Senior Manager - Human Resources
Acharya Institute of Technology
Total years of experience :15 years, 8 Months
• Heading the HR Division and reporting to Director Human Resources
• Manage Entire life Cycle including recruitment, employee life cycle, grievance handling and exit formalities, Induction, Orientation and Exit interview
• Develop and Facilitate the performance appraisals for faculty member and other staff members
• Help Head of the Departments to formulate performance tracking on a regular basis, builds and maintain an atmosphere where coaching, counseling and feedback lead to better performance
• Policy formulation and making necessary changes as and when required, managing standard operating procedure and valuable inputs to management on strategies the HR Operational activity, ensure adequate communication with Associates to ensure adherence to HR policies and processes
• Leave management and Attendance Management, Payroll processing
• Employee Relations- Act as a Single point of contact for faculty & staff members concerns, propose new ideas to have employees needs met wherever possible
• Manage HR activities for 13 colleges in the campus, especially for employee engagement
• Conduct skip level meetings, one-on-ones, open houses, focus group discussions (FGDs), RAG discussions, counseling, batch visits and salary helpdesk
• Developing the HR plans and policies in conjunction with the requirement of the Institution overall development plan and maintain the HR Manuals
• Act as a single point of contact for Associates for HR related requirements
• Develop the recruitment plan for the month covering positions to be filled and channels to be used
• Working on various internal metrics from time to time to provision and enable decision making
• Responsible for driving performance management process and partnering with business for corrective action planning for bottom performers
• Ensure prompt / timely resolution of employee grievances and maintain cordial employee relations
• Communicate current job openings to all the employees and timely execution of Internal Job Postings
• Conduct the assessment center for promoting Associates to the next level (G Grade) and manage the end to end process
• Meet with the Principal/HODs and Management team at regular intervals to understand their suggestions/concerns and to apprise them of any HR updates
• Extended support to APJ HR Ops to improve/drive change, implementing improved processes/procedures through automation and maximize output to deliver a value-added service
• Working with Manager, HR Operations to review current processes and procedures within the HRSS organization, develop proposals for improvement/automation, gain buy in from stakeholders, and implement changes
• Leverage Case Management tool to drive the operational efficiencies
• Manages committees on wellness, training, health and safety, culture, and communications as needed
• Send out Employee Communication and feedback through meetings, Suggestion Programs, Front end the analysis for Employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings
• Managing a team ASK HR team for daily productivity, customer satisfaction, Audits etc.
• Drive Employee Satisfaction Survey and track them regularly. Suggest improvements in services in future, if any
• Managed Process Automation and Improvement of HR projects by effectively partnering with stakeholders/ customers / end users to ensure that their needs/expectations are understood and met
• Engaged with the Global HR Information Systems (HRIS) team and pursue prioritization and implementation of the APJ HR automation requests
• Be part of the Global HR Operations team to agree and track metrics and measurements of success for the APJ HR Operations
• Supported in transitioning of work to the Centralized Shared Services team to enable in-region HR Operations teams to enhance their service level
• Document processes and the SPOC for all SOP’s which not only restricts to Updates, version creation, creating repository, audits on existing documents
• Provided support in evolving and implementing the HR Operations model for APJ, strong driver of working with teams across geographies, especially in On-Boarding, Exit Management, Employee Life Cycle activities
• Effectively managed and implemented innovative programs/initiatives/HR processes
• Provide inputs to Payroll team timely to have the seamless transaction every month
Projects and Achievements
• Project completion around automatic offer generation
• Project completion on Workday Recruitment module
• Coordination, collaboration with various HR function, HRBP, Cross Functional Teams to execute responsibilities as per the Pre-Defined Recruitment support functions within the scope of Global HR Services
• Coordinating with the vendors / Candidates or Background Escalation Lead to obtain clarifications, approvals solicited by the vendor/process
• Manage Requisition creation, Background checks, Offer letter generation, new hire notifications, ID Creation through the Applicant Tracking System
• Update relevant employee database(s) to ensure correct program and Job data is entered
• Point of support for candidate queries by providing valuable information based support. Timely communication & follow-up with the recruiter on any issues/concerns raised by the candidates
• Follow up on BGC with Vendors and the clearances, pending cases
• Streamlined the background check process by preparing the checklist and designing effective communication templates making it more time efficient
• Building and Maintaining effective partnerships to ensure apt HR Support to end user
• Train team people in global nuisances
• Track the leaves and service awards in the company apt tools, was also part of Workday Module training sessions
• Support in reports and analytics related to Background Verifications, Vendor review, Trend analysis, effort analysis, new joiner’s data
• Executing Vendor management, negotiation, invoicing, tracking of bills, termination and settlement
• Generating various reports which are scheduled (calendarize for monthly weekly requests) or ad-hoc reports ensuring all stakeholders are notified on timely basis. Making analysis of reports like trend analysis, Descriptive Analysis, Comparative Analysis, Cause & Effect (RCA) for leadership team
• Overseeing the recruitment process. Managed HR Operations along with Employee Engagement and Talent Management - Was in charge of end to end employee life cycle processes. Maintain employee files and records in electronic and paper form
• Enhance job satisfaction by resolving issues promptly, applying new perks and benefits and organizing team building activities
• Manage the New employee On-boarding and exit processes
• Provide high-quality advice and service to management on daily employee relations and performance management issues
• Gather and analyze data with useful HR metrics, like time to hire and employee turnover rates
• Undertake tasks around performance management, conduct employee on boarding and help organize training & development initiatives
• Assist in development and implementation of human resource policies, Promote HR programs to create an efficient and conflict-free workplace
• Provide support to employees in various HR-related topics such as leaves and compensation and resolve any issues that may arise
• Maintain ongoing relationships with employment agencies to ensure the selection of the most qualified candidates.
• Answer employee questions and addresses employee concerns with company; including employee safety, welfare, wellness and health
• Build an effective ‘Learning and development’ framework for managing various learning needs of employees
• Ensure deployment of KPI and a regular monitoring of performance against targets and in case of deviation define and implement corrective measures
• Facilitate half yearly and annual performance calibration & review meetings. This involves generating various reports for line managers, conducting the review sessions, collating/compiling the review meeting results & reporting back to the manager
• Fostering high performance and talent development culture across business units
• Initiate, manage and improve the HR processes in all areas (both, the routine & critical areas)
• In coordination with the BU manager, manage the Career path (Job family Matrix & behavioral competencies) for all employees in the organization. This will include mapping of employees on competency grid & enable the line managers to create appropriate development paths to improve the core competencies
• Ownership for Organizational Training and Development needs, own the Training Calendar
• Focus on Leadership Development for all levels up to Director level
• Plan and execute Succession Planning initiative for High Potentials in the organization
• Develop and administer satisfaction surveys, interview and capture feedback from business managers and other stakeholders
• Be the voice of the talent groups in reflecting issues back to management and ensure timely resolution of issues
• Provide inputs for improving the effectiveness of processes, policies on talent management
• Collaborate with various support functions to ensure daily routines are executed & doesn’t impact the employees
Projects and Achievements
• Worked on Value stream mapping (6-Sigma Lean Methodology) to streamline processes across various regions, identify NVA, and eliminate waste and to share the best practices.
• Reworked new-hire orientation program to motivate the employee’s right from the first day
• Evaluate profiles of candidates and ensures that profiles meet hiring requirements
• Searching for relevant profiles through recruitment channels. Sourcing active candidates from on-line databases, contact lists, internal databases, internet and social networking sites
• Utilizing understanding of job market, job responsibilities, professional competencies and transferable skills to read between the lines when matching clients to opportunities
• Compensation and benefits administration
• Interact with employees to standardize expected behaviors, media engagements, gifts and entertainment policies of the company
• Send out periodic communication to employees on relevant compliance responsibilities and compliance and ethics policies of the company. Internal communication on quarterly newsletter, Employee Appraisal System
• Prepare or implement budgets and strategic, operational, purchasing, or maintenance plans related to Wellness activity
• Develop marketing campaigns to promote a healthy lifestyle or participation in fitness and wellness programs. Conduct surveys to determine interest in, or satisfaction with, wellness and fitness programs, events, or services
• Initiated the setup of gym in office. Front end in identifying vendors who can help us with the wellness activity specific to employees needs based on survey result, conduct series of discussion to best fit the wellness program
• Send out periodic surveys/links to employees and compiling data’s and reports from the periodic employee surveys sent out to the employees
• Provide periodic retraining to employees on important issues, such as sexual harassment, creating a respectful workplace, Compliance Awareness Trainings, intended to make employees aware of the various company laws, regulations and policies that they need to know in order to perform their job responsibilities, and to make them aware of where to go for guidance and help.
• Ensure all learner certification process is followed to without any deviation, Carry out training needs identification exercise
• Conduct and participate in the control activities that may signal potential exposures for the company or its management, through audit of employee e-mails
• Take feedback from participants for all L & D programs. Upload all necessary details including participant nominations, actual attendance and certifications for post activity tracking
• New program content preparation and content updating for existing programs, employee handbook as and when directed by HR Department
• Co-ordinate with the team for the required data likes telephonic details, budget details, employee detail along with login id, mail id
• Timely AMC contracts, new contracts and negotiations at times
• Purchase orders receipts of purchase, getting approvals for the new procurements Stationary items, data card, housekeeping materials corporate gifts, event related items
• Processing of the bills month end, with respect to admin activities or facility function based
• MIS for budget v/s expenses, consolidated expenses tracker, bill statements, department wise costs, monthly tracker
• Daily activities related to admin like cleanliness, exit clearances if any, inclusion of new employee records
• Handling any queries and providing facilities to the employee to put them at the case.
• Was the pioneer in identifying the need for Gym and coordinate the entire activity, alongside couple of other indoor courts for fitness related activity
• Effective co-ordination for the travel desk i.e., helps in booking of cabs for night shift employee, female employee transport
• Strong data base of new vendors and vendor management
• Distribution of coupons for the authorized employee and keep track for the same, maintaining cubical occupancy detail
• Represent the Sourcing team to recruiters, Hiring managers, and Candidates,
• Sourcing resumes for remote employees FOS, Plan and execute recruitment drives for large ramp ups
• Source from social networking sites, Manage database on infrastructure skills and source for just in time hiring
• Collaborate with recruitment delivery for candidate engagement and provide consultation on competition to hiring Managers
• Conduct Joining Formalities
• Bulk and Volume Hiring
• Co-ordinate for one stop solution on staffing needs, budgeting and resource allocation across division and companies