Ranjit Nandgaonkar is applying for an HR position with over 10 years of experience in the UAE healthcare industry. He has extensive experience formulating HR policies and procedures for large organizations with workforces up to 4,000 employees. Nandgaonkar held senior HR roles at Al Noor Group of Hospitals and Al Salama Group Holdings where he overhauled HR practices and drove change management initiatives. He has demonstrated skills in recruitment, performance management, and employee relations. Nandgaonkar holds an MBA in Human Resources Management.

1. Résumé
Ranjit Nandgaonkar
MBA in Human Resources Management
Profile Summary
• 10 years of progressive work as an HR Generalist (08 years in the UAE healthcare industry)
• Professional Education in Business Management, for delivering fundamentally-strong HR solutions.
• Extensive experience in formulating comprehensive HR Policies & Procedures, with a balanced approach.
• Demonstrated ability in Business Process Re-engineering and Crisis Management.
• Proven skills in managing teams across locations for a 4000-strong workforce.
• Professional Experience
Professional Experience{{{ Professional
ary
Company Profile:
Al Salama Group Holdings operates a multi-specialty JCI accredited hospital in Abu Dhabi, and is a recipient
of the Sheikh Khalifa Excellence Award. A workforce of over 700 employees at Al Salama has been providing
quality healthcare services in UAE, over 35 years. Website:
www.alsalamahospital.com
Core Responsibilities:
• Overhaul the existing HR practices to align with contemporary practices and industry norms.
• Evaluate manpower-related risks and take remedial action.
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Employment Summary
Professional Experience
Al Noor Group of Hospitals, UAE Manager – Corporate HR 2011 to 2015 (4 yrs.)
Richardson Mgmt. Consultancy, UAE Manager - HR 2009 to 2011 (1 yr.)
NMC Group of Hospitals, UAE Supervisor – Corporate HR 2005 to 2009 (4 yrs.)
Evolve Training, India HR Executive 2005
Bharat Gears, India HR Executive 2004
Al Salama Group Holdings, UAE Director HR Oct. to Dec. 2015
Al Salama Group Holdings LLC, UAE II Director HR II Oct. to Dec. 2015

2. • Drive Change-Management efforts to improve employee satisfaction and to curb employee attrition.
Achievements in the first two months:
Formation of Steering Committee and creation of 3i Program viz. Idea-Implement-Inspect.
Risk Analysis of physician shortage – patient volumes, clinic capacity, attrition, opportunity cost, new
services.
Launch of Employee Suggestion Program - monthly review by Management Team, with Employee Rewards.
Launch of Training Sessions for Employee-Supervisor Feedback Program.
Company Profile:
Al Noor Group operates a chain of JCI accredited multi-specialty hospitals and clinics, across Abu Dhabi
Region, driven by a workforce of 4000 employees. A Healthcare Giant in the UAE private sector for 30 years,
Al Noor is listed on the London Stock Exchange. Website:
www.alnoorhospital.com
Core Responsibilities:
• Plan, develop and install group-wide HR solutions, from a corporate perspective.
• Accountable for HR activities for 1200 employees under Corporate Office, Clinics, and Projects, from an HR
Line Manager perspective.
• Identify opportunities, formulate developmental plans, and drive implementation.
• Monitor, assess, resolve and report on HR issues.
Achievements:
Detailed overhaul of Group HR Policies & Procedures, for alignment with best practices in industry.
Rollout and Implementation of Unified HR Policy Manual across the Group, in 2014.
Independently responsible for Group HR Audit (end-to-end)
Designated as HR–SME (Subject Matter Expert) for implementation of SAP-ERP.
Creation of a recruitment pipeline of over 500 selected candidates, in the initial six months.
Overhaul of the Performance Management Function.
Instrumental in centralizing the Recruitment Function at a Group level.
Spear-heading the installation of KABA, a German solution for Time & Attendance.
Key Result Areas:
• Recruitment:
- Finalization of the annual manpower plan, in collaboration with budget owners.
- Oversee Staffing Activities for 03 hospitals, 08 clinics, 12 projects, and Corporate Departments.
- Maintain an aggressive talent pipeline, via strategic tie-ups with job portals, social media sites,
and placement agencies across regions; for global outreach.
- Manage the end-to-end process for on-boarding.
• Performance Management:
- Annual Objective Setting, Mid-Year Review and Year-End Review of Employee Performance.
- Managing the annual increment cycle in consultation with department heads.
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Al Noor Group of Hospitals, UAE II Manager HR (Corp. & Clinics) II July 2011 to July 2015 (4 yrs.)
.)

3. - Participation in annual Bonus cycle in consultation with department heads.
• HR Compliance:
- Accountable for Group HR audit, internal (reporting to Board of Directors) and external (Deloitte)
- Managing HR Risk and HR Internal Controls aligned with Audit & Corporate Governance requirements.
- Ensure that the relevant operations comply with the UAE Labour Law and other legal requirements.
• Time & Attendance, Payroll Inputs and Cash Management:
- Monitoring Employee Leave, Attendance, and Overtime.
- Providing authenticated HR inputs to Payroll.
- Managing a cash float of AED 100,000, for staff advances and routine expenses.
• Employee-Relations Management:
- Provide employees with information about policies, working conditions, and the entire range of
employee benefits; as a part of the open-door policy.
- Serve as a link between the Sr. Management and employees by resolving work-related issues.
- Manage internal conflicts by conducting negotiations; resolve employee grievances.
- Maintain professional interpersonal relationships with Functional Directors and Section Heads.
• Routine operational activities:
- Authentication and approval of various payments, of AED 08 million per annum.
- Responsible for group-wide communication related to policy amendments, internal job postings,
referral programs, employee suggestion schemes, and team-building activities.
- Active participation in meetings with internal and external customers.
- Provide direction and advice to departmental staff.
{
Company Profile:
RMC is a professional recruitment consultancy, catering to a diverse clientele like banks, MNCs
and Government Organizations. Website:
www.rmcuae.com
Core Responsibilities:
• Managing a team of six recruiters for timely staffing and quality of service.
• Accountable for end-to-end recruitment process.
• Business Development.
• Performance Management, Payroll and Administration.
Note: Operating out of India, responsible for UAE operations and clientele; reporting to Director.
``` Company Profile:
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NMC Group of Hospitals, UAE II Supervisor – Corporate HR II 2005 - 2009 (4 yrs.)
Richardson Mgmt. Consultancy, UAE II Manager - HR II 2009 to 2011 (1 yr.)

4. NMC Healthcare has a chain of JCI accredited multi-specialty hospitals across the UAE; with a workforce of
over 3000 employees. Website:
www.nmc.ae
Core Responsibilities:
• Accountable for recruitment for three multi-specialty hospitals and three medical centers across UAE.
• Lead an executive team of twelve, towards timely achievement of HR deliverables.
Achievements:
 Development of the Induction Manual and Employee Handbook in an independent manner.
 Successful in attaining 100% compliance with JCI norms for HR processes.
 Development of the complete set of HR Forms and Templates to facilitate Process-Building.
 Instrumental in the launch of successful HR Interventions using kaizen principles of Change Management
through Continual Improvement - leading to reduced patient cycle times, improvement in patient
satisfaction and resulting in an increase in overall revenue.
 Designated as HR Super-User for Implementation of Oracle HRMS ERP (R12)
Key Result Areas:
• Recruitment – Delivering end-to-end solutions, including:
Manpower Planning: Finalizing Staffing Forecasts in line with business plans, Gap Analysis and Action Plans.
Talent Search: Print Advertisements (design and content) for local and overseas publications,
partnerships with leading job portals, etc.
Volume Recruitment: Organizing Job Fairs and Walk-in Interviews (in UAE and in India) with budget approvals,
active participation and report submission.
Evaluation: Screening applications based on desired profile, conducting group discussions and
personal interviews, salary negotiation and finalization of offers.
Induction: Conducting detailed induction programs for new employees to bring them up to date
with the organizational culture, code of conduct and requisite information about UAE.
Exit Management: Conducting and analyzing exit interviews, generating reports with suggestions,
followed by active dialogue with the Management for remedial measures.
• Performance Management - discussing budgetary requirements with the finance team, discussing job
performance with department heads, deliberating on differences of opinion to achieve common ground,
proposing increments based on job delivery and years of service.
• Employee Relations Management – conducting employee satisfaction surveys, evaluation feedback,
developing effective counter-measures, Grievance Handling, Employee Counselling.
• Compliance with JCI Standards – Revamping the existing HR processes, including documentation, to
comply with JCI norms, in order to attain JCI Accreditation.
Eience
P Company Profile:
Evolve is a total-solutions service provider for HR Consultancy, Recruitment, Training and E-learning,
catering to a large number of leading national and multi-national organizations and corporations of diverse
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Evolve Training, India II HR Executive II January to June 2005 (6 mths.)

5. sectors. Website:
www.trainingatevolve.com
Core Responsibilities:
• Interaction with clients to assess business requirements.
• Screening applications and conducting interviews.
• Development of Training Modules.
• Co-ordination for Training Workshops.
Company Profile:
Bharat Gears is India’s largest gear manufacturer in financial and technical collaboration with Germany. The
customer base of this ISO accredited company expands to nations across Europe, America and Asia with a
turnover of over $80 million. Website:
www.bharatgears.com
Achievements:
 Conducted a 10-day Kaizen Workshop at Factory Level including Unit Heads – reorganized machine locations
for minimizing material movement and reduced throughput time, redesigned material flow for enhancing
productivity, resulting in increased output, providing annual savings of over AED 01 million.
 Appointed as the Single-Point Contact for resolving employee grievances.
Core Responsibilities:
Recruitment & Selection: Screening applications and conducting preliminary interviews.
Change Management: Designing and conducting an organization-wide Climate Survey, implementing the
scheme of ‘Solution Box’ – a concept where employees report problem areas in
writing, along with feasible solutions.
Administration: Factory Visits for ad-hoc enquiries about issues faced, remedial
action and follow-through till issue resolution.
Company Profile:
Juken Kogyo is a precision gear manufacturing company, with customers across the globe.
Learning Areas:
• Kaizen (Continual Improvement in Work Processes)
• Total Quality Management (TQM),
• Elimination of Muda (wasteful work practices)
Course: Master of Management Studies (MMS) in Human Resources (First Class), 2002-2004.
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Academic Profile
Juken Kogyo Ltd., Japan II MBA Internship Program II May 2003
Bharat Gears Ltd., India II HR Executive II July to December 2004 (6 mths.)

6. Institute: * Welingkar Institute of Management Development, Mumbai University.
* Ranking: Selected as A+: Level 1 Management Institute by Business India, 2004.
Best Management Institute of the Year by the 'Bombay Management Association' in 2004.
Information about Self
Information about Self
Name Ranjit Nandgaonkar
Phone Number +91-99309-14271
Email ranjit.emails@gmail.com
Age 36 years.
Civil Status Married.
{{ersonal Informatio Per
Location Mumbai, India.
Notice Period One week.
Muzaffer Nahvi, Chief HR Officer, United Eastern Medical Services, UAE (Director HR, ex-Al Noor Hospital)
Elhadi Hassan, Corporate Director – Finance & Accounts, Al Noor Hospitals Group, UAE.
Ziad Tabet, Corporate Director – Revenue Cycle Management, Al Noor Hospitals Group, UAE.
Khalid Al Adawi, General Director – Finance & Administration, Al Salama Group Holdings, UAE.
Contact numbers/email IDs of references, would be provided at the appropriate stage of selection.
Page 6 of 6
Current Status
Professional References

7. Institute: * Welingkar Institute of Management Development, Mumbai University.
* Ranking: Selected as A+: Level 1 Management Institute by Business India, 2004.
Best Management Institute of the Year by the 'Bombay Management Association' in 2004.
Information about Self
Information about Self
Name Ranjit Nandgaonkar
Phone Number +91-99309-14271
Email ranjit.emails@gmail.com
Age 36 years.
Civil Status Married.
{{ersonal Informatio Per
Location Mumbai, India.
Notice Period One week.
Muzaffer Nahvi, Chief HR Officer, United Eastern Medical Services, UAE (Director HR, ex-Al Noor Hospital)
Elhadi Hassan, Corporate Director – Finance & Accounts, Al Noor Hospitals Group, UAE.
Ziad Tabet, Corporate Director – Revenue Cycle Management, Al Noor Hospitals Group, UAE.
Khalid Al Adawi, General Director – Finance & Administration, Al Salama Group Holdings, UAE.
Contact numbers/email IDs of references, would be provided at the appropriate stage of selection.
Page 6 of 6
Current Status
Professional References