Pallavi سينغ

 Manpower Budgeting and Hiring.
 Personnel Management ( New staff offer letters and contracts, transfers, resignations, salary certificates, visa letters).
 Process Increments, promotions, demotions.
 Prepare HR personnel files and records.
 Implement and take disciplinary actions.
 Form and implement Performance appraisals management process.
 Exit and clearance formalities, End of service calculation.
 Terminations and notice periods.
 Coordinate with the PRO on all new and existing visa applications.
 Process the visa cancellations.
 Compensations & Benefits updates and changes.
 Prepare and implement HR Policies and procedures with new joinees.
 Probation periods and confirmations.
 Prepare HR hand book and HR Manual.
 Monitor the monthly Attendance and Payroll.
 Prepare and update Organization charts on regular basis.
 Calculate and monitor Leaves and leave salary.
 Make all HR announcements ( public holidays, roles, polices, elc ).
 Handle all Employee’s concerns.
 Manage the administration for the company.

• Spearheading HR strategy and operations across India and UAE, managing the entire
employee lifecycle.
• Led workforce planning, manpower budgeting, and HR automation initiatives.
• Implemented innovative HR policies, resulting in improved retention and employee
satisfaction.
• Standardized performance management systems and enabled competency-based
assessments.
• Directed change management and HR integration for newly acquired teams and business
verticals.

• Advised clients on talent management, HR process design, and compensation
benchmarking.
• Conducted job evaluations and HR diagnostics using HAY methodology.
• Supported clients in restructuring, workforce planning, and performance framework
alignment.

• Oversaw HR for a diversified group including real estate, gyms, limousine services, and
facility management.
• Scaled the workforce from 50 to 600+ by introducing structured HR processes.
• Rolled out performance-linked compensation and revamped employee engagement
initiatives.
• Implemented process improvements in payroll, onboarding, and HRIS implementation.

• Delivered HR transformation projects, focusing on compliance, talent acquisition, and policy
frameworks.

Organization: Yazaki India Limited (former Tata Yazaki Limited)
Designation: Deputy Manager-Human Resource
Duration: October 2011 - July, 2013
Its a very challenging stand alone role involving various HR functions ranging from recruitment of all to grievance management. I am now responsible for the smooth functioning of whole Gambit of Talent Management in Human resource department which covers 5 sites with 800 employees. I manage and review the daily operation and running of HR department and various projects. For YIL I am heading the Talent Management and Talent Acquisition functions.

Key Responsibilities:
Recruitment:
* Responsible for annual Manpower budgeting for Yazaki India Limited.
* Responsible for handling Talent Acquisition for all the locations of Yazaki India Limited.
* Responsible for fixing salary bands and fixing salary for all hiring.
* Focus on Cost effective recruitment solutions and ensure hiring at minimal cost
* Liaison with Hiring mangers/Head of Departments across all the location for manpower planning
* Involved at Strategic level in terms of Budget Management at group level, analyzing and reconciling the manpower budget at the end of each quarter with the actuals and forecasting future projections of the spent.
* Responsible for advertising vacancies internally to promote lateral and vertical movement of employees within the company
* Successful implementation of Employee Referral Scheme and bringing down the hiring cost drastically.
* Responsible for maintaining centralized database of profiles across levels.
* Quarterly hiring analysis


Employee Engagement:
* Organising events & activities to make the workforce happier
* Wellness Activities - Employee Health Checks, Doctor & Nutritionist and introduce specialist sessions
* on Healthcare and stress relief
* Build on successful Engagement Activity including Festivals and Special occasions
* Developing & executing strategies for employee Rewards & Recognition
Separation: * Handling entire exit process-Conducting exit Interview, Organising farewell.
* Quarterly attrition Analysis to know the trend.
Compensation & Benefits
* Responsible for doing annual compensation and benefit for YIL in relation with the other companies.
* Reviewing, developing and implementing key compensation, benefit structures and programme including long and short-term incentive plans.
* Developing and implementing policies to recognize and reward contribution and achievement to motivate higher performance level.
HR Performance Management:
* End to end Performance Management Process Implementation.
* Identifying Performance assessment process, documenting and implementing
* Competency Mapping among the various roles and identifying the baseline competencies
*

• Managed talent development programs, succession planning, and internal mobility.
• Introduced structured performance reviews and career planning frameworks.
• Trained assessors and implemented behavioural competency models.

I have to provide assistance in the development of HR strategies/plans and support their implementation. It involved providing a generalist HR service including recruitment, compensation & rewards, employee relations and best practice value driven HR policy development. My work involved:

Ensuring the implementation of, application and adherence to HR Policies and Procedures. Advising and coaching the management team on best practice within HR. Reviewing, implementing and maintaining the full range of policies and procedures required by HR best practice. Developing policies on issues including performance management, working conditions, disciplinary procedures and absence management. Maintaining employee handbooks, ensuring employment policies are compliant with current legislation. Recommending changes and improvements to existing processes.
Co-coordinating the recruitment process through to offer stage. Assisting with the recruitment of temporary and permanent staff, and administering contracts and terms and conditions of employment. Ensuring recruitment and selection processes are in line with best practice. Managing recruitment activity from sourcing to final placement of candidate.
Ensuring all new employees receive effective induction training. Overseeing the induction program for new hires
Creating effective lines of communication in order to facilitate positive employee relations.
Implementing an effective performance management system.

Handling & Answering employee queries whilst ensuring that all queries are handled in a timely and effective manner with timely follow up
Dealing with annual leave queries, processing requests and keeping leave and cover records up to date Maintaining working time / flexi-time records
Assisting with the preparation of the new employee starting information packs to ensure sufficient packs are ready for new employees
Assisting in developing and implementing the organization’s policies and procedures
Assisting in developing and communicating the employee Handbook.
Keeping the internal telephone lists up to date
Auditing Employee files ensuring legal compliance
Assisting with recruitment (correspondence, setting up interviews, etc). Dealing with and fostering links with recruitment agencies and websites to ensure delivery of an efficient & cost effective service. Setting up job interviews - informing candidates & preparing interview packs. Participating in the recruitment and induction of new staff.
Obtaining and supervising work experience staff.
Maintaining and updating the filing system ensuring that efficient and accessible filing and administration systems are maintained. This included:
Creating new employee personnel files.
Ensuring that all necessary employment documents are received and filed in timely manner. Ensuring that all employee documents are accurately filed and sorted, e.g. sickness certificates, interview notes etc.
Filing employee salary reviews on a monthly basis.
Removing all leavers personnel files from the current employees filing cabinet.
Filing Exit Interviews on the leavers files.
Organizing the storage of files offsite as appropriate

• Led recruitment drives, employee onboarding, and training rollouts.
• Supported payroll, HRIS implementation, and grievance redressal mechanisms.

Dynamic role involving recruitment, selection and training to the employees for regional centers
Shortlist employees, arrange written tests and then arrange for personal interviews for the successful candidates while liaising with respective branch heads
Arranging for training of the employees in coordination with respective branch heads
Identifying Performance assessment process, documenting and implementing
Handling entire exit process-Conducting exit Interview, Organising farewell.
Full & final settlement of left employees as per company policy.
Quarterly attrition Analysis to know the trend
To develop and maintain effective working relationships with senior academic and administrative colleagues, all those with HR responsibilities in departments and divisions.
To develop and maintain management skills and professional competence

• Managed business partnering for multiple verticals, supporting recruitment, appraisals, and
training.
• Played a key role in talent retention and employee development programs.

Ensuring that all necessary employment documents are received and filed in timely manner. Ensuring that all employee documents are accurately filed and sorted, e.g. sickness certificates, interview notes etc.
Arranging for training of the employees in coordination with respective branch heads
Shortlist employees, arrange written tests and then arrange for personal interviews for the successful candidates while liaising with respective branch heads
Handling & Answering employee queries whilst ensuring that all queries are handled in a timely and effective manner with timely follow up.