Vibhuti Verma

HR Manager March 2013 till 2019

Responsibilities:
•Yearly budgeting/AOP for HR Department.
•Manpower planning and succession planning
•Taking initiatives for employee engagement and two-way communication
•Handling HR Audits
•Working with Line Managers to control and reduce employee turnover
•Implementation of recognition plans on monthly, quarterly and yearly basis.
•To inform and guide employees on the rules and regulations and procedures that need to be followed to ensure their compliance
•Formulating and updating HR Policy Manual, Employee Handbook and Guidebook.
•Preparing Turnover Reports, exit interview reports, HR Scorecard and quarterly business review reports.

Recruitment
•Maintaining staff head count of the organization by recruiting, selecting and hiring employees from local market and overseas
•Managing the full recruitment cycle of DRC with total head count of 1, 050 employees with a yearly staff turnover of 13%
•Arranging overseas recruitment trip through agencies
•Saved AED 200, 000+ from recruitment budget year on year, through efficient sourcing and introduction of internal referencing for blue collar hiring
•Successfully conducted recruitment open days and overseas trips (closed 90% of vacant positions)
•Responsible for on-boarding/induction process of all new hires, ensure payroll form are in place and registered in SAP
•Manage monthly staff movements consistent with Annual Operating Plan objectives and departmental manpower requirements
•Responsible for preparing the organization charts across all the departments of DRC
•Manage, coach, guide and provide consistent, constructive feedback to align the team members

Employee Services and Grievances
•Handle resignations, terminations and exit interviews
•Investigate a variety of disciplinary issues for the purpose of ensuring effective legal compliant resolutions are arrived at in a timely manner and within District guidelines
•Provide advice, counsel, and resolution to managers on a broad range of employee issues including general HR issues, policy interpretation, work conditions and employee development

Handling the CSR and Annual Event Programs (Corporate Social Responsibility)
•Manage and implement small scale CRS programs within DRC
•Handle the CSR and annual event activities such as:
oManaging various employee wellbeing endeavors such as “flu shots”, “Blood Donation” campaigns
oManaged events for various business review meetings, team building activities, Annual Staff Day, etc

Accomplishments
•Earned prestigious “Employee of the Year” award.
•Key member of the HR team for “SAP Implementation”

Dubai Holding Group - Fast growing retail organization representing major fashion franchises in the Middle East including ZARA, Desigual, Harry’s of London and Stradivarius
Human Resource Officer January 2011 - July 2012

HR Operations
Responsible for manpower planning and budgeting across the brand portfolio of Dubai Holding Group and Al Shamsi Holding
Responsible for building the organization structure for corporate office and shop floor operations
Involved in job analysis process including developing job specifications and job descriptions for positions across all departments of corporate office and operations, in co-ordination with HR leadership team
Maintain MIS reports on a fortnightly basis such as current staff list, leavers, transfer and promotions
Prepare monthly transfer/promotion/resignation letters in co-ordination with brand managers and update HR Software (Navision) on a regular basis
Conduct exit interviews and assist in taking necessary action on employee grievances

Recruitment
Responsible for recruitment (Internal and External applicants within UAE, Oman, Qatar, Bahrain and Kuwait) at corporate office, local (UAE) and overseas operations
Co - ordinate with local and overseas public relations department for employment visas and work permit for new joiners in compliance with the local labor laws
Place advertisements in print and online (job portals and company website) media for local and overseas positions
Responsible for the Induction process for operational staff

Business Development
Prospect and Identify potential clients for new business through pitching the most relevant candidates to recruitment managers
Qualify and assess job specifications, as well as advising client on current salary trends
Drafting terms of business and customizing each component to suit clients’ needs

Search and Selection / Resourcing
Source relevant profiles through head hunting and various job portals, networking sites and databases. Shortlist candidates and conduct face to face / telephonic interviews
Negotiate salary structures, draft job specifications and liaise with colleagues from other international offices on various assignments

Account Management and Team Leadership
Maintain and nurture existing relationships via account management and proactively seek account revival opportunities to offer retain search projects to existing client base
Attend conference call with clients (HR+ Line Managers), manage a dual desk of permanent and contract employment
Help associate consultants to understand the client requirement thereby improving search results

Search and Selection / Resourcing

Candidate acquisition and management. Sourcing relevant profiles from head hunting and various job portals, networking sites, database. Short-listing the candidates and conducting face to face / telephonic interviews.
Salary Negotiation. Placing Adverts - on local and web based media, drafting Job specifications. Liaising with colleagues from other international offices on various assignments.
Lining up and scheduling interviews for selected candidates and coaching them through the entire interview process .Escalating offer letter process and following up with candidate resignation procedure.

Account Management and Team Leadership

Maintaining and nurturing existing relationships via account management to existing client base and develop a strong network of contacts across the country.
Attending conference call with clients (HR+ Line Managers).Managing a dual desk of permanent and contract employment.
Prioritizing the requirements and distributing with various sector teams. Assistance in acquiring new client ventures as well as in sourcing relevant profiles by providing various hunting grounds and methods to get references.

HR Operations Activities

Responsible for ensuring all on boarding activities are completed within the specified timeline and managing the Database Management for Pan India
Responsible for Manpower Planning and Budgeting for all the departments of Big Entertainment, as well as shadowing the managers and learning abreast the performance appraisal procedures and rankings been done for the employees.
Handling a list of Consultant empanelments and working closely with them on ongoing projects.
Responsible for all other activities: transfer, promotions, resignation formalities and preparing all types of letters and proceeding the Exit Formalities

Recruitment

Coordinating with the consultants and giving them mandate specific positions that need to be worked on.
Sourcing relevant profiles from head hunting and various job portals, networking sites, database. Short-listing the candidates and conducting face to face / telephonic interviews.
Salary Negotiation. Placing Adverts- on local and web based media, drafting Job specifications.
Lining up and scheduling interviews for selected candidates and coaching them through the entire interview process .Escalating offer letter process and following up with candidate resignation procedure.

MIS Reports and Job Description
Maintain MIS reports like database for Employees, Recruitment Cost MIS, Attrition reports, Attendance reports, HR weekly reports, Manpower rationalization.
Responsible for building the Organization Structure for all the departments and liasioning with the HOD and top management for the same
Involved in the Job analysis process where in developing the Job specification for the required budgeted positions across all departments in conjunction with the HOD of each department and finally drafting a Job Description for each position.
Was involved in a Succession Planning Program for 250+ employees at a junior level.