Reena Chitre

o Identifying talent based on performance appraisal ratings and assessment ratings (diagnostic analysis)
o Oversee the logistics of assessment centers and monitor the process of assessment of employees/candidates in the assessment centers for recruitment, promotion, and succession.
o Participate in the preparation of annual Talent Management budgets. o Evaluate monthly statistical reports and charts, evaluate them, identify gap analysis, and put an action plan.
o Assist employees in interpreting assessment results, identify gaps and help in achieving their personal development plans.
o Coach/Train/Create awareness and ensure clarity to employees on talent management related processes and activities.
o Review, improve and update talent management processes and procedures in order to increase talent management efficiency and develop systems in collaboration with IT department and vendors to measure effectiveness of talent management programs and maintain records and prepare statistical reports.
o Design/Update technical assessment tools in coordination with Assessors/Subject Matter Experts
o Design/Update Talent Management flow chart to adhere with ISO standards.
o Provide psychometric feedback session, identify and advice most suitable ability and personality testing for various categories of employees/candidates
o Perform effective formal/informal coaching and mentorship to various associates at all organizational levels in an impactful, collaborative, and consultative manner.
o Partnering with HR Business Partners to identify, develop and retain top talent (high potential employees) to ensure sustainability and to avoid recurring cost of recruitment.
o Collaborating with HR business partners in identifying and assessing leaders against the company’s leadership competencies to identify succession potential and development needs.
o Review and analyze performance results for identified “Successors” in association with Business Unit Heads and Business Partners.
o Ensuring alignment and linking of succession plans with other human resources initiatives - retention and sourcing strategies.

o Oversaw the recruiting, hiring, and onboarding process by performing background checks, conducting interviews, issuing employment contracts, and facilitating orientations.
o Assisted HR Manager in accomplishing various human resource related activities, including but not limited to coaching, counseling, benefit explanation and performance management.
o Provided assistance in implementing an Affirmative Action Plan that enabled the company to recruit and hire the most qualified individuals to effectively meet the business’ rapidly changing needs.
o Provided immediate response to all general inquiries regarding HR policies, benefits, and employment laws.

o Sourcing, interviewing, identifying, and recruiting suitable candidates for Rig Operation and for Head Office.
o Negotiating the offer with the selected candidates and explaining in detail the benefits associated with the position.
o To identify, analyze and solve HR issues and act as a focal point for employee issues.

o Responsible for procuring raw material from local and international market, developing new vendors.
o Planning and budgeting of purchase functions, involving cost estimation, contract negotiations.
o Monitoring stock levels to avoid situations like over-stocking or out-of-stock which could cause production and financial losses.
o Regularizing material receipts and ensuring the fluidity of stocks from warehouse to stores.