower plans and implementing the same based on the projected manpower requirements for organization in line with the business and growth plans.
 Screening the resumes, testing the applicants, for Middle and senior positions.
 Developing / implementing new recruitment / selection policies as per staffing projections.
 Succession Planning up to Departmental Head
 Handling salary negotiations and compensation administration in line with the industry standards.

Employee Relations & Engagement:
 Regularly discussing specific issues with employees regarding their grievances, hindrances and undertaking steps for resolving them.
 Developing / updating and implementing compensations plans, reward & recognition schemes, HR policies and communicating them across the organization at all levels.
 Conducting Employee Surveys / Poll to analyze the results and drive initiatives based on the findings.
 Strengthening employee engagement initiatives like People Committee, Fun & Charity, Leadership, and Offsite.
 Defining the job responsibilities and ensuring role clarity by using performance driven parameters.
 Handling activities pertaining to employee retention and keeping attrition under control.
 Implementing the Employee Referral Program to institutionalize a referral culture among employees.
 Establishing the Employee Relation Committee to act as a catalyst in addressing issues and concerns.
 Organize fun/ team building activities and encourage participation of team members.
 Conducting Developmental Workshops for employees to enhance skills.
 Handle issues pertaining to salary, incentives, leaves etc.
 Coffee with CEO (Employee of the month Program) & Star Employee ( Employee Development Plan) are initiative under this category
 Initiated various communication forums like monthly & Quarterly Open Houses
 Identifying patterns, trends and root causes for making recommendation(s) to Management to improve motivation, increase retention, engagement and efficiency of employees.
 Looking after the employee lifecycle related activities from joining to resignation of employee.

Group Manager - Human Resource at Al Ahli Holding Group LLC

• United Arab Emirates - Dubai
• February 2013 to July 2014

Talent Acquisition & Retention
 Driven the Annual HR Planning process including headcount budgeting, headcount allocation, HR Planning & Staffing Function Excellence for the organization. Work closely with external Search firms, proactively identify talent needs and staff open position with high-quality talent. Preparing the hiring plan based on the job specification and job description
 Spearheading end-to-end hiring & recruitment life-cycle for sourcing the best talent from diverse sources.
 Forecasting & managing the budgets for recruitment and competency based manpower planning.
 Handled Internal Job Posting & Job Rotation policies for providing opportunities to existing employees.
 Driving the annual manpower plans and implementing the same based on the projected manpower requirements for organization in line with the business and growth plans.
 Screening the resumes, testing the applicants, for Middle and senior positions.
 Developing / implementing new recruitment / selection policies as per staffing projections.
 Succession Planning up to Departmental Head
 Handling salary negotiations and compensation administration in line with the industry standards.

Induction & On Boarding:
 Managing orientation program for employee to the business and culture.
 Induction- On boarding of new Incumbents by designing an Induction Program of New Joined with a structured way
 Scheduling and conducting the Induction/Orientation Programs for smooth transition of new entrants. Completing Joining formalities for all new hire.
 Prepare welcome note and circulate to all concerned and introduce the new entrants to all employees.
 Educating the employees about the policies - Roll Outs.
 Coordinated Scheduling & conducting Training Schedule for the new hire.

Head of Human Resource at Finesse FZ LLC

• United Arab Emirates - Dubai
• March 2009 to February 2013

Compensation Benefits & Payroll:
 Constantly monitor any variance between the budgeted and actual salaries and headcount.
 Handling salary negotiations, payroll system and compensation administration for middle and Sr Levels.
 Managing various activities related to compensation management payroll administration and to make all necessary co-ordination for a smooth and efficient pay roll processing operation (variable compensation, incentives, expatriates compensation, special payments).
 Gather all necessary data to benchmark salaries and benefits.
 Ensuring adherence to the payroll calendar timelines for payroll output in accordance to TAT.
 Coordinating the full cycle of the payroll matters with the payroll vendor to ensure that the payment made to employees is accurate and complies with the statutory requirements.
 Compile all data needed for the annual salary review, and the annual performance appraisal analysis.
 Looking after comp. revisions/promotions, preparing and issuing salary change/promotion/transfer letters and salary information, Compensation fitment decision aligned to company policies.
 Look at all programs from a strategic review perspective.
 Revisit Incentive Plans and foster a pay for performance culture where opportunities allow, particularly in the area of bonuses and annual increases
 Review C&B policies and programs and liaise with various levels of management to establish areas of concerns which may be addressed using C&B techniques
 Responsible for rollout, spearheading and closure of annual and mid- year compensation review cycle
 Manage Incentive Plans and ESOPs for Senior Management
 Management of specific Retention Bonus and Hot Skill programs
 Monitor and support compensation market analysis and job pricing by way of regular C&B surveys
 Ensure effective communication and training on implementation of C&B programs
 Member of the global comp team and represent in various C&B forums (internal and external).

Manager - Talent Acquisition & Employee Relations at invensys

• India - Hyderabad
• November 2007 to March 2009

Employee Relations & Engagement:
 Regularly discussing specific issues with employees regarding their grievances, hindrances and undertaking steps for resolving them.
 Developing / updating and implementing compensations plans, reward & recognition schemes, HR policies and communicating them across the organization at all levels.
 Conducting Employee Surveys / Poll to analyze the results and drive initiatives based on the findings.
 Strengthening employee engagement initiatives like People Committee, Fun & Charity, Leadership, and Offsite.
 Defining the job responsibilities and ensuring role clarity by using performance driven parameters.
 Handling activities pertaining to employee retention and keeping attrition under control.
 Implementing the Employee Referral Program to institutionalize a referral culture among employees.
 Establishing the Employee Relation Committee to act as a catalyst in addressing issues and concerns.
 Organize fun/ team building activities and encourage participation of team members.
 Conducting Developmental Workshops for employees to enhance skills.
 Handle issues pertaining to salary, incentives, leaves etc.
 Coffee with CEO (Employee of the month Program) & Star Employee ( Employee Development Plan) are initiative under this category
 Initiated various communication forums like monthly & Quarterly Open Houses
 Identifying patterns, trends and root causes for making recommendation(s) to Management to improve motivation, increase retention, engagement and efficiency of employees.
 Looking after the employee lifecycle related activities from joining to resignation of employee.

Sr. Manager - Human Resource at Catalytic Software Ltd

• India - Hyderabad
• October 2004 to November 2007

Training & Development:
 Map competencies of team members with Training & Development team to determine training needs.
 Identify key skills, specialty skills and propose training needs accordingly, preparation of training modules, calendar, schedules & batches for imparting training on various topics including measurement of effectiveness.
 Understanding & Conducting the training requirements for employees & organizing training programs, workshops (using both Internal/External resources) for Technical, Managerial & Behavioral topics.
 Budgeting & organizing customized training programs based on the training need analysis to enhance the manpower skills & efficiency.
 Interface with top management and external vendors and suppliers for the implementation of corporate training or training programs to meet the business needs where appropriate.

Sr. Career Consultant at teamlease

• India - Hyderabad
• November 2003 to October 2004

(PMS) Performance Management Systems (Appraisal) & Implementation:
 Implementation of the PMS, Working towards change management and building strong performance driven culture. Co-ordinate and complete the Annual Performance Review of all the employees on time.
 Handling the Balanced Scorecard based Performance Management System and identifying scope for improving the same.
 Hands on experience in Balanced Scorecard Implementation
 KRAs for the various departments. Annually issue the appraisal forms, to train employees on defining their KRA’s, to ensure timely submission of the forms from various departments co-ordination of Monthly performance review meet, Data analysis of the received ratings
 Handling Performance Management & Employee Development System, including the probation appraisal.
 Imparting training on PMS, Defining KRA, Self-Appraisal, Mid Term Review and retention Management.
 Initiating rewards & recognition program & implementing incentive system for employee motivation.
 Coordinated and driven Performance management activities and employee surveys.
 Implemented credible goal setting and performance review process for all dept owners to focus on their goals.

Manager - Staffing at CTEPL

• India - Hyderabad
• March 2002 to November 2003

Exits & Separation:
 Review exit interviews and related tasks.
 Ensuring relieving documentation & deactivation of employee access to corporate network, Emails, premises and completion of exit formalities and recording of documentation.
 Analyze attrition data and develop strategies to manage and reduce the attrition, created a system to map attrition.
 Ensure F & F settlements for ex-employees are processed within prescribed timelines.

Consultant - Recruitment & Outsourcing at Peopleone Consulting India Pvt. Ltd.,

• India - Hyderabad
• October 2000 to March 2002

Market Intelligence:
 Manage the process of Identification of competing companies for each competency recruited and report the hiring practices and trends.
 Manage the process of Identification of competitors and the employees in key positions for each competitor.
 Ensure development and up gradation of database of critical intelligence information on vendors, competitors, potential hires from competitors, salaries, shifts across companies.

Head Hunter at Resource Management Consultants Pvt. Ltd.,

• India - Hyderabad
• June 1998 to September 2000