General Manager
Dana Group
Total years of experience :10 years, 8 Months
1. As a single point of contact for corporate recruitment & personnel management, responsibilities covered end to end Human Resource management including Recruitment cycle, Performance management,
2. Created Annual employee budget and established goals in line with the management objectives, recruited staff using Psychometric tool, resulted in 28% reduction in turn around time (TAT) with a better fit of recruitment. Coordinated with department heads for generating job descriptions to increase organizational fit & reduce job abandonment, strict adherence to hiring process.
3. Performance Management system- mentored the executives on SMART goal setting, conducted performance review, fitment into Bell Curve, provided training and on-line support to managers & leaders, developed learning aids, Compiled and analyzed results to get personal development plan and Training needs.
4. Supervised and Supported Factory Personnel officer with salary fitment of new recruits, induction and familiarization to reduce negative bias.
5. Supervised periodic HR operations including maintaining employee file, documenting disciplinary action, maintaining PF, ESIS deductions,
7. Consulted with Management in the area of Change management resulting in creating “Job Content Analysis” rationalizing the repeat jobs, in consultation with the trade union. Actively participated in Union representative meeting for 2 yearly wage negotiations and successfully negotiated for and higher productivity/output per shift. Created Service level agreement (SLA) for the first time during union negotiations resulting in performance measurement/corrective action & enhancement
8. Created monthly/quarterly HRIS schedules by coordinating with work sites for data collection, clean-up and interpretation of data to take care of systemic shocks or discrepancies. Monitored administration and compliance regarding retrials pertaining to wages and benefits.
9. Implemented group wide PMS for the first time, streamlining incentive/bonus payments resulting in reduced dissatisfaction and increased performance. Identified training needs Post PMS for the group employees, devised and imparted motivational training to staff. Created various avenue for greater job satisfaction and higher work motivation
10. Designed & developed HR metrics for top management to enable them in making decisions.
11. Managed contract workers at the plant level- short-listing of contractors, deployment of contract workers at short notice, compilation & cross-check of wages, disciplinary action and dismissal. Also ensured Audit of service providers including contractors,
Projects handled -
12. Interacted with department heads in developing their Leadership potential, identification of hi potential staff using PMS and written test mechanism, mentoring, training, support by handholding through a feedback loop with HODs. This resulted in 30% reduction of loss of man-days compared to “systemic shocks” when employees quit suddenly.
14. Conducted “study of employee engagement at work”, resulted in identification of training needs, creation of leadership pipeline and mentoring opportunities for the selected staff for higher performance, maintaining positive attitude towards work and workers, resulting in 70% less escalation of disputes to the labor union.
15. Reduced perception of “delay in increment/Bonus to workers” by timely presenting all the details to the management and diligent follow up, reduced attrition by 20%.
16. Conducted “Best Employee Contests” on a per Quarter basis & top 3 employees as rated by their supervisors were felicitated, creating sense of competition & harmony amongst workers.
18. Completed a performance management process design encompassing role definition, performance management process, measurable criteria (KRA/KPI), templates/forms, rating scales etc spanning all roles, covering Pharma division.
Achievements:
1. Streamlined entire HR, IR & Admin process saving 20% wage bill per year.
2. Studied OverTime to factory/ Retail mall staff, streamlined rates, hours based on bands of Employees by ABC analysis; saving OT cost by 18% by employing less staff for the jobs.
3. Analyzed 800 staff and worker’s jobs for Job Content; eliminated redundant jobs, defined new jobs as per competencies, adjusted new roles, fixed pay scale bands as per job; resulting in reducing Attrition by 50%; boosting employee morale by 25%.
4. Conducted Spend analysis, ABC analysis for Buying of consumables and services, resulting in 12% cost decrease in consumables while retaining customer satisfaction
5. Conducted behavior based interview of 22 candidates from local university in Ghana.
• Implemented group wide PMS for the first time, streamlining incentive/bonus payments resulting in reduced dissatisfaction and increased performance.
• Identified training needs Post PMS for the group employees, devised and imparted motivational training to staff, devised and implemented a third party training schedule to impart T & D for the staff, measured training effectiveness resulting improved
• Budgeted expenses for promotional activities and incidental expenses for the line of Business.
• Created on boarding experience document for Indian expatriates which is still being used.
• Negotiated AMC and services contracts with third parties in coordination with the CEO & the Chairman.
• Conducted “Best Employee Contests” on sales per month basis.
• Responsible for planning, implementing and controlling annual Employee plan of Rs. 120 crores for Lifestyle division for 43 Hyper stores covering 1500 employees, staff and Managers; Quarterly review with CEO for management; Communication and implementation of plan at state and store level.
• Conducted recruitment drives in Universities, collages and at local employment bureau, helped company achieve target of 200 staff in a given time.
• Created on-boarding experience document for foreign expatriates (US) which is still being used.
• Forecasted people requirement based on Annual operating plan of the company, Fix quarterly targets, Review with CEO for achievement information. Monitored career progression of top achievers as per the matrices, deploy training as needed.
• Performed HR process transformation with Lean and BPR matrices for the entire organization, resulting in reduction of no of roles and hierarchies by 5% for better utilization of manpower.
• Worked on SAP HR module as Administrator to create ESS and Recruitment modules for the employees.
Achievements:
1. Received “BEST Employee Award” 2 times for cost saving measures in the department.
2. Achieved 30% staffing cost savings in North Eastern USA in the busy Thanksgiving- Christmas shopping season by coordinating with local Universities & schools.
3. Accomplished 100% of Recruitment target within the given TAT in the region with 92% employee satisfaction 3 months after the date of employment.
4. Established matrices for recruitment system effectiveness with measurable & actionable TAT for accurate/ timely MIS usage resulting in 50% increase of internal customer satisfaction.
• Responsible for maintaining database of candidates at University, school level for employing staff for Shopping Season rush ( Thanksgiving-Christmas ) & subsequent recruitment saving 30% staffing cost in North Eastern USA.
• Executing business strategy with inputs received from the customers regarding customer service, staff welfare etc.
• End to end responsibility for building global HR service organization in view of foreign staff members in the work environment; Implemented a roadmap for process driven workforce grading management for staff & employee.
• Product pricing and control by getting feedback from Store operations, customers and vendors.
• To lead efforts of an inter-departmental team at district and store level to ensure adherence and implementation of company’s policy of great customer service.
• Generating and maintaining MIS business information reports to facilitate decision-making for future policies, in compliance with various Federal and Local statutes.
• Increase in customer satisfaction level from 5 to 6.5 on a scale of 10 in 6 months.