Shalini سيفاكومار

• Lead the development, implementation and standardization of cost effective HR processes, systems and metrics to support HR Operations and Services goals aligned with organisational vision and mission.
• Act as key contact / advisor for employees and managers (across multiple business units) regarding current and anticipated organizational needs, HR queries, performance, employee relations / grievance issues etc.
• Lead recruitment efforts with a focus on bringing in diverse talent and building a reliable talent pipeline.
• Research industry competitors to be aware of market conditions and be able to source potential passive candidates through social media and other networking channels.
• SPOC for Employee Life Cycle Management- related inquiries including payroll, benefits, career development, etc.

• Lead the implementation of the performance driven culture for the company through PMS (BSC) across the organization.
• Contribute to the business strategy by helping regional business leaders identify, prioritize, and build organizational capabilities (Talent Management/ Succession Planning), Culture, behaviors, structures, and processes.
• Manage entire PMS cycle (Objective setting / Mid - Annual Appraisal) and facilitate SMART goals / feedback workshops

• Ensure effective deployment of the compensation and benefits framework ensuring relevance and competitiveness
• Contribute to the Talent Review, identify pivotal talent, and document a robust succession plan for talent strategy

• Review organizational structure and recommend changes to improve organizational efficiency on annual basis

• Review and benchmark the internal /external environment to improve HR policies and engagement initiatives

• Promote and implement company-wide HR & Organization Development / Effectiveness programs

SAIPEM Award: “OUSTANDING BUSINESS CONTRIBUTION-HR”
OPITO FEDERATION Award: “2012 BEST TRAINING CO-ORDINATION”
• Talent Acquisition & Recruitment Activities:
• Accurately carried out man-power planning which ensured zero man hour loss and reduced staffing overheads by 25%.
• Completed Job analysis and Role Analysis for 100 job positions which resulted in improved staff utilization rate
• Well-versed in recruitment techniques including head-hunting, social media (LinkedIn, twitter) and traditional methods
• Manage and maintain company career-site
• Handled small and large recruitment campaigns and recruitment budget
• Established Talent- mapping networks reducing headhunting cost by 35%
• Improved CV sourcing and sorting process which resulted in lesser recruitment
• Conducted specialized recruitment campaigns targeting women and specific countries to improve the gender and cultural diversity ratio
• Talent Management & Performance Management:
• Successfully managed and led performance appraisal process for 5000 employees.
• Initiated “Key Resource Management (KRM)” programs across the organization to develop talent groups which has resulted in increased engagement and increased retention of workforce.
• Designed and created career paths for top 500 performers of SAIPEM 2013
• Designed and led a team of OB consultants to formulate objective schemes and other performance documents in line with competency models
• Managed promotions, poor performance and other performance related issues in-line with company policy
• Training and Development:
• Initiated the procedures for creating and developing special task groups
• Developed and implemented Training Matrix which has decreased training costs by 5% and improved quality and efficiency of training
• Designed collaborative and blended learning instances working with partners in L&D
• Worked closely with HR leadership to develop specialized training programs for local leaders
• Coordinated the training schedules and logistics which helped reduce training costs by 12% and reduced last minute cancellation by 35%
• Employee Engagement and Change Management Activities:
• Coordinated Employee Engagement polls and implemented action plan immediately which had led to 25 points increase in employee satisfaction scale
• Instrumental in forming BUSINESS INVOLVEMENT GROUPS which has increased employee participation in business decision making
• Constantly engaged senior management and employees to coordinate various morale campaigns to improve the work atmosphere and reduce stress at work
• Delivered crucial information regarding deployment and retrenchment with confidence, mitigating risks in capacity of change agent
• Compensation and Benefits:
• Responsible for compensation & benefits related issues at the Group Level inclusive of Budget preparation, Incentive Schemes reviews/proposals, development of Recognition Programs, development of Policies and Procedures.
• Generated employee benefits data in the HRIS to support strategic decision-making.
• Deliver information to employees about benefit programs, procedures, changes, and government-mandated disclosures
• Established Effective Salary and Grading Structure
• Analyzed compensation & benefits policies and procedures and submit recommendations
• Maintain company's compliance with internal laws and procedures

• Talent Acquisition and Recruitment:
• Introduced online employee referral scheme which resulted in 150% increase in referrals
• Introduced psychometrics test in CV pre-screening
• Introduced quarterly review process for vendors which improved the quality of candidates
• Led and managed ‘Assessment centers’.
• Built talent pipelines and competency bench-marking
• Expert in manpower planning
• Pre-screening, telephone interviews and first round recruitment.
• Managed end-to-end recruitment including sending offer letters and on-boarding.
• Coordinated and conducted resource forums
• Designed and managed ‘Candidate management system’
• Talent and Performance Management:
• Lead and completed succession planning for 50 key management positions
• Introduced self-appraisal as a part of appraisal process
• Held 45 leadership camps resulting in the identification of 130 young leaders
• Designed, coordinated and implemented “Graduate Program ”
• Employee Engagement Activities:
• Worked effectively with store managers to prioritize action plan of “Your Say” survey and implemented them with least business impact
• Being a change agent, had to prepare for and implement the change plans stated by regional HR leadership
• Worked in streamlining and channelizing HR communications within M&S stores
• Compensation and Benefits:
• Responsible for compensation & benefits related issues inclusive of Budget preparation, Incentive Schemes reviews/proposals, development of Recognition Programs, development of Policies and Procedures.
• Generated employee benefits data in the HRIS to support strategic decision-making.
• Deliver information to employees about benefit programs, procedures, changes, and government-mandated disclosures
• Compensation and Benefits:
• Responsible for compensation & benefits related issues inclusive of Budget preparation, Incentive Schemes reviews/proposals, development of Recognition Programs, development of Policies and Procedures.
• Deliver information to employees about benefit programs, procedures, changes, and government-mandated disclosures

HR Talent Acquisition
• Achieved headcount targets
• Extensively used different recruitment and marketing techniques to attract suitable candidates.
• Developed strong working relationship with clients.
• Immigration counseling and paperwork for International Employees
• Facilitated and developed activities for improving employee performance and productivity.


HR Research-Work Experience
Cancer Research UK (Contract)
• Successfully managed four recruitment cycles including on boarding and induction activities.
• Was responsible for training and mentoring new volunteers.
• Was responsible for implementing a staff time sheet system for the volunteers.
• Persuaded customers to participate and contribute at fundraising activities.

PeopleHealth Solutions Pvt Ltd, India:
• Designed, implemented and coordinated employee assistance programs (EAP) for high profile technology organizations.
• First point of contact for employee welfare planning for 15 technology companies.
• Conducted SWOT, PEST and Field Force analysis to provide insights on HR management strategies for 35 technology companies.
• Worked with technology clients in the capacity of an HR consultant to reduce absenteeism and improve employee engagement.

• Successfully managed four recruitment cycles including on-boarding and induction activities.
• Develop training and mentoring plan.
• Designed, implemented and coordinated employee assistance programs (EAP)