Mahalaxmi Bedi

James Cubitt is a multi-disciplinary community of independent thinkers: Architects, Engineers, planners, and project managers. James Cubitt provides engineering, management, and specialist technical services for public and private sector clients globally. With an office network extending across 12 countries, James Cubitt has been involved in projects across Africa, Asia Pacific, the Middle East, Australia, and Europe. Our employs are diversified to serve 11 industry markets

 Designing HR strategic plan for the Division to support business needs & organization changes.
 End to End recruitment process for various regions UAE, UK, Egypt, etc.
 Created & implemented SOP (Standard Operating Procedure) for HR & Admin across various regions.
 Provide guidance on HR operational issues to all employees in line with policy/labor laws. Work with stakeholders to develop capability and understanding of a broad spectrum of employee relations/situations; Manage complex HR cases within the business area with the aim to minimize risk and exposure; Coach and advise, where appropriate, on HR policies and processes, identifying practical solutions to employee issues that reflect JCP values, whilst adhering to employment legislation; Reviews relevance, accuracy, and application of HR policies and processes.
 Driving leadership development program and monitoring process for individual development & succession planning
 Supporting competency development as per company and client requirements.
 Developing and aligning HR policies & procedures in compliance with the company’s standard and local regulations.
 Dealing with KRA & KPI process across all levels and establishing a framework for substantiating Performance Appraisal System linked to reward & incentive management.
 Developing an effective retention plan and employee engagement strategies.
 Designing the compensation & benefits structure based on the business setup.
 Imparting training to the managers on using and utilizing HR applications and software.
 Managing the HR budget plan and preparing & reporting HR data to the Global and Region Managers.

The foremost responsibility included to start and set up the HR function. Lead and manage all activities of HR with the objective to design, develop, implement, and evaluate the impact of programs, policies, and strategies necessary to effectively support the growing needs of the organization.

 Head the HR team and Assist the top management in providing human resource strategic leadership, direction, and support to the Group companies, while managing the development and implementation of human resources policies, evaluating a job, enhancing skills and competencies of an individual for their personal development and companies’ development as a whole.
 Support the business plan and objectives of diversified business lines within the Group by introducing the best HR practices.
 Strategic analysis of manpower requirement based on the job descriptions and conducting a full-cycle recruitment process from sourcing till onboarding.
 HR Process mapping to conduct a gap analysis for all group companies.
 Developed Group’s HR policy manual and regularly updating and orienting employees with the same.
 Implemented and manage a uniform Performance Management System across the Group, work closely with Line Managers to implement a performance management program to achieve strategic and business goals.
 Conducted Job Analysis in all the Group companies to prepare / update Job descriptions and job specifications, and along with respective division heads develop individual KPIs.
 Identify Key Result Areas / KPI’s of all employees in coordination with Department/Function heads and link performance appraisal results to established reward schemes Conducts Performance Appraisal training programs in a professional and timely manner. Ensure that new Managers / Supervisors are provided with necessary guidelines and assistance about the appraisal process through workshops and hand-outs.
 Manage training and development programs and ensure the development of Competence maps, skill analysis, career development programs, and succession planning.
 Conduct “Exit interviews” with Employees, identify concerns & trends, and provide advice on solutions to maintain the low attrition rate.

Essential Functions:
 Head of the HR department for various regions. Developing and implementing a full spectrum of human resources processes and functions right from the scratch level to take the organization to the next level.
 Ensured the efficient execution of the HR competency-based systems and policies covering recruitment, salary scales, compensation, job evaluation, incentives and benefits, promotions, disciplining, performance management, training, career development based on the Company’s objectives, government regulations, and labor legislation.
 Contributes to corporate structure, vision, and employee accountability by updating job requirements and job descriptions for all positions.
 Formalizes procedures by developing a recruiting, testing, and interviewing process, advising managers on candidate selection; conducting and analyzing entry and exit interviews; recommending changes.
 Plan the implementation and facilitation of activities and events, budget spending, material production and distribution, and other resources to ensure that operations are managed within authorized budgets.
 Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.
 Maintains historical employee records and documentation by designing a filing and retrieval system; keeping the past and current records.
 Actively provides monitors employee behavior through counseling and disciplining employees; planning, aligning, and evaluating appropriate talent to meet job requirements.

Essential functions:
 Developing policies & Procedures, change management, organization restructuring, organizational development, performance management, compensation & benefit, and staff relation.
 Manage employee relations casework as required, involving consultation, grievances, Investigations, disciplinary, performance management, and settlement agreements
 Develop and manage a performance management system and ensure performance reviews are done on time.
 Implementation and management of all human resources programs including organizational redesign, organizational effectiveness, human resources planning, performance management, job evaluation, succession planning, policy interpretation, change management, benefits, and compensation programs.
 Accomplishes quality assurance human resource objectives by recruiting, selecting, orienting, training, assigning, scheduling, coaching, counseling, and disciplining employees; communicating job expectations; planning, monitoring, appraising, and reviewing job contributions; planning and reviewing compensation actions; enforcing policies and procedures.
 Achieves quality assurance operational objectives by contributing information and analysis to strategic plans and reviews; preparing and completing action plans; implementing production, productivity, quality, and customer-service standards; identifying and resolving problems; completing audits; determining system improvements; implementing change.

Essential Functions:
 Recruitment and selection: Attract, retain and motivate staff. Manage the recruitment process and ensure candidates fit the role and company culture. Advertise vacancies, assess applications, HR discussion and compensation negotiation. Coordinate and manage the orientation of new employees, initiating reference check and background check through vendor’s process probationary reviews, employee evaluations and terminations.
 Responsible for delivering all facets of recruiting success to grow the company, employing traditional sourcing strategies as well as developing new creative recruiting ideas.
 Lead HR Projects and initiatives in areas like process optimization, compensation, exit analyses, talent development, compliance, change management.
 Identify the main reasons of attrition, through analyzing exit interviews and implementing measures along with senior management to increase employee engagement and retention.
 Managed the HR-Operations at Unit with the help of two management trainees: in terms of the adjustments to comp and benefits; performance appraisal cycles; mentoring and career growth planning of the associates.

Essential Functions:
 Manage the recruitment process covering different stages of the recruitment cycle, sourcing, communication with agencies and candidates, screening, interviewing, shortlisting, coordinating with line manager, ending up with negotiating the offer and ensuring selected candidate is on board.
 Organize training and awareness sessions on company’s policies, values & ethics and leadership principles for existing as well as new employees
 Manage campus presentations, career fairs and any recruitment-related workshop or presentations.
 Work closely with senior management to identity, develop and implement training and development.
 Maintaining the HRIS.