Assistant Manager Strategic HR
Life Pharmacy
مجموع سنوات الخبرة :10 years, 0 أشهر
Performance Management, HR Optimization, HR Strategy, HR Digitization, HRMS Implementation HR Analytics, Competency Management, Communication, Rewards & Recognition, Employee Engagement, Employee Grievance Management
Passion F and B is an innovative hospitality company with restaurants in Dubai, Mumbai and Kuwait.
Domain Handled: Talent Acquisition, Talent Management, Employee Grievances
NCCS handles Consulting functions for the Neterwala Group and other companies. My work here was usually project based. My job purpose was to design and develop tools, procedures and processes for various OD and L&D initiatives.
Domain Handled: Performance Management System, Organization Development, Learning & Development, HR Strategy
Learning & Development
Created Individual Development Plans (IDPs) incorporating Domain knowledge, Performance and behavioural evaluations.
Identified key performers and created Career Plans for them.
Recognized critical positions and created Succession Plans for the same.
Organization Development
Developed, executed and evaluated an Employee Opinion Survey.
Prepared Role Analyses. Culled out Role Competencies from the Role Analyses.
Mirah Hospitality is a leading player in the Food & Beverage Industry in India. My work here was usually project based with a few ongoing tasks. My job purpose was to identify and highlight developmental gaps in the organization, its practices, its structure, its functions and HR practices, policies and procedures. I was also required to promote implementable ‘Best Practices’ in the organization.
Domain Handled: Organization Development, Performance Management System, Learning & Development, HR Strategy, Employee Engagement, Policy Formulation, Diagnostic Studies,
Performance Management
Designed, developed and implemented the entire Performance Management System, helping the Organization transform from having an Annual Appraisal Policy to being a Performance Oriented Organization.
Developed Key Result Areas (KRAs) with detailed Key Performance Indicators (KPIs)
Introduced Biannual reviews
Built an objective system for the disbursement of Performance Linked Incentive (PLI)
Prepared and facilitated a training program targeted to rationalize the ideology of Performance Ratings, demonstrate the way a performance meeting should be conducted, and promote the importance of regular feedback.
Designed an innovative assessment tool for Behavioral competencies which helps reporting authorities provide scientific, objective and consistent feedback on the behavioral competencies of team members.
Developed tools for 360⁰ Multi-Source Feedback, used in managing talent.
Orchestrated the development of the Appraisal module of HRIS to incorporate our process and forms.
Organization Development and HR Strategy
Created and managed the organizational blueprint in terms of organograms, departmental structures, job descriptions, behavioral competencies and other related elements.
Conducted a study on the then existing Organization Structure and redundant positions. Performed Job Analysis and created Job Descriptions for every position. This detailed analysis helped the organization relook at their employee strength. This was followed by a rightsizing activity where the employee’s skills, performance and suitability determined his/her continuity with the organization.
Built the culture of the organization as one that inculcates clear communication, inter-departmental coordination, engagement, performance and recognition. Used various activities and methodologies to create a paradigm shift in employees’ thought process and to reinvent our Employer Branding.
Developed, updated and communicated HR policies and procedures. Ensured compliance to the same.
Introduced Employee Engagement activities to boost employee morale and motivation.
Learning & Development
Fashioned a culture of learning and continuous improvement by introducing Training and Development activities. Promoted employee participation in skill improvement/certifications for technical topics.
Identified overall training needs of the organization. Developed content and activities for training and facilitated the same. Evaluated and finalized external vendors for training, where required.
Designed an induction program to integrate employees into the system with a feeling of pride and value.
Created Individual Development Plans (IDPs) incorporating Domain knowledge, Performance and Behavioural evaluations.
Identified key performers and created Career Plans for them.
Recognized critical positions and created Succession Plans for the same.
The Learning Canvas is an OD and Training Consultancy. There, I used to design and co-facilitate training programs.
Domain Handled: Learning & Development
