Resume - HR Generalist with 14 years of experience

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Resume #57857

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Human Resource Generalist with over 14 years of experience at Corporate as well as Plant level Human of Resources Management, Strategic HR, Talent Management, Organizational Development, Succession Planning, Employees Relations, Performance Management, Compensation & Benefits, Total Quality Management, Quality Systems like QMS, EMS, CSR etc.

MY BELIEFS

I believe strongly that all humans, men or women have capabilities, which can be successfully deployed. It only requires leadership, vision and creating motivated teams that enjoy their work. I believe I can make a success of any task or assignment that I undertake.

I got this confidence through sheer hard work, application of knowledge, constant self-improvement, commitment and being focused on goals.

SKILLS

Worked with Start up company (REHAU) and set up the HR Department. Independently handled HR & Admin department. Good in developing Human Resources strategies and policy making. Demonstrating extremely strong employee relations, conflict resolution ability. My key skills are Talent Management, Organisational development, performance management & CB etc. Always looking for change to meet new challenges. Believe in computerization, paper less office. Good Team Leader, always successful in getting work done from subordinates and peers from other departments. My Interpersonal relationship skills help me to complete my day-to-day task successfully. Decision Maker. Always remain unruffled in challenging environments/Pressure situations.

KEY ACCOMPLISHMENTS

* Instrumental in setting up of HR department in Greenfield organisation. Provided back-up coverage and assistance to HR Director who was based at Singapore in development of various plans, procedure and policies for preparation of HR Policies for Indian operation, various Govt. Compliances like obtaining factory license, PF registration, Professional Tax registration, Registration with Labour Commissioner etc., recruitment at all levels, induction, etc (REHAU)
* Set up the Task orientated Performance Management system, standards of performance expectation based on KRAs, process to monitor the performance of the individual and reward system with objective of employees with good performance will get higher salaries and people whose performance had decreased see a corresponding effect in monetary terms as well. Introduced Flexible salary increment systems, which is based on performance. Frequently conducted salary survey with same industries or with competitors. (IPIL, REHAU & KSIL, DEMPO)
* Conducted detailed job description analysis for line managers at the production unit and middle level managers of various departments. A detailed study on their responsibilities, on accountability and their authority were looked at (IPIL, REHAU, DEMPO)
* Initiated Succession Planning, Competency Mapping process which helped the organisation in improvement in performance of the employees by reducing the gap between expected and actual. (IPIL, REHAU, DEMPO)
* Was involved in conducting SWOT analysis and developing KRAs for departments and individuals and its quarterly review. (IPIL, KSIL)
* Visited two competitor's companies in China for benchmarking Production & HR Systems. Based on the observations we have drawn action plan to revamp Production & HR systems and procedure to meet new challenges in competitive environment with objective of higher productivity, low production cost, timely delivery and flexibility. (KSIL)
* Designed improved HRIS. Instrumental in making computerised environment and transforming operations into more modern, paperless environment. Various procedures viz. resumes databank, employees information, payroll, training, report generation are made fully computerized. (ALL)
* Floated Voluntary Retirement Scheme successfully and succeeded in manpower downsizing by 85 unionised staff and around 50 from non-bargainable category with compulsory retirement policy. Also involved in restructuring of the Marketing department by reducing sales offices from 17 to 5 and while separated Services personnel from the role and appointing franchise for after sales service. (KSIL)
* Member of Management committee for Union Negotiation, Involved in Lock out and retrenchment process. Total 319 bargainable staff retrenched in IPIL. Active participation in negotiation, conciliation process, court matters, Domestic Enquiry. Worked as Management Representative in various Domestic Enquiry. (IPIL, KSIL)
* Out of Court Settlement of 4 critical cases which was pending before Labour/Industrial Court. (IPIL & KSIL)

JOB ROLE AND RESPONSIBILITIES

Strategic Planning-

* Member of Second Line Committee who reports to the highest level of Management/Steering Committee to work on various projects to take business decisions.
* Participating as strategic business partner with senior management in developing HR strategy to maximize the company's goals and business objectives.
* Serve as a business partner to all units within the organisation to determine bottleneck, stress points, and other barriers to success and facilitate problem resolution.
* Design and implement organisational structures.
* Conducting HR trend analysis and reporting.

Staffing-

* Work with managers to identify staffing needs and potential sources for qualified candidates.
* Ensure positions are filled right person, right job and right time and provide Induction training.
* Coordination with Head Office for job postings for Asia Australia region to ensure all employees have access to openings and are given opportunity to apply. Recruitment for sister concerns located in Asia/Australia region for various post.
* Involved in Succession Planning and Career development exercise
* Work with the Managers in Goal Setting and its review process.
* Set exit procedures for the company. Use feedback data for control of attrition & improvement in systems and processes

Training and development-

* Work with managers to ensure that development strategies are in place for all employees and threat initiatives are in place to upgrade skill/talent. The individual will assume a leadership role in the cross functional collaboration for the analysis, definition, implementation and devaluation of strategic learning and performance management in response to organisational needs.
* Develop programs that create and maintain a positive success-oriented.
* Direct the development of employee training programs as well as management development programs.
* Development and implement of learning evaluation process and tools with a commitment to continuous improvement while facilitating various HR related training programs.

Employees Relations-

* As HR person, I am responsible for creating & ensuring a healthy work environment. The focus is to build teams, which would work harmoniously and also harness their individual potential.
* Effectively facilitate the resolution of employee issues. Manage employee relations issues by assisting directors and managers with developing, coaching, training, disciplining and terminating employees, establishing and overseeing, orientation programs, mediating resolution of employee conflicts and grievance, conducting internal investigations and recommending a course of action, counseling employees and managers.
* Provide leadership and motivation so that the individual employees and the team consistently achieve identified goals.
* Enhance communication and manage change by soliciting feedback, ideas and inputs from employees and involving them in planning and implementing change.

Compensation-

* Ensure competitive and consistent pay practices based on internal and external data.
* Oversee the implementation of innovative and cost effective compensation and benefits programs in order for company to attract, retain and motivate employees and institute best practices for employee retention and satisfaction by researching effective strategies and developing programs.
* Pro-actively guide the organisation and management staff ensuring fair and consistent administration of HR and payroll policies and procedures.

Change Management-

* While leading the implementation of major organisational change initiatives, leverage extensive HR expertise and skills to improve communications, create enterprise organisational capability through individual development planning, career planning, succession planning, identifying high potential performers.
* Measure organisational performance implementing SWOT Analysis method and develop key result area for departments and individual and constantly review progress and take corrective action with help of departmental heads.
* Implement and monitor various HR tools viz. benchmarking, TQM activities like QC, Kaizen and suggestion schemes and 5 "S" for continuous improvements.

EDUCATION
* B. Sc (Physics) with 59% in 1988, Shivaji University, Kolhapur
* MBA (Personnel) with 66.12% in 1990, Shivaji University, Kolhapur
* Master in Labour Laws and Labour Welfare with 60% in 1993, Symbiosis institute (Pune University)
Specialised Training Attended

* Training in Office 97, Lotus Notes 4.5
* Internal Quality Auditors for ISO 9000, ISO 14001, QS 9000
* Changes in ISO 14001:2004
* Corporate Social Responsibility and Global Reporting Initiative

EXPERIENCE

Sept. 2005 – Till date
Corporate Manager (P & HR) – Looking after Corporate HR activities of whole Group.
DEMPO GROUP OF COMPANIES – Panji Goa,
(ISO 9001:2000 & 14001 certified company in Mining, Ship Building, Manufacturer of Steel, Pig Irons, Calcinated Petroleum Coke, Paints Food Products, Pepsi Bottlers, and other allied activities with 2500 employees with Turnover of around Rs. 1,600 crs./PA) Reporting to GM (HR)
July 2004 – Sept 2005
Manager (HR) – HR Head position. Looking after corporate/plant HR
ANANTKRUPA PAPER PRODUCTS – Maharashtra
(Renowned fast growing industry with ambitious growth plans for next 2-3 years with products like activity papers, Xerox papers, packaging items, etc.) Reporting to Director.
March 2003 – June 2004
Manager (HR) ) – HR Head position. Looking after corporate/plant HR
KALYANI SHARP INDIA LIMITED – Pune, Maharashtra
(Japanese Multinational in Electronics Consumer items like CTV, Audio / Video, Fridge, Air Purifier etc with around 528 employees with annual turnover of Rs. 300 Crore.) Reported to Executive Director who was expatriate.
March 2001 – March 2003
Manager (HR) – HR Head position. Looking after corporate/plant HR
REHAU POLYMERS PVT. LTD. – Pune, Maharashtra
(Leading German Multinational producing finished and semi finished range of Polymer Products and having presence in around 50 countries with approx. 13,000 employees worldwide. New plant was setup in Pune Maharashtra in March 2001) Reported to Group Director (HR) Asia / Australia and based in Singapore.
April 1993 – March 2001
Personnel Officer
ISPAT PROFILES INDIA LIMITED- Pune, Maharashtra
An Ispat Group Company with State-of-Art technology engaged in Carbon and Alloy Steel Manufacturing, with 737 employees (100% Staff & Worker Union) and annual turnover of Rs. 250 Crore) Reported to VP (HR).

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Brief Description

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