Consultant - HR Practices
Suryoday Small Finance Bank Ltd
Total years of experience :30 years, 0 Months
Organization profile : Suryoday is a leading Indian Microfinance organization transitioned to a Small Finance Bank after receiving license from Reserve Bank of India in 2015. It has over 250+ retail branches and employs 3, 000+ employees pan-India.
Key achievements :
i. For handling new businesses, established a structured talent acquisition process, basis which 1, 000+ team members were recruited for retail banking and retail assets businesses within a period of 6 months. This included field personnel, branch / regional teams and hiring / selection of leadership team-members.
ii. Improved organizational capability by implementing learning programs and delivery mechanisms (including online / mobile systems). Facilitated training for over 500 team members in a period of 9 months in the areas of retail branch management, compliance & statutory requirements, mindset change (for new business), soft skills, product / process awareness.
iii. Facilitating competency building for over 30 Leadership team-members on Strategic thinking, Cultural alignment, Customer experience management and Leadership development programs.
iv. As organization’s leadership pipeline building process, led structured Campus hiring and induction for over 80 MT’s selected from over 10+ B-Schools.
Organization profile : Ujjivan was ranked amongst the top 5 Indian Microfinance organizations which transitioned to a Small Finance Bank in 2015. Has over 450+ retail branches and employs 12, 000+ employees pan India. Ranked amongst the top 25 Best Place to Work in India / Asia for last 5 years consistently.
Key achievements :
i. Organization branding was established by leading the effort in placing the organization in the top 25 Best Place to Work in India / Asia for 2 consecutive years - ranked 3rd in India in year 2016.
ii. Facilitated the reskilling of 100 mid-level Managers to take-up branch / regional level positions in the transitioned retail Bank business. This helped organization to save on high cost of hiring yet retain and deploy most of the existing talent for new business. For employee’s, it built trust of organization support.
iii. Thru field visits and telephonic connect with over 400+ (7, 000+ employees) retail branches communicated to branch teams on various HR initiatives including compensation and rewards programs, ESOP scheme, IPO launch, organization changes and mindset change. Feedback was summarized for Leadership team.
iv. Certified as Trainer for Presentation skills and Interviewing skills. Led and facilitated various training programs on Communication skills, First Time Manager series, building Women leadership skills, Orientation program (for lateral hires, Campus hires) and Training skills for Trainers.
v. Facilitated growth of organization’s people strength from 7, 000+ to 10, 000+ team-members. Process included internal promotions, extensive use of job portals, employee referrals, healthy female-male ratio 3 : 1, high retention (86%), job fairs / walk-ins. No-cost / Low cost hiring was maintained at close to 90%.
vi. Facilitated people growth from 6, 000+ personnel to 10, 000+ people over 2 years in synch with rapid business growth. Developed standardized KRA structure for field personnel in similar roles - appraisal uniformity was established.
vii. In 2 years built a Corporate HR team of 25+ team-members (initial 4 members) and instituted dedicated HR Practice heads for Recruitment, L & D, Comp and Ben, Employee Engagement and Talent Management. Regional HR productivity norms were established, measured and presented monthly at leadership level.
viii. In the Chief Ethical Officer role, led or facilitated hearings of employee complaints and initiated legal/ disciplinary actions. The organization was being transparent in dealing with errant employees.
Organization profile : Omkar is into building world class iconic structures. Based in Maharashtra India, employs 2000+ employee’s for off-site / on-site, contract workers and Expats for specific assignments.
Key achievements :
i. Led hiring of 100+ personnel for Corporate and Field personnel as per Manpower budgets specified by various Department heads.
ii. Instituted a structured induction training process for new incumbents at Corporate office.
Organization profile : Tata Group of Companies entailed of working in eNxt Financial Services Ltd, Tata Capital Ltd and NELCO.
Nelco, was focused on offering solutions in the areas of Integrated Security & Surveillance, VSAT connectivity, Managed Services, SatCom Projects and Meteorological solutions.
TCL catered to the diverse financial needs of retail, corporate and institutional customers, directly or indirectly, through its subsidiaries across various areas of business namely Commercial Finance, Investment Banking, Private Equity, Infrastructure Finance, Securities, Wealth Management, Consumer Loans, Cards and Travel Related Services.
Key achievements :
i. As part of organization transformation process, led the effort in selecting over 150+ Mid & Senior level Managers to manage retail branches of business. Over time, as part of the Assessors team selected and placed Hi-Pot Managers in key roles. Redeployment, right person-job profiling and reskilling was achieved at minimal cost.
ii. Alongwith the leadership team, implemented the organization structure, reporting and band structures for the new business and subsequent reassignments within. This was part of the business strategy and change management process conceived by Corporate leadership team.
iii. Led multiple field visits in over 50+ retail branches and ensured feedback was shared with Business Head for appropriate actions. The Business Head got insights on people contributions basis which rewards / recognitions and punitive action decisions were formulated.
iv. Led recruitment efforts to build organization size from 200+ to 1, 000+ people for retail assets business, home loans and other Corporate functions.
v. At Nelco, represented the organization for Union discussions for payment of wages/ bonus, canteen requirements, performance and other work-related engagements. As Chief Ethical Officer conducted disciplinary hearings and represented organization for legal issues.
vi. Led execution of HR practices like annual appraisal process, compensation and benefits management and disciplinary actions.
Organization profile : KPIT is a leading global technology that specializes in providing IT Consulting and Product Engineering solutions and services to key focus industries - Automotive, Energy and resources, Consumer and Industrial goods, Life Sciences, Utilities, so forth. KPIT is headquartered in Pune with 3, 500+ employees having SDC’s in Bangalore, US, Germany, Brazil. It is an ISO, CMM-5, Auto SPICE-5 certified organization.
Key achievements :
i. As functional expert for Performance Management System designed the online appraisal system which included modules on performance and potential appraisal, normalization and paperless revised letter to employees. 2, 000 employee’s and 500+ Managers were trained for the use of appraisal system. Organizational intent - paperless HR processes and outcomes.
ii. Designed the 9 Box Performance / Potential model and implementation (including defining KRA’s and KBA’s for various levels), facilitated 360-degree feedback for leadership team, quarterly promotion management, competency mapping design.
iii. Initiated process for improving organization’s IT programming effectiveness through training interventions. Outcome was 1000+ Programmers, mid-level Tech Managers were trained on advanced programming skills, project management skills and team management.
iv. Facilitated employee focus group meetings with leadership team-members (MD, CEO, President, CHRO) the feedback which was shared in monthly Business meetings. These feedbacks were critical to design future organizational initiatives on retention, L & D, HR policies, compensation, job rotation and overseas deputation assignments.
v. Facilitated organization’s merger and acquisition effort for 2 organization’s (in Bangalore and Poland) to align / integrate the HR processes and policies.
vi. Partnered with the MD in communicating the organization values and ethos to the organization’s employees. Each value desired was articulated and feedback sought from all employee’s - these were curated later to formulate a solid for organization’s values. Led CSR efforts to support Computer literacy for an adopted Village near Pune.
Organization profile : Ensim India was a subsidiary of the US based Ensim Corporation, Sunnyvale a leading provider of professional software to the Web hosting industry.
Key achievements :
i. Established a structured Campus hiring process from Engineering colleges and B-Schools to support the off-shore development activity as well as build a leadership pipeline.
ii. Revamped the Employee Handbook as per Indian Labour Law requirements.
iii. Handled additional responsibility of the tele-Sales team.
Organization profile : Kale is a premier leading mid-sized software company which had global presence in the vertical markets of Banking, Airlines and Healthcare industries. As Kale Accelya systems today, has evolved into offering Passenger Revenue accounting systems for the Mobility industry / sector.
Key achievements :
i. After setting-up the L & D department, helped improve organization’s competencies in the areas of Software Project Management, Software Coding practices and Logic building. 200+ Tech personnel (Delivery Heads, Project Managers, Systems Analysts) were trained over a period of 9 - 12 months.
ii. Part of the team which delivered the Competency Maps framework for all 100+ positions in the organization - included documentation, training employee’s and integrating the specs for LnD requirements.
iii. In consultation with Business Head, designed and trained new and mid-level Managers for managerial skills of presentation, communication, time-management, conducting team meetings. 10-15 new Managers benefited and were to able manage teams better.
iv. As Business HR for the Banking division, handled end-to-end HR requirements. Supported the divestment process when division was taken over by another Tech organization.
v. As custodian of the on-line appraisal system ensured timely completion of the process well in time.
Organization profile : Datapro was a leading IT training institute and one of the pioneers in computer education having over 150 training centers. One of the pioneers to start training in Microsoft, AutoCAD and Lotus products. Apart from training, Datapro presence in manufacturing process control equipment’s and developing a sales network for various software products.
Key achievements :
i. Led training’s in computer subjects - programming languages, software applications, systems management and operating systems. Delivered 500+ hours of training for students.
ii. As profit centre head with P & L responsibility, maintained business lead position of the branch for over 2 years.
iii. Established central examinations and certifications division to standardize student’s evaluation process undergoing computer education in 100+ branches.
iv. Supported organization’s business expansion program by conducting new branch training programs in the areas of basic selling skills, train the trainer programs, out-door campaigns and customised learning modules.
v. As Area Manager, facilitated business, marketing and people development activities for 10+ franchisee branches. Also, set-up new training branches and facilitated closure of under-performing branches in the region.
Academy of HRD profile : A dedicated academy for advancement of studies and learning’s in the Human Resources domain for working professionals and academicians. Established and promoted by industry leaders, business houses, Managements Thought leaders and premier B-Schools like IIM-A, XLRI. Research area/ title : Impact of Spiritual Climate on Customer Retention : Examining the Role of Employee Engagement, Employee Service Encounter and Customer Brand Relationship.
Degree received is Master in Management Science with HR Specialization. This is a 3 year course under the aegis of University of Pune (ranked 16th in India overall by the National Institutional Ranking Framework in 2018 and 9th among universities in India). Successfully completed with First Class Distinction. The course included studies in Human Capital Management - Performance Management, Training and Development, Compensation and Benefits Management. International Business Management, Economic Analysis, Business Policy and Strategic Management, Entrepreneurship Development and Computer Aided Project Management, Principles of Management, Business Communication, Personnel Management & Industrial Relations, Financial Management and Business Accounting, Material Management, Marketing Management.
Diploma in Personnel Management - 1 year course. The course included studies in Personnel Function, Organization Behaviour, Labour Law, Performance Appraisal, Training and Development, Industrial Relations, Principles of Management. Xavier Institute of Management is a premier Jesuit B-School ranked 74th amongst 200 best B Schools in India.
Diploma in Computer Science - this 2 years course included studies in Programming languages : BASIC, COBOL, C; Unix OS, Lotus 123, Structured Systems Analysis & Design. Successfully completed in Excellent grade. Datapro was an erstwhile IT organization engaged in Training, manufacturing process control equipment's and Software distribution network for brands like Microsoft, AutoCAD, Lotus.
BCom is a 3 year integrated course covering Financial Management, Accounting principles, Auditing, Taxation, Company Law and other related subjects. University of Mumbai (erstwhile Bombay) is ranked 151–200 band among universities in India.