• MBA (HR), with more than 5 years of experience in the areas of Learning & Development (L&D), Organization Development (OD), Employee Engagement (EE), HR Operations (Performance Management System (PMS), Recruitment & Selection (mid-senior level and above hiring), Compensation & Benefits, MIS, Organization Chart (OC), Job Description (JD), Attendance & Leave Management, policies formation and Implementation) • Proficient in designing, implementing and driving inventive strategies and HR involvement for accelerated future development of the organization with an excellent communication, Interpersonal skills, Strong analytical skills, problem solving, Decision making and management skills.

1. Shruti Singh
Address: A404, Vashishta Co-op Society, Saptrishi park, Email: shruti.singhk1@gmail.com
Swapna Nagri, Mulund West, Mumbai - 400080. Mobile: +91-9619084951
Born Date: 18th
March, 1987
PPRROOFFEESSSSIIOONNAA LL SYNOPSIS
 MBA (HR), with more than 5 years of experience in the areas of Learning & Development
(L&D), Organization Development (OD), Employee Engagement (EE), HR Operations
(Performance Management System (PMS), Recruitment & Selection (mid-senior level and
above hiring), Compensation & Benefits, MIS, Organization Chart (OC), Job Description (JD),
Attendance & Leave Management, policies formation and Implementation)
 Proficient in designing, implementing and driving inventive strategies and HR involvement
for accelerated future development of the organization with an excellent communication,
Interpersonal skills, Strong analytical skills, problem solving, Decision making and
management skills.
EEXXPPEERRIIEENNCC EE:
CROMPTON GREAVES LTD November 2014 To Till Date
Organization & Talent Development professional
 Partnering with business/business leaders and contributing to the overall HR and Talent
Strategy
 Being responsible for designing Learning and Talent Development Strategy in line with
Business and HR Strategy and creating an execution roadmap.
 Driving and influencing leadership for engagement and buy-in and creating visibility for all
L&D initiatives
 Identifying current and future competency requirements (technical, functional, behavioral) for
the organization and creating a learning environment for acquiring the competencies at
organization and individual level
 Being responsible for driving Leadership Development and facilitating Talent Development
through initiatives for succession management, career development, performance
management etc.
 Design and implement training solutions that produce measurable results to the employees
and organization
 Support in Learning & Development initiatives and Program at various locations and at CG
Management Development Centre
 Providing assistance in the selection of training vendors and subsequent contract trainers
 Manage L&D administration; tracking L&D requests and activities, monitoring Individual
Development plans, course invitations, evaluations and ROI
 Facilitate workshops, meetings, learning groups and training courses.
 Identify external vendors and other initiatives to support development activities.
 Coach, advice and/or guide employees on all aspects of L&D activities.
 Identify improvements to L&D processes, procedures and systems.
 HR ANALYTICS ROLE
 Prepare HR board presentation
 Work on monthly HR MIS
 Keep all tracks of Attrition and Manpower cost and share data timely to business leaders

2. BLUESKY HR SOLUTION May 2014 to November 2014
Client Name: COSMOS BUSINESS MACHINE
Sr. Executive – HR Operations
 Leads and participates in succession management and workforce planning.
 Responsible for Human Resources strategy and execution
 Developing HR processes to accomplish objectives in alignment of client business
 Handle employee grievances and other HR Issues from time to time
 Responsible for developing and implementing key strategic HR projects
FAME JEWELS PVT. LTD November 2012 to April 2014
(Group Company of Forever Precious Jewellery & Diamond Ltd.)
Sr. Executive - HR
 Ensure effective manpower budgeting, planning, recruitment & selection process
 Maintain comprehensive organization charts and staffing lists to identify current staff and
vacancy data.
 Redesign the Organization Structure with the levels & Grades on basis of "Hierarchy" and
"Cost to the Company “
 Set objective KRA's and KPI's together with the Business Heads / Department Heads of all
employees for annual performance review
 Facilitated effective implementation of the Employee Performance Review and PIP
(Performance Incentive Plan)
 Develop, coordinate and deliver behavioral based trainings for Sales and office staff
 Ensure smooth implementation of HR practices, policies and processes
SUZLON ENERGY LTD. November 2010 till November 2012
Executive – HR and L&D (Learning & Development)
LEARNING AND DEVELOPMENT (L&D) ACTIVITIES
 Implemented SEP(Skill Enhancement Program) drive in RBU(Rotor Blade Unit) daman also
supported RBU chhadvel and Bhuj Plant
 Induction for New Joinees
 Conducting Behavioral Based training and coordinating trainings like Safety, Quality, etc.
 Developed and designed behavioral based training for technician level. Conducted training
on Team Building, Time Management, Cross Cultural sensitivity (USA), Self Discipline,
Supervisory Development, Train the Trainer for technician level, Management games.
 Maintaining and Updating Training Data like MIS, Training programs, participant’s data
 Conducting Process Manuals training for new joinees
 Training records entry in SAP – Training and development module
 Develop IDP (Individual Development Plan) for employees to reduce performance gap
 Successful in completion of Train the Trainer program and got certified as Trainer
 Responsible for completing Training Need Identification (TNI) for all employees
 Prepare Training Calendar and Training Budget
HR ACTIVITIES
 Actively involved in getting right number and quality of workforce within required
timeframe and complete recruitment cycle for the opening at plant level

3.  Supporting plant to improve Operational Efficiency by aligning Actual Head Count and cost
of plant with Budgeted Head Count and Cost, Capability Building - Improve people
management & leadership capability at plant level.
 Creating robust organization structures through completion of OC's/ JD's – Organization
chart and Job Description.
 Closure of Goal Setting, PMS(Performance management system) as per timelines
 Looking for payroll, employee engagement activity
 Actively involved in CSR activities
 Preparing MIS, maintaining employee’s documents, reports, etc.
OPERATIONAL ACTIVITIES
 Publishing In-house Magazine
 Leading 5S project and improvement project at plant level
 Follow all company and safety and security policies and procedures; report accidents,
injuries, and unsafe work conditions to manager
 Conducting 5S and Health, Safety and Environment (HSE) audit for different manufacturing
department
AA CC HHIIEEVV EEMMEENNTTSS ((OONN-- TTHHEE -- JJOOBB))
 Received Award as Best progressing plant in competency building under my leadership at
Suzlon Energy Ltd
 Awarded as Best trainer at Suzlon Energy Ltd.
 Successfully implemented Off Line training Module (OTM) at Suzlon Energy Ltd.
 Appreciated for HR magazine – SAMAY initiative at Suzlon Energy Ltd.
 Successfully completed technical foundation level of Blade Manufacturing.
 Active participation in blood donation camp at Suzlon Energy Ltd.
 Received Pre Placement offer (PPO) from Suzlon after completion of Summer Internship
project
EDUCATION RECORD
Master of Business Administration (MBA)
Specialization- HR + Marketing
PROTON business school, Indore (MP)
Bachelor of Business Administration (BBA)
Specialization - HR
L.J. Institute of Business Administration, Ahmadabad (Gujarat)
12th
Standard (HSC)
H.M.Patel School, Dharmaj (Gujarat)
10th
Standard (SSC)
Nelson High School, Ahmadabad (Gujarat)
DECLARATION:
I hereby declare that the above mention qualifying factors are authentic and clear to the best of
my knowledge
Shruti Singh