Rupinder Walia

Report to the General Manager and provide full strategic guidance,   recommendations and solutions to all matters related to HR, employee welfare/wellbeing, legal, social and health & safety compliance 

Work towards building up and improving HR services for the workforce

Update, implement and lead all HR policies, communications and procedures in line with statutory guidelines and legislation

Support and partner with all business leaders with on boarding and off boarding procedures

Liaise and partner with local talent acquisition agencies for all talent requirements

Manage the entire talent acquisition process from selecting, interviewing and assessing the right people for the company

Draft and manage all employee contracts across all working patterns, ensuring full legal and Good Work Plan 2020 compliance 

Partner with payroll and third party provider to ensure all payroll is done accurately and in a timely fashion

Partner with external counsel including acas, HMRC, CIPD and Croner to ensure people practices are compliant with current statutory requirements

Create and continue to update Covid-19 policy, risk assessments and health & safety requirements as per the ever-changing environment of this pandemic

Managed and addressed employee expectation, wellbeing and concerns during the furlough period from March 2020 until October 2020

Currently managing the mental wellbeing and handling sensitive redundancy cases 

Managed sensitive redundancy cases in July 2020, following the lockdown and furlough of employees

Have continued to work through the entire pandemic whilst working from home at times, entirely on my own, managing all communications and running the HR department single-handedly

Currently working on an Equality, Inclusion and Diversity policy/programme to be considered for roll out in Q3 2021, including the creation and roll out of EDI ambassadors within each department of the company

Currently working on the latest version of the Employee handbook 

Currently working with a couple of HR software tool providers, negotiating packages for the company requirement to be agreed and installed in 2021

Continue to navigate the company through the pandemic, managing the workforce wellbeing and maintain continuous communication

Manage all grievances and disciplinaries as per Employment law and with full compliance to acas guidelines

Coach Directors and department managers on employee engagement, wellbeing and performance management and conflict resolution

to the HR Director, worked towards the 3-year Human Capital Strategy plan, including defining work levels, talent management, succession planning and employee engagement

EET: Panasonic, Toshiba, Nokia, Aftron)
•Point of referral for Electronics Senior Management, line managers and employees comprising 500 people as well as for departments including Total Rewards, Learning and Development, Recruitment and HR Operations
•Advised business leaders on all aspects of people operations including recruitment, learning and development, talent management, disciplinary procedures, on-boarding and separation
•Led on employee development through IDPs in accordance to business to roll out initiatives and programmes
•Managed the business performance review process including systems support, management of underperformers through structured coaching, feedback and management of top performers
•Liaised with the Director of Electronics as well as General Managers regarding manpower budgeting and requirements based on historical data and projections around net sales, profits and cost
•Worked with brand General Managers on HR strategies such as succession planning, retention, career pathways, individual development and growth as well as redundancy plans following downsizing and changes

hiring managers on candidate suitability and fit within the overall organisation
•Worked with recruitment agencies and external consultants addressing recruitment needs while negotiating contracts.
•Responsible for relocating employees transferring from other locations to HQ
•Managed complete exit process for all leavers, fulfilling all legal requirements
•Dealt with and addressed all employee relations queries, questions and issues, first point of contact for HR
•HR policy expert, employee queries and grievances in relation to Company policies
•Rolled out the Wyeth corporate directive with department Directors, including running of workshops, holding training sessions and one on one sessions; facilitated acquisition-related workshops to all employees as a