Business Partner - DGM - HR
Dormakaba Group Company
Total years of experience :19 years, 0 Months
Notable Achievements:
• Demonstrated highest standards of technical excellence, business objectivity and professional independence and successfully:
- merited the “Best Company Award for Performance Enablement & Performance Engagement” in Dormakaba Dialog engagement exercise
- presented with “Best HR practices Award” at Indore in 3rd HR Summit - April 2014
• Provided leadership, strategy, and vision to “Corporate Social Responsibility - CSR” initiatives and successfully achieved the "Best CSR Practices" award for the Company (Dormakaba) from the President of India in October 2019.
• Represented India at 3 HR meets in Europe (Italy & Germany) supporting cross-culture alignment as well as to improve collaboration between HR partners (Dormakaba Company) across the globe.
• Automated essential HR process and piloted implementation of Employee Central - HRIS with an aim of advancing efficiency, reduce costs and process time.
• Anchored the budgeting and organizational restructuring operations at Dormakaba with an aim of adding value, improve performance, reducing costs and achieve targeted goals/ standards.
• Functioned as an expert for handling HR related legal issues of the organization - liaising with legal experts/ court of laws and devising solutions in line with best management practices, labor laws with no compromise on organizational policies.
• Mentoring aspiring students across TIER I B-schools in India. Received several accolades and awards from prestigious institutes such as IIM Ranchi, XIM Bhubaneswar, IMT Ghaziabad, Fore School of Management New Delhi, JIM Lko, Amity Noida, IISWBM Kolkata, and Skyline Business School Gurgaon for successfully implementing Innovative HR practices at multiple units of the group.
Key Contributions:
• Representing HR lead for a variety of HR management operations; coordinating with Board of Directors and business lines to express new ideas and develop solutions in line with budget and overall organization’s work culture.
• Developing evaluation techniques to assess the effectiveness of prevalent HR processes, systems, and technologies; conducting HR audits to identify key business drivers and gaps as a basis for developing policies and structures.
• Strategizing HR policies, structures and processes aimed at embedding an integrated HR management function consistent with local labor laws, core business strategy and overall organization’s vision.
• Closely monitoring performance of applied policies/ strategies, analyzing trends and metrics of HR environment (internal/ external); identifying deviations and making mid-course corrections to assure attainment of desired goals.
• Serving as Change Agent - outlining people side impact of changes in processes/ policies; designing change management strategies to expedite adaptation, minimize resistance and secure consistency of business operations.
• Contributing research and analysis on continual basis to ensure all organizational strategies/ programs/ initiatives are aligned with ever changing business environment and employee growth needs.
• Keeping abreast with industry trends/ market environment; presenting HR acumen, best practices and business imperatives in developing policies enabling an effective and progressive Human Resource Management function.
Notable Achievements:
• Demonstrated success in sustainably improving business performance through contributions in brand building; employed best HR practices to transform business processes at Amtek.
• Performed due-diligence of two organizations acquired by Amtek - provided valuable insights to support fact-based decision making while provided solutions to ensure seamless and successfully operations.
Key Contributions:
• Provided strategic oversight and direction to organization’s HR policies/ practices; managed several essential functions to maximize HR process efficiency and integrate them with labor laws and key business goals.
• Commanded the manpower planning function - developed manpower forecasts, evaluated head-count, and conducted gap analysis to ascertain the organization has the required staff to meet current and future business goals.
• Designed a complete recruitment roadmap and identified various sources of recruitment to attract qualified candidates and hire the best employees. Oversaw the entire recruitment cycle to ensure fair and best recruitment practices.
• Developed a competitive pay structure and benefits offerings while assuring they are current, legal, and capable to attract top talent as well as retain valuable employees.
• Conducted performance assessments to identify areas demanding improvement/ appreciation; established training programs/ initiatives to build a workforce focused on achieving their goals proactively.
• Striven to inculcate organizational culture and values among new/ existing staff; regularly evaluating staff climate to identify and correct points of resistance thus enabling an environment conducive to performance excellence.
• Collaborated efforts with senior management and various other departments - presented integral support to ensure all HR operations comply with local laws, international best practices and deliver maximum value to the business.
Key Contributions:
• Contributed significantly in the development of HR policies, systems, and structures which aids in selection, development, and retention of the right staff needed to meet strategic business objectives.
• Delineated business goals to conceptualize HR programs/ initiatives that increase employee engagement, morale as well as facilitate ongoing, long-term improvement of skills and performance.
• Led the design and establishment of an integrated organizational structure with clear reporting lines and well-defined job descriptions to cultivate a results-focused, performance-driven culture that aligns with core business objectives.
• Represented operation lead for talent acquisition, management, and career development operations; recruited staff of high caliber, devised assignments and performance metrics to ensure high potential candidates grew in development roles.
• Served as an escalation point for HR issues that are complex, critical and long-standing; devised solutions in line with HR policies while balancing between organization’s interest and employee integrity.
Key Contributions:
• Responsible for the operational delivery of HR services and support; oversaw employee satisfaction and productivity as well as ensured that all HR procedures comply with the organization’s HR policies and country’ labor laws.
• Systematized key elements impacting processes such as recruitment, performance management, training, payroll, and employee relations with keen focus on maintaining functional consistency and budgets.
• Devised a wide range of organizational development and employee engagement programs to boost morale, maximize employee contribution and align different levels of management.
• Ensured alignment of all HR strategies with organizational goals through regular communication and presentation of business reports to higher management for strategic decision-making.
Key Contributions:
• Managed delivery of Human Resource services, policies, and programs with an aim of effectively balancing employee needs with strategic goals of the business.
• Revitalized HR teams and streamlined HR processes in order to increase the effectiveness of current organizational systems, dynamics, culture, competencies, management, and HR related practices.
• Prepared a range of HR related documents/ letters/memos/ circulars as directed by management in addition to reports that highlight key HR trends and metrics for senior management review.
OTHER PROFESSIONAL EXPERIENCES:
• May 2003 - April 2005: Manager, Door Training & Consulting India - Gurgaon, India
• August 1999 - July 2001: Executive, Manisha Refractories Ltd. - Cuttack, India
Currently Pursuing