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Hari cv

MBA (HRM) with. 8 years of experience in Employee Relations, Resource Management, Attrition & Retention, Policy Formulation & Implementation, Performance Management, Statutory Compliance, Compensation & Benefits, Learning & Development and Recruitment & Administration, Hari is result oriented recruitment professional with an eye to detail to the client requirement. He has good knowledge to delve into the internet to get the matching resources for the requirements. His strong understanding capabilities have made his successful in the IT & Non IT, Manufacturing industry. Specialties: Self discipline, Union Negotiation, Hiring, Excellent Conversations with clients, Developing the SOP`s, Good knowledge in GMP, Strategically analyst with all operations.

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CURRICULAM VITAE
Harikrishnama Raju.Guntamadugu
: 0 8623277275 (Home)
: 0 8886703090 (Mobile)
: hari.love.indian@gmail.com
Human Resources / Recruitment / Training / Administration
Seeking challenging assignments across reputed companies
Eight years of experience in Employee Relations, Resource Management, Retention, OD
interventions, Complete Strategic HR solutions, T&D, L&D, Performance Management &
Development, Talent Management, Talent Engagement, Statutory Compliances, Compensation &
Benefits, Learning & Development and Recruitment & Administration.
Career Objective
To work in an organization this provides opportunities for growth, learning and scope for the
implementation of my skills and to offer my best abilities to the organization.
My Strengths
• Self-Motivated & Enthusiastic.
• Ability to Work Autonomously as well as Good Team Player.
• Quick Learner, Adaptability & Positive Attitude & Handling the pressure situation.
• Creating a good industrial relation
Computer Profile
Computer knowledge: Worked on People Soft HRMS, MS-Office, MS-Excel, Power Point, Internet,
Job Portals (Timesjobs.com, Naukri.com, and Mounster.com), and SAP - HR End User etc.
Professional Experience
 From 27th
January 2014 to Till Date
Presently working in TIL Health Care Pvt Ltd
TIL Healthcare is the international pharmaceutical arm of the Jhaver Group of companies. The group
currently has 5 pharmaceutical formulation manufacturing facilities offering various products in
Liquids, Capsules, Tablets. It recently commissioned a new state-of-the-art manufacturing facility
dedicated towards the global supplies of its products. The facilities are approved by various Health
Regulatory Authorities other than GMP & ISO certifications.
TIL Healthcare exports its products to over 54 countries spread across Asia, Africa, CIS, Central &
Latin America and is backed by strong infrastructure and technical personnel. It has over 500 product
registrations across these regions.
Page 1 of 7
Designation: Deputy. Manager – HR, Group JHAVER – Chennai
(Handling Factory Located in- Sricity SEZ, Satyavedu Mandal. Chittoor District.A.P)
(Business centers –Chennai)
My duties and responsibilities as under: -
• My major responsibilities HR and Admin & Security Activities.
• I am handling 6 Members of team to cover all the activities at the plant.
Major Roles and responsibilities:
1. Organization Structure.
2. End to End Recruitment
3. Training & Development (Internal & External)
4. Employee Relation
5. Employee Welfare
6. Time Management & Pay Roll
7. Contract labour
8. Industrial Relations & Statutory of the plant
9. PMS (Major roles participated by Corporate HR)
1. Organization Structure:1. Organization Structure:
• To coordinate with Top Management devised a structured / scientific method for HRP
requirements in consultation with heads of different functional & operational areas.
2. End to End Recruitment:2. End to End Recruitment:
• Responsible for Manpower planning – End to End Recruitment process from entry
level to senior level positions.
• Responsible for talent hiring with the intention of building succession options and
competence.
• Talent management wherein the focus is to clearly build a talent pipeline on
competent and high potential employees at the entry, mid and senior level.
• Sourcing and screening the right candidates by using diverse sources for recruitment
like Job Portals, Social Media (Like Linkedin, Facebook), Employee Referrals,
Candidate Referrals, Job Cards, Campus Recruitment, Advertisements, Newspapers,
SMS Activities, Promotions etc.
• Full fillment of vacancies in Stipulated time period.
• Develop and maintain relationships with Colleges, University and other local
organizations.
• Assist with the planning and running recruitment campaigns such as Walk Ins, Job
Fairs, Open Days, Graduate recruitment and summer internship.
• Sourcing of external candidates using variety of low cost Talent Acquisition Channels
(Consultants) for fulfilling the critical vacancies in time.
• Retention of outstanding talent in consultation with MD & Plant Head.
• Designing and implementation of Induction Programme for new joinees.
Page 2 of 7
• KYE Documents and formalities and general Induction procedure for New
employees.
3. HR Operations:3. HR Operations:
• Ensure compliance of HR Policies, Systems and Procedure.
• Error free Supervision of ERP Systems, Employee Record Updation / data
management.
• Keeping check over the timely issuance of Appointment, Probation and confirmation
Letter.
• Maintaining the Job Description of all the key personnel and below line.
• Efficiently collaborated with executive leadership to develop HR direction and
strategy for achieving organizational goals and strategic objectives.
• Aid as strategic consultant to management on employee relations issues and manage
all disciplinary issues within the company.
• Provide senior management with various types of employee reports including
attrition, confirmation, headquarter cost, incentive etc.
• Provide on-going consultation to management on performance related issues.
• Liaison with senior management to identity, develop and implement training and
development programs in line with the business objectives.
• Work closely with management and field force on all grievance issues within the
company.
• Monitor the exit employee formalities and employee settlements.
4. Transactional HR:4. Transactional HR:
• Transactional HR: Rebuilt policies and redesigned standard operating process for
field force.
• Design of a merit increase and salary review system with built in factors such as
salary review budget, individual performance, market benchmarking and internal
equity to ensure fair and equitable review of salaries within the business.
• Effectively managed and conducted performance improvement plans.
• Reviewed and implemented new onboarding processes, gaining buy-in from the
leadership team and resulting in improved retention rates.
5. Training ( Learning Culture ):5. Training ( Learning Culture ):
• Training and course development: delivering training, designing and writing courses, leading
teams of trainers, and directing enterprise initiatives. A proven track record of significant
improvements in learning processes, productivity, quality, and customer satisfaction while
reducing costs, lowering turnover, and maintaining a positive work environment.
• Identification of training needs (TNI).
• Organize In-House and external training program for various levels of employees.
• Maintain records of all activities related to training documentation.
• Ensure proper implementation of Total Quality Management programme for
Systematic Process training.
• We have introduced LLC in this organization. The deception of LLC is given below:
• Learning Leadership Culture (LLC), as per understanding culture the first step in
creating a culture of learning in workplace begins with leaders. Since they are
reinforcing training initiatives, they should be supportive of a learning environment.
Page 3 of 7
Otherwise, they should alter the way they see the company and look at it from a
different perspective.
• Formalize training and development plans yearly bases.
• Design a special budget for conducting new methods of training and development of
the key skill activities.
• To use Sixsigma and Kizen metods to implement skill developement practices.
• Give recognition to learning.
• Get feedback about training programs
• Coordinating with external Trainers to develop a key skill like GMP vs cGMP,
GDPvs cGDP, GWP vs cGWP, GLP vs cGLP.
• Coordinate with QA to find GAP analasis and simplify the procedure.
• To developTo develop Standard Operating Procedure Preparation in HRD
• Overall preparation of SOP for the HR Department.
• Coordinate with QA Timely Revision of SOP as per the review date.
• Training the departmental personnel on SOP related to their respective areas.
• Coordinate with QA to plan for educate the new development of SOP`s for all
departments.
6. PMS ( Culture of Awards & Rewards):6. PMS ( Culture of Awards & Rewards):
• Designing performance appraisal system and implementing department wise.
• Initiate, co ordinate & close the annual performance appraisals discussions with
Management as per Policy.
• Facilitation in fixing annual objectives with plant managers, employees & resolving
conflicts.
• Employee Development for implementing training programs on time individuals who
are nominated.
• Work closely with Plant Head and developed front-end employee development tools
with employees, business heads, and managers.
• Annual Review & discussions of department promotions with Plant heads and
managers.
• Developed long term relationship with employees through personal interaction and
close proximity.
• Promoted harmonious relationships between management and employees pre-
empting issues which can lead to conflict or become grievances.
Administration:
1. Canteen
2. Housekeeping ( Industrial & General)
3. Transportation (BUS & Company own Vehicles)
4. Guest Management
Page 4 of 7
5. Audit Management
6. Scrab Management
7. Gowning Management
8. Green Belt Maintenance
9. Security.
1. Canteen:1. Canteen:
• Ensuring hygienic food/drink for employees in Canteen.
• Ensuring canteen hall (inside & outside) area clean & tidy.
2. Housekeeping:2. Housekeeping:
• Organize routine housekeeping activities of the plant through housekeeping
supervisors.
• Maintaining hygienic and top class housekeeping during the audits and visits.
• Checking for error free documentation of housekeeping and maintaining them as per
the regulatory requirements.
3. Pest Control:3. Pest Control:
• Ensure that proper pest control services are been carried out at Factory site.
• Liaison with pest control vendors as and when required.
• Ensure for error free documentation of pest control and maintaining them as per the
regulatory requirements.
4. Transportation:4. Transportation:
• Ensure proper and comfortable transportation services are provided to all employees.
Ensure smooth functioning of transport in each and every shifts and routes
My Reporting Structure in TIL Healthcare:
1) Working with 6 team members & total Manpower handling in all location is 350 Employees.
2) Reporting to VP- Operations (Plant Head).
Company Turnover 100 Cr
 From 7th
August 2012 to December 2013
Worked in SBQ Steels Ltd as a Senior Officer – HR.
SBQ Steels Limited, manufacturers of Pig Iron, Sponge Iron, Steel Billets, Blooms, Bars, and Wire
Rods, caters to the steel requirements of automobile and engineering sectors, and also to the nuclear
power industry, in India.
Promoted by RKKR Steels, one of South India's oldest and largest steel manufacturers, SBQ Steels
produces high quality products at cost-effective prices.
Designation: Senior. Officer – HR, Group RKKR – Chennai
(Handling Factory Located in- Ankulapatur Village, Gudur. SPSR Nellore District.A.P)
(Business centers –Chennai)
Page 5 of 7
My duties and responsibilities as under: -
1. Recruitment & Selection:
2. Performance Management System / Induction & Orientation:
3. Statutory Compliances:
4. Payroll & Compensation
5. Employee Relations & Engagement
6. Training & Development:
7. General Administration (Security, Housekeeping & Travels):
My Reporting Structure in SBQ:
3) Working with 4 team members & total Manpower handling in all location is 926 Employees.
4) Reporting to VP- HR.
5) Company Turnover 200 Cr.
 From 7th
Feb 2011 to 6th
August 2012
Worked in Hindusthan National Glass & Industries Ltd. (Green Field Project)
Designation: Executive – HR group HNG – (Pondicherry, Kolkata, Rishra, Rishikesh,
Nimrana, Nasik & AP)
My Reporting Structure in HNG:
1) Working with my team members (Team Size is 6) & with total Manpower handling in
south division is 1300 Employees.
2) Coordinating with all respective Divisional heads AVP, VP & Corporate HR Team.
3) Reporting to GM – HR (Plant Head HR).
4) Company Turnover 200 Cr.
 From 2nd
Jun 2008 to 4th
Feb 2011
Worked in Xerollin Integral Solutions Pvt Ltd. (US Staffing Night Shifts)
Designation: Executive – HR group Xerollin – (AP)
Page 6 of 7

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Hari cv

  • 1. CURRICULAM VITAE Harikrishnama Raju.Guntamadugu : 0 8623277275 (Home) : 0 8886703090 (Mobile) : hari.love.indian@gmail.com Human Resources / Recruitment / Training / Administration Seeking challenging assignments across reputed companies Eight years of experience in Employee Relations, Resource Management, Retention, OD interventions, Complete Strategic HR solutions, T&D, L&D, Performance Management & Development, Talent Management, Talent Engagement, Statutory Compliances, Compensation & Benefits, Learning & Development and Recruitment & Administration. Career Objective To work in an organization this provides opportunities for growth, learning and scope for the implementation of my skills and to offer my best abilities to the organization. My Strengths • Self-Motivated & Enthusiastic. • Ability to Work Autonomously as well as Good Team Player. • Quick Learner, Adaptability & Positive Attitude & Handling the pressure situation. • Creating a good industrial relation Computer Profile Computer knowledge: Worked on People Soft HRMS, MS-Office, MS-Excel, Power Point, Internet, Job Portals (Timesjobs.com, Naukri.com, and Mounster.com), and SAP - HR End User etc. Professional Experience  From 27th January 2014 to Till Date Presently working in TIL Health Care Pvt Ltd TIL Healthcare is the international pharmaceutical arm of the Jhaver Group of companies. The group currently has 5 pharmaceutical formulation manufacturing facilities offering various products in Liquids, Capsules, Tablets. It recently commissioned a new state-of-the-art manufacturing facility dedicated towards the global supplies of its products. The facilities are approved by various Health Regulatory Authorities other than GMP & ISO certifications. TIL Healthcare exports its products to over 54 countries spread across Asia, Africa, CIS, Central & Latin America and is backed by strong infrastructure and technical personnel. It has over 500 product registrations across these regions. Page 1 of 7
  • 2. Designation: Deputy. Manager – HR, Group JHAVER – Chennai (Handling Factory Located in- Sricity SEZ, Satyavedu Mandal. Chittoor District.A.P) (Business centers –Chennai) My duties and responsibilities as under: - • My major responsibilities HR and Admin & Security Activities. • I am handling 6 Members of team to cover all the activities at the plant. Major Roles and responsibilities: 1. Organization Structure. 2. End to End Recruitment 3. Training & Development (Internal & External) 4. Employee Relation 5. Employee Welfare 6. Time Management & Pay Roll 7. Contract labour 8. Industrial Relations & Statutory of the plant 9. PMS (Major roles participated by Corporate HR) 1. Organization Structure:1. Organization Structure: • To coordinate with Top Management devised a structured / scientific method for HRP requirements in consultation with heads of different functional & operational areas. 2. End to End Recruitment:2. End to End Recruitment: • Responsible for Manpower planning – End to End Recruitment process from entry level to senior level positions. • Responsible for talent hiring with the intention of building succession options and competence. • Talent management wherein the focus is to clearly build a talent pipeline on competent and high potential employees at the entry, mid and senior level. • Sourcing and screening the right candidates by using diverse sources for recruitment like Job Portals, Social Media (Like Linkedin, Facebook), Employee Referrals, Candidate Referrals, Job Cards, Campus Recruitment, Advertisements, Newspapers, SMS Activities, Promotions etc. • Full fillment of vacancies in Stipulated time period. • Develop and maintain relationships with Colleges, University and other local organizations. • Assist with the planning and running recruitment campaigns such as Walk Ins, Job Fairs, Open Days, Graduate recruitment and summer internship. • Sourcing of external candidates using variety of low cost Talent Acquisition Channels (Consultants) for fulfilling the critical vacancies in time. • Retention of outstanding talent in consultation with MD & Plant Head. • Designing and implementation of Induction Programme for new joinees. Page 2 of 7
  • 3. • KYE Documents and formalities and general Induction procedure for New employees. 3. HR Operations:3. HR Operations: • Ensure compliance of HR Policies, Systems and Procedure. • Error free Supervision of ERP Systems, Employee Record Updation / data management. • Keeping check over the timely issuance of Appointment, Probation and confirmation Letter. • Maintaining the Job Description of all the key personnel and below line. • Efficiently collaborated with executive leadership to develop HR direction and strategy for achieving organizational goals and strategic objectives. • Aid as strategic consultant to management on employee relations issues and manage all disciplinary issues within the company. • Provide senior management with various types of employee reports including attrition, confirmation, headquarter cost, incentive etc. • Provide on-going consultation to management on performance related issues. • Liaison with senior management to identity, develop and implement training and development programs in line with the business objectives. • Work closely with management and field force on all grievance issues within the company. • Monitor the exit employee formalities and employee settlements. 4. Transactional HR:4. Transactional HR: • Transactional HR: Rebuilt policies and redesigned standard operating process for field force. • Design of a merit increase and salary review system with built in factors such as salary review budget, individual performance, market benchmarking and internal equity to ensure fair and equitable review of salaries within the business. • Effectively managed and conducted performance improvement plans. • Reviewed and implemented new onboarding processes, gaining buy-in from the leadership team and resulting in improved retention rates. 5. Training ( Learning Culture ):5. Training ( Learning Culture ): • Training and course development: delivering training, designing and writing courses, leading teams of trainers, and directing enterprise initiatives. A proven track record of significant improvements in learning processes, productivity, quality, and customer satisfaction while reducing costs, lowering turnover, and maintaining a positive work environment. • Identification of training needs (TNI). • Organize In-House and external training program for various levels of employees. • Maintain records of all activities related to training documentation. • Ensure proper implementation of Total Quality Management programme for Systematic Process training. • We have introduced LLC in this organization. The deception of LLC is given below: • Learning Leadership Culture (LLC), as per understanding culture the first step in creating a culture of learning in workplace begins with leaders. Since they are reinforcing training initiatives, they should be supportive of a learning environment. Page 3 of 7
  • 4. Otherwise, they should alter the way they see the company and look at it from a different perspective. • Formalize training and development plans yearly bases. • Design a special budget for conducting new methods of training and development of the key skill activities. • To use Sixsigma and Kizen metods to implement skill developement practices. • Give recognition to learning. • Get feedback about training programs • Coordinating with external Trainers to develop a key skill like GMP vs cGMP, GDPvs cGDP, GWP vs cGWP, GLP vs cGLP. • Coordinate with QA to find GAP analasis and simplify the procedure. • To developTo develop Standard Operating Procedure Preparation in HRD • Overall preparation of SOP for the HR Department. • Coordinate with QA Timely Revision of SOP as per the review date. • Training the departmental personnel on SOP related to their respective areas. • Coordinate with QA to plan for educate the new development of SOP`s for all departments. 6. PMS ( Culture of Awards & Rewards):6. PMS ( Culture of Awards & Rewards): • Designing performance appraisal system and implementing department wise. • Initiate, co ordinate & close the annual performance appraisals discussions with Management as per Policy. • Facilitation in fixing annual objectives with plant managers, employees & resolving conflicts. • Employee Development for implementing training programs on time individuals who are nominated. • Work closely with Plant Head and developed front-end employee development tools with employees, business heads, and managers. • Annual Review & discussions of department promotions with Plant heads and managers. • Developed long term relationship with employees through personal interaction and close proximity. • Promoted harmonious relationships between management and employees pre- empting issues which can lead to conflict or become grievances. Administration: 1. Canteen 2. Housekeeping ( Industrial & General) 3. Transportation (BUS & Company own Vehicles) 4. Guest Management Page 4 of 7
  • 5. 5. Audit Management 6. Scrab Management 7. Gowning Management 8. Green Belt Maintenance 9. Security. 1. Canteen:1. Canteen: • Ensuring hygienic food/drink for employees in Canteen. • Ensuring canteen hall (inside & outside) area clean & tidy. 2. Housekeeping:2. Housekeeping: • Organize routine housekeeping activities of the plant through housekeeping supervisors. • Maintaining hygienic and top class housekeeping during the audits and visits. • Checking for error free documentation of housekeeping and maintaining them as per the regulatory requirements. 3. Pest Control:3. Pest Control: • Ensure that proper pest control services are been carried out at Factory site. • Liaison with pest control vendors as and when required. • Ensure for error free documentation of pest control and maintaining them as per the regulatory requirements. 4. Transportation:4. Transportation: • Ensure proper and comfortable transportation services are provided to all employees. Ensure smooth functioning of transport in each and every shifts and routes My Reporting Structure in TIL Healthcare: 1) Working with 6 team members & total Manpower handling in all location is 350 Employees. 2) Reporting to VP- Operations (Plant Head). Company Turnover 100 Cr  From 7th August 2012 to December 2013 Worked in SBQ Steels Ltd as a Senior Officer – HR. SBQ Steels Limited, manufacturers of Pig Iron, Sponge Iron, Steel Billets, Blooms, Bars, and Wire Rods, caters to the steel requirements of automobile and engineering sectors, and also to the nuclear power industry, in India. Promoted by RKKR Steels, one of South India's oldest and largest steel manufacturers, SBQ Steels produces high quality products at cost-effective prices. Designation: Senior. Officer – HR, Group RKKR – Chennai (Handling Factory Located in- Ankulapatur Village, Gudur. SPSR Nellore District.A.P) (Business centers –Chennai) Page 5 of 7
  • 6. My duties and responsibilities as under: - 1. Recruitment & Selection: 2. Performance Management System / Induction & Orientation: 3. Statutory Compliances: 4. Payroll & Compensation 5. Employee Relations & Engagement 6. Training & Development: 7. General Administration (Security, Housekeeping & Travels): My Reporting Structure in SBQ: 3) Working with 4 team members & total Manpower handling in all location is 926 Employees. 4) Reporting to VP- HR. 5) Company Turnover 200 Cr.  From 7th Feb 2011 to 6th August 2012 Worked in Hindusthan National Glass & Industries Ltd. (Green Field Project) Designation: Executive – HR group HNG – (Pondicherry, Kolkata, Rishra, Rishikesh, Nimrana, Nasik & AP) My Reporting Structure in HNG: 1) Working with my team members (Team Size is 6) & with total Manpower handling in south division is 1300 Employees. 2) Coordinating with all respective Divisional heads AVP, VP & Corporate HR Team. 3) Reporting to GM – HR (Plant Head HR). 4) Company Turnover 200 Cr.  From 2nd Jun 2008 to 4th Feb 2011 Worked in Xerollin Integral Solutions Pvt Ltd. (US Staffing Night Shifts) Designation: Executive – HR group Xerollin – (AP) Page 6 of 7
  • 7. Personal Details Name : Harikrishnama Raju.G Father Name : Bobili Raju.G Date of birth : 04th Jun 1986 Languages Known : Telugu, Hindi, English & Tamil. Marital Status : Married Present and Permanent address : 5-11-29/12, west street, near gandhimandhiram, Naidupeta, SPSR Nellore District, A.P. Hobbies and interest : Traveling, Listening Music, and interacting with people. Academic Profile • Doctorate in management Studies (Specialised in Personality development) in ISBM. Hyderabad. • MBA in HR (Master of Business Administration) in Magnus School of Business – Hyderabad, ICFAI University. Dehradun. • BSc (Bachelor of Electrical & Electronics) in Sri Swarnandra Bharathi Degree College, Gudur, Sri Venkateswara University, Tirupathi. Computer Dexterity • MS Office including Word, Excel & Power Point, MS Outlook • Sourcing CV's from Naukri, Monster, Times Jobs, Shine, Linked in, Crop to Crop and other job portals with head-hunting & employee referrals. Positive Quality • Good communication and interpersonal skills • Responsible for end-to-end recruiting-business development, • Sourcing, negotiation and closing the deal. • Responsible for handling the team • Excellent leadership skill and co-ordination qualities. Declaration I hereby declare that the above particulars furnished by me are true to the best of my knowledge and I bear the responsibility for the correctness of the above mentioned information. Date: 07th June 2016 Place: TADA Harikrishnama Raju.G Page 7 of 7