This document contains the resume of Chandra Shekhar, an experienced HR and industrial relations professional with over 26 years of experience in talent acquisition, performance management, training, compensation and benefits, and industrial relations. He has held various HR leadership roles across several organizations in industries like cement, glass, pharmaceuticals, and automotive. Currently seeking a new opportunity, he is looking to leverage his expertise in managing all aspects of the HR function, including employee productivity, change management, and statutory compliances.

1. CHANDRA SHEKHAR
Mobile: +91 9603395482/9948745680, E-Mail: batchali.vcs@gmail.com
MANAGERIAL ASSIGNMENTS
Human Resource Management ~ Administration ~ Industrial Relations
PROFESSIONAL PROFILE
An accomplished HR/IR professional with 26 Years of rich experience in Corporate, Project/Plant level Talent
Acquisition, Succession Planning, and Change Management processes. HR Policies/SOP's/Manual/Guidelines
Maker and Implementer, Performance Management System, Behavioural Trainer & Mentor, Contract Labour
Management, Statutory Compliances, Industrial Relations related Troubleshooting &
Conciliation/Arbitration/Adjudication in labour court/Tribunal/National Tribunal across Indian states.
As a HR/IR Catalyst:
1. Talent Acquisition and succession Planner.
2. Sharp trouble shooter of all unionized activities.
3. Good negotiator for COD and wage settlement.
4. IR related Troubleshooting & Conflict Resolution at plant and project Site level.
5. 18(1)&12(3)multiple agreements with BMS, CITU, & INTTUC affiliated Union’s COD
6. Handled 7a inquiry and its settlement.
7. Attended & resolved Multiple Conciliation/Arbitration/Adjudication in Labour court/Tribunal/National
Tribunal across Indian states.
8. Design proactive retention strategies to study & minimize attrition risks.
9. Designer of good performance management system and its implementation.
10. Good coordinator of Performance Management System by setting KRA and its achievements.
11. Behavioural Trainer and Buddy Trainer initiator.
12. Policy Maker and Implementer.
Competency Overview
 Recruitment/Induction/ Appraisements and other facets of the HRD functions.
 Formation of Standing orders,/policies/guidelines/Manuals & its implementation.
 IR related Troubleshooting & Conflict Resolution at plant and project Site level.
 Preparation of Training Need Identification (TNI) and its effectiveness.
 Setting Standard for Performance Management System and its successful rollout.
Academic Credentials
 B.SC. (Chemistry) from Osmania University in 1981.
 PGDM from Kakatiya University in 1992.
Employment History:
ORGANISATION POSITION DURATION REPORTING TO
Hindustan National Glass,
Naidupeta
DGM HR- IR Since Jan’ 2012 HR Head/Director
Parker Markwel , Hyderabad Plant HR-IR &
Administration
Jul’ 09 – Jan’12 MD/Director

2. ACC Cements Ltd, Karnataka Manager HR &
Administration
Jul’07 – Jul’09 Managing Director
Sri Chakra Cements, AP.
Manager HR
(P & A) & IR
Apr’05 – Jul’07
Chairman
Care n Cure, Mumbai. Manager
Personnel &
Administration
Feb’96 – Apr’05 President
Bhaskar Pharma, New Delhi Manager
Personnel &
Administration
Jan’86 – Feb’96 President
Accountabilities in previous Jobs
Accountability Supporting Actions
Manpower Planning &
Budgeting
Ensure manpower cost effective planning exercises is in line with the business goals
region wise as per the policy guidelines.
Talent Acquisition  Conceptualize, create and ensure implementation of recruitment strategy at the
beginning of every year.
 Participate in variety of recruitment activities like Employee referral, browsing
through job sites and portals, Campus Recruitment, so that the organisation’s
recruitment process is efficient, effective and equitable.
 Ensure all open positions are closed as per the pre-decided time lines. Identify
and standardise on the tools for selection for people at different levels.
Succession planning
Management
Proactively ensure development of second line leaders and empowerment, transparency in
operations by involving H.O.D’s
KRA, KPI and Goal Setting Define Roles, responsibilities & to do list, setting of KRA and its weight age and
measured the periodical performance through KPI to achieve the ultimate GOAL.
Employee Productivity Designed and calculated assignment wise HR Productivity for the Employee in order to
support fair and strong Performance Management System.
Performance Management  Completed Field review, 180 and 360 appraisal methods.
 Preparation of standard in consultation with Management Representative to draw
PMS standard and its step by step procedure.
 One to one meeting with Employee to communicate the PMS procedure and
standard.
 Documentation and ratings the Score in order to advice for increment /
promotion/Training needs to the Management.
Change Management  Constant evaluation of performance of the employees, appreciate in terms of
monetary and non-monetary reward
 Handled the grievance of the employees to remove the dissatisfaction level.
 Played important role in organizational development through various measures
such as organizing training, individual growth plan, talent recognition
 Counselled on regular basis for minimizing absenteeism and rate of attrition.
People Management  Obtained Senior Management Team approval and funding for proposed
strategies, plans and welfare projects.
 Created an empowered and enjoyable workplace, and performance based culture
 Responsible for critical interfacing internally with all department.

3. Compensation & Benefits  P l a n e d , p r e - b u d g e t e d s i n gle compensation Benefits Strategy incorporated in the
organization so as to .deliver the desired business results.
 Study legislation, market, arbitration decisions, to assess industry trends.
Training  Successful roll out of induction training to new entrant.
 Training Need Identification (TNI) by consulting Departmental Heads.
 Training activity calendars for the year to serve as a reckoned.
 Designed and handed over the customized training module to training
Department for each level for training to be imparted.
 Study training effectiveness, MIS on training and its successful roll out.
Operational Ensure; 1.All departmental H.R. requirements are met
2. Statutory returns are regularly filed.
3. Indiscipline is brought to the notice of Superiors.
4.Payroll inputs are timely received to process payroll
5. Facility Management.
Industrial Relations (IR)  Handled Union COD & multi Unions conflicts resolutions and settlement.
 Industrial Relations related Troubleshooting & Conflict Resolution through 18(1)
& 12(3) agreement with BMS, CITU & INTTUC affiliated Union’s COD.
 Handled 7a enquiry and its amicable settlement.
 Fixation of Wages/Working Hours/productivity with workers at plant level
through Good Faith Collective Bargaining process
 Maintained Contract Labor/ Migration worker Management.
 Ensuring all legal proceedings is completed for court cases related to employee
grievances timely.
 Respond to and resolve difficult and sensitive employee inquiries in consultation
with Heads of the department and management.
Date of Birth : 8th March1962
Marital Status : Male/Married
Nationality : Indian
Salary : 14 Lac P.A
Turnaround time : One Month
Expected Salary : Negotiable
Reason to change : For better Prospect