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Key Skills Profile Summary
Masters in Human Development from - National Institute for Human Development,
Kolkata, Fellowship from CDFI, Certified Six Sigma Green Belt, Certified HR
Auditor + Quality Analyst, TS16949 and qualified E tech Engineer from APTECH.
Have been awarded in 2016 GreenTech HR Leader Award and twice by Amity
University for Best HR practices and Great Places to Work for continuous 4 years.
Have a very strong exposure in setting HR systems from scratch and laying down systems
and procedures. Have been into strategic HR profile with exposure into corporate, unit and
branch operations. Worked on various projects with Dr. TV Rao, Dr. Udai Pareek and
Pradeep Narula, like 360 degree feedback process, employee satisfaction survey, great
places to work, competency mapping, VRS, assessment centers, re-framing policies.
Competent in setting HR systems and procedures and defining HR strategies in line with
business needs. Initiated employee development exercises, training & development,
organization development, assessment centers, succession and career planning.
Involved in talent acquisition with frequent hiring of best talent from competition on time
and within defined budgets. Have successfully handled Acquisition (Ricoh – Gestetner) &
Merger in previous organizations where technological change, cultural change,
management change and acceptance across board were taken care of along with handling
old disputes. Involved in employee & brand management on various HR forums, campus,
social/cultural activities, sports, print media –newspapers/magazines. Have taken good
number of initiative in Corporate Social Responsibilities in various cities.
Education
 2001 to 2003: MBA in HR & Systems from National Institute for Human
Development, Kolkata (Top 20 B- Schools in India: RamKrishna
Missionaries)
 1998 to 2001: Indian Management Fellowship from CDFI (Centre for
Development & Foundation of India)
 1999 to 2001: E-Tech Engineering (E- Commerce) from Brilliant
Tutorials
 1995 to 1998: Graduate in B.Sc. from Bhagalpur University
Areas of Excellence
AWARDS, REWARDS &
CERTIFICATIONS:
1) GreenTech HR Award 2015 for Best HR
Practices in Bajaj Energy Ltd.
2) Awarded by Great Places to Work for 4 years
from Grow Talent in InterGlobe Enterprises Ltd.
3) Twice awarded by Amity University for Best
HR Practices in Ricoh India Ltd.
4) Rajeev Gandhi Shram Award 2009
5) Internal awards for HR Operational
Excellence 2010 and 2012
6) Have implemented SAP, ISO, TS, QC, Six
Sigma
AK Bhardwaj HEAD H.R. MANAGEMENT & ADMINISTRATION
Address: Baverly Park, Tower 5 / 101, Sector 22, Dwarka, New Delhi
Over 16 plus years of proven success with key focus in driving efficiency and excellence throughout organizational functions
spanning Strategic Planning, HR Operations, Business Process Analysis & Improvement, Administration and Organizational
Development. My thought Leadership in conceptualizing and implementation new ideas across various areas of HR has been
appreciated by regularly. Every move has been into a different industry and has been a critical move where I have taken up
the challenge of understanding the entire market and the competitors. A very strong exposure into Best HR & Admin
practices in various industries like Automotive, Travel, IT, Aviation (Indigo Airlines), Hotels (Interglobe Accor), Office
Automation, Heavy Engineering, Currently taking care of Bajaj Energy, LPGCL, BIDCO, APL, Bajaj Public Schools.
+91-8377006859 bajajhr@live.com
Human Resource Management
Leadership Development
Risk Management
Strategy & Succession Planning
System Implementation
Strategic Alliances & Partnerships
Change Management
Analytical HR Transformer Strategic Planning Motivator &
Leadership
Developer
Problem Solver
• Work Experience
1. Bajaj Energy Ltd. (Company’s Portfolio: FMCG, Power, Sugar and Distillery) – Corporate Head HR (from Jul ‘13 to Till Date)
2. Ingersoll Rand Ltd. (US MNC, Company’s Portfolio: Compressor Global Giant) - HR Leader (from Mar ‘08 to Jul’ 13)
3. Ricoh India Ltd. (Japanese MNC, Company’s Portfolio: Camera, Watches, Printer, Scanners) – Sr. Manager HR (from Aug ’06 to Mar
’08)
4. InterGlobe Enterprises (Company’s Portfolio: IT, BPO, Hotels, Ticketing, Airlines - Indigo) – Manager HR (from Mar ’03 to Aug ’06)
5. Musashi India Ltd. (Company’s Portfolio: Honda Motors Group Subsidiary) - Sr. Executive HR (from Mar ‘98 to Jun’01)
CAREER HIGHLIGHTS:
Currently Reporting to Chairman Mr. Kushagara Nayan Bajaj& MD Mr. RS Sharma (Ex-Chairman of NTPC). Accountable for 1030 on
roll employees and 3200 off roll employees in my current portfolio and handle a team of 8 direct HR reportees out of 28. Managing the HR,
Admin function for a large and complex origination with a large team and multiple stakeholders having varying expectations. Bajaj
Energy, LPGCL, BIDCO, APL, Bajaj Public Schools. Extensive leadership experience and hands on experience in designing and
implementing the HR systems & processes, performance Management, Talent Management, compensation & rewards, Organization
design, job evaluation, competency framework design, career path design, business performance improvement, and change management.
Achievements in Bajaj:
a) Won Green Tech HR Leader for FY 2015-16
b) Rolled out best HR practices in Bajaj
c) Minimized attrition from 22.1 to 5.19%
d) Attracted talents from competitors like NTPC, Adani, Tata Power, Reliance Power, Power Grid, Lanco
e) Benchmarked HR policies with the competitors and other industries too
f) Increased employee engagement across the company by various activities and initiatives
Focused on employee development, professional grooming (Team building, Leadership) and trainings (Quality, IMS & Six Sigma)
Have established entire HR Department from zero level. Prepared Best HR practices, policies, manual, compensation, appraisal systems
and strategized the HR in terms of short and long term plans. Leading and coaching business leaders through challenging and changing
moments, developing robust HR strategies and planning for supporting continuous growth. Accountable for HRD Excellence and
imparting Best HR practices within the organization.
Aligning HR with Business objectives for conceptualizing and formulating the HR strategy. Have been accountable for attracting talents
from the competition, grooming/training and retaining them. Conducted various team building & employee engagement activities.
Have created and managed HR guidelines, HR handbooks; actively engaged with all levels of managers to create alignment and
implementation - Design, plan, and implement compensation and benefits programs & participate in compensation surveys and competitive
analysis - both external and internal- Build and run innovative programs for organizational/employee engagement & development- Work
closely with all functions & business units to address employee issues proactively- Manage payroll & benefits for the entire organization-
Create HR dashboards to track key metrics for periodic assessment of HR functions.
Collaborate with senior management on building a performance management strategy and philosophy for the entire organization;
implement performance & workforce management practices and drive implementation across various businesses and functional teams.
Hands on in every aspect of HR and balance strategic projects both short and long term, day-to-day operations.
Provided support and designing strategy for the leadership team. Expertise all functions of Human Resource (HR) eg. Talent Acquisition,
Talent Management, employee relations, compensation and benefits, employee engagement, performance management practices, training,
organizational change, talent development and employee communications.
Leading and leveraging HR processes within the business (Performance Management, Salary Planning/Reward Management, Succession
Planning and Talent Management). Responsible for Handling Entire HR Operation. Taking care of HO and Branch / site operations in
terms of recruitment, orientation, training and OD interventions. Strategizing HR for long term business plans and objectives. Have
developed Team and groomed leaders.
Developed HR policies, created assessment centers and performance processes. Responsible for administrative and statutory compliances
of HR policies. Have set up HR systems and processes. Ensuring a uniform culture and work practices which exist across all offices and
make the Organization a Great Place to Work. Negotiating and amicably arrived at wage settlement with the Union and maintaining
discipline & harmonious working environment. Handling various litigations at Labour Court, High Court level and other legal procedures
like Conciliation Proceedings and created a win-win situation. Design & successful implementation of VRS schemes.
BRIEF ROLE & RESPONSIBILITIES:
 Strategic Planning: Define HR objectives for the Power business in congruence with the business strategy and corporate HR policies.
Prepare implementation plan, create the HR budget and assign responsibility and accountability for each activity in the plan. Provide
strategic support to new ventures in terms of the organizational design and structural aspects. Define the desired HR practices and
organizational processes and identify current lags/gaps. Supporting the organization to create & deploy HR Strategy and lead the
function by designing appropriate HR interventions in line with global standards to facilitate business performance.
 Change Management: Organization Change Management – Cultural, Technological, Leadership, Business - Change Management.
Initiate systems & processes for change and movement to the desired levels. Design initiatives to strengthen the Organization culture
across locations. Developing realistic and rationale perspective; inculcating high business sense; counselling people to align their
expectations and to be ready for change; creating environment receptive and responsive to change; effectively managing transition and
keeping people motivated and involved. Culture Revival and Transformation: Developing sensitivity and empathy towards people
and processes; developing openness and trust and mutuality and cooperation; encouraging involvement and participation; revival of old
culture based on high people orientation.
 Manpower planning & Talent Acquisition: Monitor recruitment process to ensure availability of an appropriate workforce in line
with business. Responsible for developing Talent Acquisition Strategy for the team assigned, analyzing recruitment needs of the
clients, design and implement recruitment solutions for the industry vertical in charge. Drive the manpower planning exercise and
revisit it regularly both monthly and annually. Coordinate with respective Talent acquisition heads of client industry to define
recruitment requirements, job specifications, interview processes.
Have been conducting mass hiring, campus, print media, job portals, networking, references, forums. Provide oversight and leadership
to Talent Acquisition team to ensure they are properly aligned to support organization wide recruitment initiatives and programs.
Initiate coaching and provides support to subordinates on staffing issues; establish standardized recruitment processes to be used across
the team to ensure consistency in assessment of candidates; provide development opportunities to Talent Acquisition team for exposure
to special projects and cross training. Concentrate on effective networking methods to reach the greatest number of potential candidates
through internet sourcing, direct mailing, Linkedin, industry leads & sources, key contacts, portals, etc.
 Leadership Alignment: Realigning the leadership towards company vision and mission; developing the spirit of togetherness and
commitment; Helping leaders to become people enablers. Have been responsible for preparation and publishing of metrics and
analytics related to Learning & Development on time to time basis. Have also been involved in providing direction and execution
support for managing knowledge centre across all the facilities and locations with advance learning wing of e-learning portals.
 Training Strategic Planning: Define the training & development objectives for the business in congruence with the business strategy
and corporate learning policies. Prepare implementation plan, create the Training budget and assign responsibility and accountability
for each activity in the plan. Provide strategic support to new ventures in terms of the organizational training design and learning
structural aspects. Define the desired learning practices and organizational processes and identify current lags/gaps. Supporting the
organization to create & deploy training strategy and lead the function by designing appropriate learning interventions in line with
global standards to facilitate business performance. Also to ensure compliance to the stated process and represent competency
development, learning function in the organizational audits. Have optimized the learning programs cost and have worked on ROI.
Organization Change Management – Cultural, Technological, Leadership and Business - Change Management. Initiate systems &
processes for change and movement to the desired levels along with the knowledge management team Design initiatives to strengthen
the Organization Learning Culture across locations.
Developing realistic and rationale perspective; inculcating high business sense; counselling people to align their expectations and to be
ready for change; creating environment receptive and responsive to change; effectively managing transition and keeping people
motivated and involved. Preparing the training budget & training calendar, organizing, coordinating and conducting training programs.
Designed and implemented Leadership Development framework that facilitates the development of leadership capabilities in line
with future business plans through implementation of benchmarked initiatives and structured processes. Implemented Proscan, Jobscan
and Teamscan by PDP International for all middle and top management new recruits, training & development & career planning /
succession planning and transfers. Training & Development – Employee Grooming, Induction/ Orientation, Leadership Development
and higher education schemes, policies and programs.
 Performance/ Talent Management and Capability Building: Identify focus areas for training as per business, team and individual
needs by reviewing the gaps and business priorities in discussions with the leadership team. Identify & groom high potential talent.
Ensure pipeline for critical positions by succession planning, 9 block exercise and skill matrix. Improving the performance in line with
company expectations; developing objective appraisal system and reward and recognition policy; Building performance oriented
culture.
Performance Orientation, Performance Development Process - Appraisals, Performance Bonus, Awards & Rewards. Set goals for
team, Business Targets and Goals, Departmental Targets and Team Targets, periodically review performance and provide inputs for
performance enhancement.
 Competency Build-up: Developing high quality, productivity and customer orientation; Competency buildup to meet future
challenges; creating learning and development culture. General Administration, Guest House & Club, Housekeeping, Transport,
Security, Safety & Facilities Mgt. Evaluation & regular monitoring of Vendors, Supplies, Consultants, etc for their respective tasks.
 Employee Engagement and Bonding: Developing a sense of belongingness and we feeling; instilling the confidence of employees
about the future of the organization; Curbing attrition rate and increasing morale. Employee Services, giving a feeling to people that
they are valued in the organization; increasing the responsiveness to bring in high customer orientation; Increasing employee touch
time and connect.
 HR Policies & Processes: Implement corporate policies, training programs, performance management, rewards & recognition systems
etc., seek feedback periodically and customize them for their effective implementation.
 Compliances: Ensure legal compliance to the various acts like Factories act, Labour Law, etc Ensure smooth relations with unions &
workers, Employee, Relations. Legal & Compliances – PF, ESI, Challans & Returns, IR Matters, Compliances & Disciplinary Matters.
Handling Labour, Unions and Legal Compliances
 Succession Planning: Job Rotation/Career Growth/Succession Planning, Star Performers. Creating talent pipeline for critical
positions; Minimizing uncertainty caused due to sudden attrition; higher return on people investment. Restructuring and Right
Sizing: Improving organizational efficacy with increased productivity; better cost effectiveness with optimum resource utilization;
Organization sustenance even during downturn.
 Policy Reconciliation: Dispelling doubts about employee benefits, privileges and entitlements; Realignment of all policies to bring in
higher employee orientation; Incorporation of the spirit of best HR practices.
 Compensation Management: Manpower costing; conducting salary survey for compensation benchmarking; job evaluation for
unique roles; developing an effective reward and recognition system; grade and band rationalization; broad banding of exiting people.
Compensation & Benefits – Salary, Incentives, Bonus, Claims & Reimbursements
 Skill and Competency Development: Frequently working on improving organizational, team and individual skills and competencies
to increase the productivity; better cost effectiveness with optimum resource utilization; Organization sustenance even during
downturn.
 Culture Revival and Transformation: Developing sensitivity and empathy towards people and processes; developing openness and
trust and mutuality and cooperation; encouraging involvement and participation; revival of old culture based on high people
orientation. Managed to set up a robust vendor Identification and management process to ensure effective implementation of the
Competency Development plan.
 High Employee Engagement and Bonding through various programs, developing a sense of belongingness and we feeling; instilling
the confidence of employees, curbing attrition rate and increasing morale. Employee Services, giving a feeling to people that they are
valued in the organization; increasing the responsiveness to bring in high customer orientation; Increasing employee touch time and
connect.
Technical Skills
• HR Systems, SAP, People Soft, Payroll Software, Windows and MS Office Suite
Current CTC
• Fixed: 75 L (PA)
• Variable: 5 L (PA)
AK Bhardwaj.docx
AK Bhardwaj.docx
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AK Bhardwaj.docx

  • 1. Key Skills Profile Summary Masters in Human Development from - National Institute for Human Development, Kolkata, Fellowship from CDFI, Certified Six Sigma Green Belt, Certified HR Auditor + Quality Analyst, TS16949 and qualified E tech Engineer from APTECH. Have been awarded in 2016 GreenTech HR Leader Award and twice by Amity University for Best HR practices and Great Places to Work for continuous 4 years. Have a very strong exposure in setting HR systems from scratch and laying down systems and procedures. Have been into strategic HR profile with exposure into corporate, unit and branch operations. Worked on various projects with Dr. TV Rao, Dr. Udai Pareek and Pradeep Narula, like 360 degree feedback process, employee satisfaction survey, great places to work, competency mapping, VRS, assessment centers, re-framing policies. Competent in setting HR systems and procedures and defining HR strategies in line with business needs. Initiated employee development exercises, training & development, organization development, assessment centers, succession and career planning. Involved in talent acquisition with frequent hiring of best talent from competition on time and within defined budgets. Have successfully handled Acquisition (Ricoh – Gestetner) & Merger in previous organizations where technological change, cultural change, management change and acceptance across board were taken care of along with handling old disputes. Involved in employee & brand management on various HR forums, campus, social/cultural activities, sports, print media –newspapers/magazines. Have taken good number of initiative in Corporate Social Responsibilities in various cities. Education  2001 to 2003: MBA in HR & Systems from National Institute for Human Development, Kolkata (Top 20 B- Schools in India: RamKrishna Missionaries)  1998 to 2001: Indian Management Fellowship from CDFI (Centre for Development & Foundation of India)  1999 to 2001: E-Tech Engineering (E- Commerce) from Brilliant Tutorials  1995 to 1998: Graduate in B.Sc. from Bhagalpur University Areas of Excellence AWARDS, REWARDS & CERTIFICATIONS: 1) GreenTech HR Award 2015 for Best HR Practices in Bajaj Energy Ltd. 2) Awarded by Great Places to Work for 4 years from Grow Talent in InterGlobe Enterprises Ltd. 3) Twice awarded by Amity University for Best HR Practices in Ricoh India Ltd. 4) Rajeev Gandhi Shram Award 2009 5) Internal awards for HR Operational Excellence 2010 and 2012 6) Have implemented SAP, ISO, TS, QC, Six Sigma AK Bhardwaj HEAD H.R. MANAGEMENT & ADMINISTRATION Address: Baverly Park, Tower 5 / 101, Sector 22, Dwarka, New Delhi Over 16 plus years of proven success with key focus in driving efficiency and excellence throughout organizational functions spanning Strategic Planning, HR Operations, Business Process Analysis & Improvement, Administration and Organizational Development. My thought Leadership in conceptualizing and implementation new ideas across various areas of HR has been appreciated by regularly. Every move has been into a different industry and has been a critical move where I have taken up the challenge of understanding the entire market and the competitors. A very strong exposure into Best HR & Admin practices in various industries like Automotive, Travel, IT, Aviation (Indigo Airlines), Hotels (Interglobe Accor), Office Automation, Heavy Engineering, Currently taking care of Bajaj Energy, LPGCL, BIDCO, APL, Bajaj Public Schools. +91-8377006859 bajajhr@live.com Human Resource Management Leadership Development Risk Management Strategy & Succession Planning System Implementation Strategic Alliances & Partnerships Change Management Analytical HR Transformer Strategic Planning Motivator & Leadership Developer Problem Solver
  • 2. • Work Experience 1. Bajaj Energy Ltd. (Company’s Portfolio: FMCG, Power, Sugar and Distillery) – Corporate Head HR (from Jul ‘13 to Till Date) 2. Ingersoll Rand Ltd. (US MNC, Company’s Portfolio: Compressor Global Giant) - HR Leader (from Mar ‘08 to Jul’ 13) 3. Ricoh India Ltd. (Japanese MNC, Company’s Portfolio: Camera, Watches, Printer, Scanners) – Sr. Manager HR (from Aug ’06 to Mar ’08) 4. InterGlobe Enterprises (Company’s Portfolio: IT, BPO, Hotels, Ticketing, Airlines - Indigo) – Manager HR (from Mar ’03 to Aug ’06) 5. Musashi India Ltd. (Company’s Portfolio: Honda Motors Group Subsidiary) - Sr. Executive HR (from Mar ‘98 to Jun’01) CAREER HIGHLIGHTS: Currently Reporting to Chairman Mr. Kushagara Nayan Bajaj& MD Mr. RS Sharma (Ex-Chairman of NTPC). Accountable for 1030 on roll employees and 3200 off roll employees in my current portfolio and handle a team of 8 direct HR reportees out of 28. Managing the HR, Admin function for a large and complex origination with a large team and multiple stakeholders having varying expectations. Bajaj Energy, LPGCL, BIDCO, APL, Bajaj Public Schools. Extensive leadership experience and hands on experience in designing and implementing the HR systems & processes, performance Management, Talent Management, compensation & rewards, Organization design, job evaluation, competency framework design, career path design, business performance improvement, and change management. Achievements in Bajaj: a) Won Green Tech HR Leader for FY 2015-16 b) Rolled out best HR practices in Bajaj c) Minimized attrition from 22.1 to 5.19% d) Attracted talents from competitors like NTPC, Adani, Tata Power, Reliance Power, Power Grid, Lanco e) Benchmarked HR policies with the competitors and other industries too f) Increased employee engagement across the company by various activities and initiatives Focused on employee development, professional grooming (Team building, Leadership) and trainings (Quality, IMS & Six Sigma) Have established entire HR Department from zero level. Prepared Best HR practices, policies, manual, compensation, appraisal systems and strategized the HR in terms of short and long term plans. Leading and coaching business leaders through challenging and changing moments, developing robust HR strategies and planning for supporting continuous growth. Accountable for HRD Excellence and imparting Best HR practices within the organization. Aligning HR with Business objectives for conceptualizing and formulating the HR strategy. Have been accountable for attracting talents from the competition, grooming/training and retaining them. Conducted various team building & employee engagement activities. Have created and managed HR guidelines, HR handbooks; actively engaged with all levels of managers to create alignment and implementation - Design, plan, and implement compensation and benefits programs & participate in compensation surveys and competitive analysis - both external and internal- Build and run innovative programs for organizational/employee engagement & development- Work closely with all functions & business units to address employee issues proactively- Manage payroll & benefits for the entire organization- Create HR dashboards to track key metrics for periodic assessment of HR functions. Collaborate with senior management on building a performance management strategy and philosophy for the entire organization; implement performance & workforce management practices and drive implementation across various businesses and functional teams. Hands on in every aspect of HR and balance strategic projects both short and long term, day-to-day operations. Provided support and designing strategy for the leadership team. Expertise all functions of Human Resource (HR) eg. Talent Acquisition, Talent Management, employee relations, compensation and benefits, employee engagement, performance management practices, training, organizational change, talent development and employee communications. Leading and leveraging HR processes within the business (Performance Management, Salary Planning/Reward Management, Succession Planning and Talent Management). Responsible for Handling Entire HR Operation. Taking care of HO and Branch / site operations in terms of recruitment, orientation, training and OD interventions. Strategizing HR for long term business plans and objectives. Have developed Team and groomed leaders. Developed HR policies, created assessment centers and performance processes. Responsible for administrative and statutory compliances of HR policies. Have set up HR systems and processes. Ensuring a uniform culture and work practices which exist across all offices and make the Organization a Great Place to Work. Negotiating and amicably arrived at wage settlement with the Union and maintaining discipline & harmonious working environment. Handling various litigations at Labour Court, High Court level and other legal procedures like Conciliation Proceedings and created a win-win situation. Design & successful implementation of VRS schemes.
  • 3. BRIEF ROLE & RESPONSIBILITIES:  Strategic Planning: Define HR objectives for the Power business in congruence with the business strategy and corporate HR policies. Prepare implementation plan, create the HR budget and assign responsibility and accountability for each activity in the plan. Provide strategic support to new ventures in terms of the organizational design and structural aspects. Define the desired HR practices and organizational processes and identify current lags/gaps. Supporting the organization to create & deploy HR Strategy and lead the function by designing appropriate HR interventions in line with global standards to facilitate business performance.  Change Management: Organization Change Management – Cultural, Technological, Leadership, Business - Change Management. Initiate systems & processes for change and movement to the desired levels. Design initiatives to strengthen the Organization culture across locations. Developing realistic and rationale perspective; inculcating high business sense; counselling people to align their expectations and to be ready for change; creating environment receptive and responsive to change; effectively managing transition and keeping people motivated and involved. Culture Revival and Transformation: Developing sensitivity and empathy towards people and processes; developing openness and trust and mutuality and cooperation; encouraging involvement and participation; revival of old culture based on high people orientation.  Manpower planning & Talent Acquisition: Monitor recruitment process to ensure availability of an appropriate workforce in line with business. Responsible for developing Talent Acquisition Strategy for the team assigned, analyzing recruitment needs of the clients, design and implement recruitment solutions for the industry vertical in charge. Drive the manpower planning exercise and revisit it regularly both monthly and annually. Coordinate with respective Talent acquisition heads of client industry to define recruitment requirements, job specifications, interview processes. Have been conducting mass hiring, campus, print media, job portals, networking, references, forums. Provide oversight and leadership to Talent Acquisition team to ensure they are properly aligned to support organization wide recruitment initiatives and programs. Initiate coaching and provides support to subordinates on staffing issues; establish standardized recruitment processes to be used across the team to ensure consistency in assessment of candidates; provide development opportunities to Talent Acquisition team for exposure to special projects and cross training. Concentrate on effective networking methods to reach the greatest number of potential candidates through internet sourcing, direct mailing, Linkedin, industry leads & sources, key contacts, portals, etc.  Leadership Alignment: Realigning the leadership towards company vision and mission; developing the spirit of togetherness and commitment; Helping leaders to become people enablers. Have been responsible for preparation and publishing of metrics and analytics related to Learning & Development on time to time basis. Have also been involved in providing direction and execution support for managing knowledge centre across all the facilities and locations with advance learning wing of e-learning portals.  Training Strategic Planning: Define the training & development objectives for the business in congruence with the business strategy and corporate learning policies. Prepare implementation plan, create the Training budget and assign responsibility and accountability for each activity in the plan. Provide strategic support to new ventures in terms of the organizational training design and learning structural aspects. Define the desired learning practices and organizational processes and identify current lags/gaps. Supporting the organization to create & deploy training strategy and lead the function by designing appropriate learning interventions in line with global standards to facilitate business performance. Also to ensure compliance to the stated process and represent competency development, learning function in the organizational audits. Have optimized the learning programs cost and have worked on ROI. Organization Change Management – Cultural, Technological, Leadership and Business - Change Management. Initiate systems & processes for change and movement to the desired levels along with the knowledge management team Design initiatives to strengthen the Organization Learning Culture across locations. Developing realistic and rationale perspective; inculcating high business sense; counselling people to align their expectations and to be ready for change; creating environment receptive and responsive to change; effectively managing transition and keeping people motivated and involved. Preparing the training budget & training calendar, organizing, coordinating and conducting training programs. Designed and implemented Leadership Development framework that facilitates the development of leadership capabilities in line with future business plans through implementation of benchmarked initiatives and structured processes. Implemented Proscan, Jobscan and Teamscan by PDP International for all middle and top management new recruits, training & development & career planning / succession planning and transfers. Training & Development – Employee Grooming, Induction/ Orientation, Leadership Development and higher education schemes, policies and programs.  Performance/ Talent Management and Capability Building: Identify focus areas for training as per business, team and individual needs by reviewing the gaps and business priorities in discussions with the leadership team. Identify & groom high potential talent. Ensure pipeline for critical positions by succession planning, 9 block exercise and skill matrix. Improving the performance in line with company expectations; developing objective appraisal system and reward and recognition policy; Building performance oriented culture. Performance Orientation, Performance Development Process - Appraisals, Performance Bonus, Awards & Rewards. Set goals for
  • 4. team, Business Targets and Goals, Departmental Targets and Team Targets, periodically review performance and provide inputs for performance enhancement.  Competency Build-up: Developing high quality, productivity and customer orientation; Competency buildup to meet future challenges; creating learning and development culture. General Administration, Guest House & Club, Housekeeping, Transport, Security, Safety & Facilities Mgt. Evaluation & regular monitoring of Vendors, Supplies, Consultants, etc for their respective tasks.  Employee Engagement and Bonding: Developing a sense of belongingness and we feeling; instilling the confidence of employees about the future of the organization; Curbing attrition rate and increasing morale. Employee Services, giving a feeling to people that they are valued in the organization; increasing the responsiveness to bring in high customer orientation; Increasing employee touch time and connect.  HR Policies & Processes: Implement corporate policies, training programs, performance management, rewards & recognition systems etc., seek feedback periodically and customize them for their effective implementation.  Compliances: Ensure legal compliance to the various acts like Factories act, Labour Law, etc Ensure smooth relations with unions & workers, Employee, Relations. Legal & Compliances – PF, ESI, Challans & Returns, IR Matters, Compliances & Disciplinary Matters. Handling Labour, Unions and Legal Compliances  Succession Planning: Job Rotation/Career Growth/Succession Planning, Star Performers. Creating talent pipeline for critical positions; Minimizing uncertainty caused due to sudden attrition; higher return on people investment. Restructuring and Right Sizing: Improving organizational efficacy with increased productivity; better cost effectiveness with optimum resource utilization; Organization sustenance even during downturn.  Policy Reconciliation: Dispelling doubts about employee benefits, privileges and entitlements; Realignment of all policies to bring in higher employee orientation; Incorporation of the spirit of best HR practices.  Compensation Management: Manpower costing; conducting salary survey for compensation benchmarking; job evaluation for unique roles; developing an effective reward and recognition system; grade and band rationalization; broad banding of exiting people. Compensation & Benefits – Salary, Incentives, Bonus, Claims & Reimbursements  Skill and Competency Development: Frequently working on improving organizational, team and individual skills and competencies to increase the productivity; better cost effectiveness with optimum resource utilization; Organization sustenance even during downturn.  Culture Revival and Transformation: Developing sensitivity and empathy towards people and processes; developing openness and trust and mutuality and cooperation; encouraging involvement and participation; revival of old culture based on high people orientation. Managed to set up a robust vendor Identification and management process to ensure effective implementation of the Competency Development plan.  High Employee Engagement and Bonding through various programs, developing a sense of belongingness and we feeling; instilling the confidence of employees, curbing attrition rate and increasing morale. Employee Services, giving a feeling to people that they are valued in the organization; increasing the responsiveness to bring in high customer orientation; Increasing employee touch time and connect. Technical Skills • HR Systems, SAP, People Soft, Payroll Software, Windows and MS Office Suite Current CTC • Fixed: 75 L (PA) • Variable: 5 L (PA)