Vinaayak Kamble

• As a ExCom member of the hotel, Lead a team of HR & L&D team to foster associate wellbeing, talent hiring,
communication & engagement, learning & development, performance management, statutory compliance, associate
accommodation & transportation, over all culture development, support hotel financial management.
• Support hotels and organizations diversity & inclusion strategy and implement the same.
• Ensured compliance with labor law,
• Secured hiring of 90+ employees during a busy season within the region.
• Oversee HR and payroll budgets maintain it with the required parameters.

• Worked with Operations team to create, implement, and manage
improved Human Resources strategies, services, budgets, and
programs to support the workforce during a Covid19 pandemic crisis.
• Initiated successful workforce planning, job realignment,
employee involvement, and team building to support Business
operations during the pandemic phase.
• Positioned HR to see overall processes, Budgets and offer a systemic
viewpoint, ensuring coordination, communication, and collaboration
across department functions and the management.
• Facilitated dialogues that helped ensure the right amounts of reinvention,
re-proportioning, and re-prioritizing of business goals to adapt to
shifting patients demands in response to the crisis created by Covid-19.
• Supported leadership team to take corrective decisions on managing
teams working from homes, teams who were present in operations,
Providing support to the team members to be claim and clear and to
guide and convince them towards their total wellbeing.
Introduction of new techniques and technology to recruit and retain
Talent, conduct trainings and managing complete HR operations.

Worked closely with the Fassco management and Cleveland Clinic team during
the pandemic crisis to manage caregiver concerns related to their health
and safety. Followed the local legislative procedures related to precautionary
measures, to track Vaccination details for the caregivers, and measures to be
taken, to control and manage the spread of covid-19 within the workforce.
Managed over attrition at 48% annually and average employee cost at
18% of revenue. Employee Satisfaction survey index was at 92% overall
satisfaction. New policies were introduced to manage work from home
procedures as per the legislative directives. Training employees on
covid-19 precautionary measures, to follow covid19 procedures as per
the defined procedures.
.

• Worked with Chalet Hotel Ltd (Hotel Division of K. Raheja Corp) as
ExCom member in developing sustainable workplace capabilities
and a motivational culture to encourage productivity to deliver
desired results.
• Supporting the hotel revenue by working closely with the
General Manager and HOD on cost initiatives, welfare programs,
benefit programs, employee engagement, Performance Management,
Rewards & Recognition, actualization and align team members towards
growth of the organization.
• Establish and implement short- & long-term human capital plans,
which include maintaining and improving employee relations,
talent acquisition & development, succession planning, workforce
planning, compensation, and benefits. Instituted a formal KRA/BSC
(Balance Score Card) which is a performance management process
that built performance accountability at all levels and grades.
• Communicate, manage relationships with stake holders, government
officials, business partners to provide updates to the management
regarding government statutory compliance, labor law amendments,
Corporate Social Responsibility activities, special initiatives to
serve the community, hiring specially abled for providing job opportunities
to get them to mainstream workforce, Implementation of Marriott
Business Council program, Marriott Global Systems (MGS), Digital
Platform Training programs, AAW initiatives and overall
development programs for the hotel team members.

Achievements:
Applauded by the management for successfully keeping the wages cost
within the budget and all HR related expenses under control. Reduced
manpower attrition to from 80% to 45% within a year. Streamlined all
compliance related issues which were pending for two years in the
organization. Prepared HR manual, and SOP as per the Marriott brand
standards & specification. Achieved employee satisfaction of 92% on overall
satisfaction for the hotel employees. Being Certified as Training Facilitator
for the hotel by the former Starwood International (Marriott International).
As per management directives applauded for keeping the moral and wellbeing
of the employees high even on sudden costs control measures. Appreciated by
the GM & team to lead from the front and be a strong support to build their
professional and personal growth within the organization. Maintained a
voluntary turnover of 0% at the Leadership level during my 5-year tenure.
Maintained a strong Culture of Integrity, positive attitude, wellbeing, people
growth through development programs and promotions.
Being featured in hotelier India magazine in the year 2017 for having
best HR practices within the regions Marriott group of hotels.

• Managing Entire HR Generalist and Training profile at the hotel heading the HR department.
• Responsible for Employee Relations, Payroll Management, Performance Management Implementing Policies and Procedures, resolving grievance amicably.
• Manpower Planning and Budgeting, Formulating Employee Engagement activities.
• Managing Statutory and other state related Compliance.
• Maintain business relations and liaison with government and labour officials.
• Leadership development through Succession Planning, Training and Development.
• Responsible for solving employee related issues and cases.
• CSR, other social activities are initiated as per organization guidelines.
• Managing employee welfare programs, accommodation, contracts and other admin related activities.
• HR Related MIS reporting to corporate and GM of the hotel.

Training & Development.
• Preparing monthly Training Calendar for Operation Related Training.
• Analyze Training Needs for employees who are under performers or are lacking certain skills required for smooth functioning of the operations.
• Imparting soft skills training on communication, operation related processes.
Achievements:
• Have been able to successfully resolve employee related cases which were pending for 2 years.
• Resolved PF & ESIC deposit issues which were pending for 2 years.
• Streamlined the HR department, implementing the HR process and SOPs as per the corporate standards.
• Monthly calendar for employee engagement activities was prepared and implemented strongly.
• Have been able to guide the management in areas of employee concerns thereby increasing the productivity of the employee and in turn the business.

 Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.
 Trained 25-member management team on interviewing techniques and best practices, conducting workshops and one-on-one coaching sessions that contributed to sound hiring decisions.
 Co-developed company’s first-ever standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.
 Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity.
 Reworked new-hire orientation program to include HR information and company resources.
 Brought employees salaries and benefits into full compliance.
 Wrote Recruitment Policy for the site as well as base HR.
 Introduced performance review program, creating a flexible and well-received tool.

Recruitment
 Recruited employees at base offices & tracked. Recruitments at site levels in different locations across different categories.
 Managing the Recruitment team of 3 executives at corporate level and 20 recruiters spread across states in the country.
 Responsible for recruiting Middle Management and Senior Management professionals (Operational & Functional) at the corporate and base offices located in different parts of the country.
 Instrumental in implementing the Database Management format helpful for CV management.
 Responsible for the developmental activity of the team and there by measuring the vacancy target success ratio.
 Responsible for guiding and supporting the recruitment team in the region for fulfilling bulk requirement at different sites.
 Implementation of new sources of recruitment, providing ideas and solutions for fulfilling the ever increasing manpower requirement.
 Develop Strategic plans for Head hunting process.
 Develop plans for Recruitment Branding; organize Job fairs, recruitment camps, working hand in hand with different NGO have and provide placements for skilled people.
 Collate MIS of vacancy status reports of Regional and Corporate office for the CEO.
 Monthly tracking of site level recruitment and providing support to bridge the gap.
Tracking recruitment cost vis-à-vis budget

Induction & Orientation
 Planning and conceptualizing the new joiners’ induction as per functional requirement.
 Coordinating with the units and the regions for site visits in better understanding of the organizational business processes.
 Taking feedback and post induction analysis to make on boarding process smooth & effective.

Achievements
 Distinction of closing Sales & Purchase Organization Structure across regions and base.
 Have successfully closed Key positions of Top Management in a span of two years.
Being applauded and praised by VP-HR & CEO for achieving the given targets.

 Focusing on areas of recruitment and understanding the Job Profiles of the categories for Construction, Oil & Gas Industry.
 Heading a team of 2 executives for the client site requirement process.
 Responsible for team development & managing profiles of certain key clients.
 Understanding the requirement of the clients by meeting them and getting the appropriate job description and specification.
 Maintaining Client relations and giving the candidates the right feedback about the clients.
 Have successfully managed to close senior profiles of Managers and above in the construction, Oil gas industry.
 Instrumental in providing certain senior professionals from European, South African nations and have successfully mobilized the personal from point of source to the point of destination.
 Bagging contracts of new clients in the construction industry.


Distinguished efforts in:
 Effortlessly was able to convert and place a Project Manager of SA national as per client requirement.
 Increased the Billing of the agency by 80% as compared to previous years billing.
Successfully implemented a web-based solution as per the director’s guidelines