Sharda Kanojia

Project - Service Delivery Delay

Objective: Analyze reasons for Delay in Service Delivery across all Mercedes Workshops in the group.
Benefit/ Savings: Give recommendations for process improvements that can avoid loss or delay in revenue

Initiatives & Strategy

• Partner with Business Units and other senior HR colleagues in the implementation of the strategic HR Plan, projects and initiatives to positively add value to both our business and employees.
• Identify local project and HR initiatives in line with Functional needs, working with the relevant Senior Colleagues, to gain additional support and leverage.
• Partner with key stakeholders within Businesses to ensure that all HR projects and initiatives are appropriately communicated and implemented across the group.
• Support, partner and develop Administrators in the implementation of HR Projects and initiatives where appropriate. Administration, Systems & Records
• To promote the use of HR systems policies and processes, challenging appropriately as necessary.
• Manage exit processes for staff, carrying out exit interviews etc.


Main Function of Job:

• To partner with HR colleagues and key stakeholders and leaders to deliver a HR service in line with the needs and priorities of the Business
• Work at an operational level with multiple stakeholders
• Deal with complex or sensitive day to day people management issues
• Responsible for recruitment; performance management; etc.

Specific Responsibilities:

Recruitment & Selection
• Agree need for vacancy/resource
• Identify potential resourcing solutions External recruitment/Consultant/Internal Move
• Responsible for recruitment authorisation process - Sourcing/campaigns/PSL - Interviews
• Act as the first line of contact in Human Resources for any employee relations issues involving employees between entry level and Executive Manager.
• Support, develop and coach people managers to manage employee relations issues using policies, procedures and best practice, ideally resolving issues where possible informally.
• Build and maintain relationship with Coordinators in respective Businesses / departments.

Promotions
• Manage all promotions up to Mid Management career level in consultation with the relevant Senior team to ensure reflection of competence, diversity and comparability with like for like roles in across Business Units
• Work with BU Managers to ensure any salary revisions are aligned within new roles

Reward & Remuneration
• Support the recruitment team with the Salary Break down for the new recruit.
• Support Line Managers with the Salary Review process guidelines
• Ensure salary review across Centres/Functions is complete on time / to budget and accurately reflects consistency across all automotive function.

HR Responsibilities

• Recruit and select suitable employees into the designated Business Unit
• Ensure all recruitment positions have an up-to-date job description and are evaluated accordingly
• Ensure all new employees recruited receive the relevant pre-employment documentation
• Make recommendations where appropriate regarding improvements to existing policies, procedures and systems
• Assist the Group HR Manager with the development of HR policies, procedures and systems.
• Mobilization and induction of new employees. Promotions and transfers
• Salary, compensation and benefits (comparison including research)
• Performance issues and Requisition of additional Manpower if required on contractual basis.
• Advice department heads on HR issues and local laws
• Arrange training and monitor training data. Conduct Trainings (if required)
• Staff welfare and counseling, solve conflicts
• Strategic personnel planning
• Writing job descriptions.
• Organizing staff events (annual party, team building etc)
• Point of contact for HR HQ and other client entities
• Provide weekly recruitment status update reports to the Group HR Manager
• Visit the operational sites as required to gain operational knowledge and understanding
• Perform any other tasks as directed by the Group HR Manager

ADMIN Responsibilities

• Administration of car and hotel requirements and rates
• Check and sign off invoices, monitor expenses
• Insurance packages and rates (health, fleet, building, workers comp etc.)
• Company leases (labour camps, manager’s accommodation)
• Management events and meetings
• Maintenance / administrative suppliers and rates

Strategically Implementing E-learning solutions across the bank
Implemented Learning Management System for employees across the bank (India & Overseas)
Executing all E-learning related activities
Handling and Co-coordinating Training Operational activities for the bank
Co-ordinating with businesses on their functional and soft skills training requirements
Developed Process Flow, Feedback Forms (E-learning & ILTs)
LMS Administrator for the banks learning portal

Conduct TNA / TNI for functional trainings organized by Training Academy
Content enhancement Implement ID concepts as per ADDIE methodology
Exploring and researching various training solutions such as CBT, WBT, E-learning
Identify & organize training venues, logistics, as required to achieve efficient training
Co-ordinate with external vendors for the training and logistics requirement
Co-coordinating trainings for various businesses
Maintain Training data for Mumbai location
Provide feedback to faculties on the class performance for program effectiveness

Conduct TNA/TNI for the process assigned via Monthly tests and surveys (prepared by me)
Training New hires for the process assigned  Lloyds TSB Collections & Recoveries
Conduct refresher trainings for existing team members
Conduct cross skill training for internal movements
Liaison between Operations and the Training team in order to help resolve performance issues with new or existing team member
Liaison with Operation Managers to help migrate and go live with the new processes
Handle teams when required in Operations (18  20 team members)
Support Operations with critical process gap issues

Training New hires for the process assigned  Cards, ISP & Item Processing
Conduct refresher trainings for the existing team members
Conduct Culture trainings, Customer Service trainings
Liaison between Operations and the Training team in order to help resolve performance issues with new or existing team member
Liaison with Operation Managers to help migrate and go live with the new processes
Support Operations with critical process gap issues
Grooming Line trainers and responsible for their performance  (3 line trainers)
Listen to calls of team members and provide feedback on the process and language gaps
Maintain Trainers and line trainers utilization report and publish the same to the Trainings heads
Part of trainer engagement team  organising various activities for trainers & line trainers
Devised new training techniques and implemented new training modules
for the betterment of the processes