freelancing consultant
Samsung Electronics, Jhajjar Power Ltd
Total years of experience :32 years, 5 Months
Over 25 years of wide and in depth experience in diverse manufacturing sectors starting with Automobiles, Chemicals, FMCG, Consumer Durables and Power as well as service sectors of Air Cargo and Health Care. Some note worthy employers being Daewoo Motors, Coca-Cola, Samsung Electronics, Jhajjar Power Ltd. (SPV of CLP India).
•Senior Human Resources Business partner who has shaped high performing culture in my various stints by leading from front, inculcating and reinforcing the core values of the organization resulting in increase of revenues.
•Prolific communicator and initiated current human capital practices to attract and constructively engaged with people to retain and develop the high potential talent.
•Comfortably managed the exposure spread, ranging from Employer Branding & creating talent pipeline
An International Social sector organization under the umbrella of Aga Khan Foundation and their flagship ISO 9001: 2008 certified 180 bedded hospital, Prince Aly Khan Hospital, Mumbai having workforce of more than 1000 people.
Key Achievements:
•Within short span implemented an intervention branded as ‘UDAAN’ to reinforce the value framework of the organization and bring customer centricity in all areas of operations in the hospital with collaboration of all the stake holders.
•Planned and lead the Talent Management Strategy to attract, retain and develop talent resulting in enhancement of quality manpower, creating talent pipeline and sensitized the stakeholders to drive performance - ownership & accountability driven culture resulting in increased of occupancy of hospital by 8%.
•Created Industrial Relations Framework document with involvement of different stakeholders to manage the risks of different workforce categories.
•Initiated and completed the challenging process of Compensation Benchmarking of clinical and administrative positions of Health Sector in partnership with Mercer which was one of the first in Mumbai to align the compensation philosophy with the market
Started as a
Key Achievements:
•Complete hiring of the O & M manpower for the green field project during construction phase, putting systems and processes for land acquisition and payment of compensation to the farmers/ land losers, engagement and management of contract labor and complete management of residential facilities at the site.
•Assessment of organizational health by measuring the Trust Index and doing Culture Audit through Hewitt; Advising the leadership and putting the framework for people & related HR processes to make Jhajjar unit an ‘Employer of Choice’.
•Created framework for learning and development as well as competency mapping for succession planning of critical positions.
•Stellar role in launching the GET Program& initiating the employer brand building through campus hiring from premier institutes to build the talent pipeline and launched a Reward & Recognition Pragram under the Brand name ‘UTKARSH’.
Key Achievements :
•Played a pivotal role in bringing changes in the performance management system and generated awareness among the key stakeholders to make it more objective and transparent, resulting in substantial improvement in engagement scores from 76 to 83 (Great Places to work) and reduction of attrition from 28% to 16% for Noida Manufacturing Units.
•Planned and completed the shifting of the telecom manufacturing unit from Manesar to Noida to bring synergies of operations and integrated the systems & processes to ensure seamless integration into the Electronics business
initially for West UP and then for East UP operations.
Key Achievements :
•Initiated robust communication system with all the internal stake holders to constructively engage them in organization capability building resulting is high level of employee engagement.
•Launched and closed the VRS for surplus employees without single IR issue in the business unit.
•Signed LTS with CITU affiliated union and achieved agreement on productivity and job rotation on reciprocal basis.
•Initiated tough disciplinary action against undisciplined workers/ union office bearers and inculcated discipline in the business unit.
•Developed plans and systems to ensure a pipeline of talent by tying up with management and technical institutes.
•Launched series of reward and recognition programs for front end/ back end teams for performance improvement on key business drivers and to build accountability.
•Handled the challenge of Expectation management of the potential/ high performing resources and developing retention strategy for front end and back end by identifying the potential resources and developing customized plans to retain them.
•Handled series of CSR activities in area of health, water and education. The East UP Business Unit of Hindustan Coca-Cola was awarded as the BEST EMPLOYER by the Ministry of Social Justice
Holistic exposure to HR, IR, &
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