Rishikesh Shinde is seeking a senior level human resources role in the automobile sector. He has over 10 years of experience in strategic human resources management, including talent acquisition, performance management, compensation and benefits, employee engagement, and industrial relations. His experience includes formulating HR policies and implementing change management strategies at large organizations. He is proficient in all aspects of HR from recruitment to employee development.

1. Pls. give
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RISHIKESH S. SHINDE
Pls. mention
rishikesh.shinde@gmail.com
+91-9923281212
LinkedIn Profile: http://www.linkedin.com/in/rishikeshshinde
JOB OBJECTIVE
HIGH IMPACT HUMAN RESOURCE GENERALIST
A dedicated professional with proficiency in mastering HR situations & highly knowledgeable in a wide variety of professional disciplines as
expert for implementing manpower policies; targeting senior level assignments in HRM with a reputed organisation in Automobile sector
PROFILE SUMMARY
• Accomplished Strategist and Solution & Detailed-Oriented Manager with 10.5 years of rich
experience in HRM (operational development, talent acquisition, employee engagement,
payroll, performance & reward management, succession planning ) with large & multi-culture
matrix organizational structures
• Proven career track record of excellence in:
o Formulating & implementing increment, incentive & remuneration policies; handling appraisal
process across the levels and establishing framework to substantiate Performance Appraisal System
linked to reward management
o Conceptualizing strategies for re-orientation of the organization structure by utilizing available human resource to achieve desired
objective
o Formulating customized learning solutions, facilitating training measures and ensuring the availability of training programs to
meet the needs of various groups
o Developing & implementing Change Management Strategy for cultural turnaround as Change Driver / Catalyst
• Game changer & strategic HR Generalist with skills in addressing IR issues and maintaining healthy relations with a key focus on
employee connects, grievances, ethics, integrity, employee discipline and labour legal issues:
o Negotiating & amicably settling labour disputes, strikes & slow down with the union (long & short term) using dispute settlement
machinery (conciliation, arbitration & adjudication) and maintaining discipline & harmonious working environment across all
employee levels
o Developing positive relations with the union (s) & workers to enhance unit & employees’ interests and handling grievances for
their redressal through Employee Satisfaction, HR Survey & Community Development Initiatives
• Demonstrated excellence in driving strategic HR initiatives to realize bottom line results and realigning HR policies in the pursuit
of objectives of leading organisation to create an amicable & transparent environment:
o Streamlining activities to improve employee morale, retention and overall satisfaction on high potential retention and capability
development in view of future business & leadership pipeline development
• Proficient in handling recruitment activities including sourcing both internal & external manpower, evaluating the required skills,
identifying possible sources, selecting best candidates and negotiating & fitting them into the system
• A forward thinking person with excellent communication, analytical & time management skills; exceptionally well organized
with a track record that demonstrates self-motivation & creativity to achieve corporate goals

2. Career Timeline
CORE COMPETENCIES
~Human Resource Management / Development ~Strategic Planning ~Training & Development
~Recruitment, Resourcing & Development ~Compensation & Benefits ~Performance Management
~New System & Transformational Initiatives ~General Administration ~Industrial Relations
~Employee Engagement, Relations & Welfare ~New System Implementation ~People Management
ORGANISATIONAL EXPERIENCE
Since May’12 Faurecia Interior Systems India Pvt. Ltd., Pune as Manager-Human
Resources & Administration
(Tech center for 1 year, Manufacturing for 1 year and R & D center since Mar’14)
Team Size: 2
Partnering with the Business (Co–piloting the plant with Plant Manager)
Role:
HRM:
• Reviewing, evaluating & analyzing work environments and designing procedures to promote worker
health and reduce occupational stress caused by psychological, organizational & social factors
• Designing the innovative organizational pyramid & acquiring talent to fill the gap for organizational
development and introducing it in the organization for the development of its people & business
• Looking after activities related to policy planning, employee engagements, training & development
and organizational development & analysis
• Overseeing the headcount & personal data and understanding them to explain all figures
• Assuring the consistency between systems (i.e. PIMS vs. Taleo vs. Payroll)
• Optimizing the working time as per business need (shift pattern, overtime plans, down days, etc.)

3. • Checking & analyzing reports to identify & determine the potential causes of personnel problems and providing recommendations for
improvement of organizational personnel policies & practices
• Liaising with advisors, workforce relations and general counsel to determine appropriate course of action and bringing queries &
issues to closure
• Implementing the suitable career planning growth for creating employee satisfaction
• Interfacing with Management & Heads of Department to implement HR policies for effective management & development of human
capital across the organization
• Rendering HR input into site budgetary process, managing HR Department budget and ensuring that HR budget & aspects of site
budget are respected
• Reacting to KPIs to steer HR issues, thereby anticipating problems
• Ensuring the effective induction of the new hire into the site and group
• Recognizing & handling the high potentials and others key players
• Reporting about the relevant HR information to the division
• Executing Group HR policies & processes at the site including "Employee Empowerment" (part of Faurecia Excellence System)
• Accountable for handling Payroll & Attendance Systems at site level
• Overseeing the release of company objectives every semester involving stakeholder and ensuring comprehensive & targeted
competence framework development aligned to business priorities with high focus on scale, speed & effectiveness
Industrial Relations:
• Establishing two-way formal as well as informal internal communication channels to bring transparency in industrial relation system.
Institutionalizing sustainable IR policies which are in long-term interest of the organization
• Counselling/ grievance handling of the employees to maintain a healthy work environment & facilitating Employee Satisfaction, HR Survey &
community development initiatives
• Liaising with enforcement authorities on matters of Labour Laws
• Managing strikes, lockouts, systematic grievance, disciplines and court cases
• Keeping the smooth relations with union (If union is there), making the regular meeting of the works committee
• Maintaining & updating all statutory compliances
• Responsible for the provision of high quality industrial and employee relations advice and services to group which result in improved industrial
relations and other human resource management policies and practices
• Administering contracts with respect to employee wages, salaries, pensions, grievances, healthcare, union and management practices and
other areas of contract management
Manpower Planning & Optimization:
• Conducting annual OHP analysis (as a part of EE Basic)
• Leading the manpower optimization MOI / MOD under OHP analysis
Performance Management:
• Looking after guarantee appraisal (OAR/APDR is correctly applied)
• Streamlining Performance Management System, Rewards, Recognition and Retention Plan in the group
• Strategizing & implementing end-to-end performance management for employees across the business unit
• Handling annual appraisal by establishing framework to substantiate performance system linked to awards; creating a healthy culture
by developing Performance Review Model for performers & non-performers
• Ensuring the completion of custom made appraisal system to handle post-counselling; standardizing performance measurement
parameters across group & undertaking periodic compensation survey
Administration:
• Leading the general administration activities (i.e. security, transport, canteen etc.)
• Executing an efficient & integrated strategy for staffing, recruiting, training & career management at site
• Ensuring that the working conditions are in compliance with Group Health, Safety & Environment Policies
• Resolving administrative problems by preparation of reports, analysing data and identifying solutions

4. Jul’09-Dec’11 GamCom IT Services Private Ltd., Location as Manager–HR & Admin. /
Manager–India ODC (Center Head-Offshore Development Center)
Team Size: 80
Role:
• Handled GamCom’s Offshore Development Center in India including but does not limiting to operations related to Finance, Human
Resources, Business Development, Project Management, Client Relationship, etc.
• Worked in equivalent to Pseudo–Director (Operations) of IT Development Center based out of Pune, India (reported to Managing
Director (India), based out of Harrow, London, United Kingdom)
Jul’08-Feb’09 Howden Insurance Brokers India Pvt. Ltd., Location as Manager–HR
Team Size: 04
Role:
• Worked closely with MD, CEO and Business Heads for delivering HR value across 24 branch office PAN India
• Rendered direction to the top management in HR functions across all 24 locations
• Contributed in organizational design in terms of strength, hierarchy, roles & amp and responsibilities
• Handled all HR related operations for 500 employees across India
• Planned recruitment for 600 (FOS) across 24 branch office within 30 days
• Conducted fortnightly performance review for 600 FOS & took calls based on the same for incentivization, recognition & terminations
• Looked after Performance Review Program to ensure effectiveness, compliance & equity within organization
• Implemented a Structured Talent Management System (reinforcing a performance driven culture)
• Developed an engaged workforce through objective & transparent Reward & Recognition Program; driven a value based performance
driven organization climate
• Handled the cluster / branch budget and business generated thereof (in terms of understanding the breakeven and mobilizing
strategies to help business leaders in achieving their targets)
• Rendered inputs on Reward & Recognition Programs and Incentive Schemes to enhance employee motivation & retention
• Redesigned the workflow processes / work design
• Conducted diagnostic surveys
• Worked with Division Heads for formulating the people strategy
Oct’07-Jun’08 BioImagene India Pvt. Ltd., Location as Manager–HR
Team Size: 03
Role:
• Looked after HR operations, retention, employee connect, propagate & live our employee value preposition
• Handled capability building process in business to meet present & future capability needs and help the business to remain competitive
• Liaised with Division Heads on people management, costing, org structure, performance management, talent planning and
compensation benefits
• Conducted engagement surveys and coordinated with Focus Group Discussion on need basis to gauge employee perception &
opinion
• Developed forums and facilitated interactions between employees & sr. management on a regular basis
• Worked with Line Managers to identify & resolve HR issues and determined specific HR business needs in the division
PREVIOUS EXPERIENCE
Feb’06–Sep’07 Triple Point Technology (I) Pvt. Ltd., Location as Head-Human Resources
(Recruitment & Employee Development)

5. Team Size: 02
Role:
• Conceptualized HRD intervention to improve employee performance
• Recommended the organization for using a Designed Training Program
• Integrated newly revitalized training and monitored progression designed to maximize employee response, performance & knowledge
• Acknowledged for designing a challenging training program, thereby resulting in team members to achieve higher proficiency ratings
during periodic skills testing, evaluations and promotion scores
• Initiated the compensation survey and proposed increments for 07’
• Contributed in benchmarking the compensation & designing the salary structures
Feb’05–Jan’06 Persistent Systems Pvt. Ltd., Location as Member-Human Resources Staff
Team Size: 02
Highlights:
• Analysed the manpower requirement of 2 SBU`s with a the proven record of recruiting 56 junior positions (MTS-1 to 3 yr. experience)
and 24 senior positions (SMTS / ATM–4 yrs.+ experience)
• Contributed in revamping the existing recruitment procedure for 2 SBUs within a span of 2 months
• Implemented a new recruitment structure, thereby resulting in increase in monthly offer by 25%
• Undertook the responsibility of handling job posting and enhancing the visibility of the organization for sourcing the best in industry
from various job portals (Naukri, Monster-India & Jobs ahead) that resulted in:
o Increased the offer turnout through job – portals by 80%
o Appreciated for low cost hiring through job portal (Oct’05), coordinated 87 interviews & made 20 offers in 1 day
o Negotiated on 25000 free mailers from MonsterIndia.com
• Assisted the senior management in formulation of Relocation Policy
• Organised various recruitment events in Maharashtra / outside Maharashtra (Mumbai, Bangalore, Hyderabad, Ahmedabad, etc.) by
publishing advertisements in leading newspapers such as Times of India–Ascent
Jun’04-Jan’05 Endurance Systems (I) Pvt. Ltd., Location as Management Trainee
(Corporate–HR & Administration)
Highlights:
• Analysed the consolidated manpower data of 9 plants
• Successfully implemented the Suggestion Scheme Policy
• Contributed in launching various HR practices such as Corporate News Letter
• Undertook the responsibility of assisting the management in Biannual Performance Appraisal
TRAININGS
• Appreciative Enquiry from NHRD (Pune)
• Employability – NIPM (Aurangabad)
• ESIC from NIPM (Aurangabad)
• Interviewing for Talent
INTERNSHIP
Title: “Study of Performance Appraisal”
Organisation: J.K. Ansell Ltd.
Duration: 60 Days
Scope: The scope was to analyze the performance appraisal practices at management level.
Highlight:

6. • Ensured that the Appraisal Technique had followed 360-Degree Appraisal & MBO
EDUCATION
2004 M.B.A. (Human Resources) from University of Pune, Location with 64.25%
2002 B.Sc. (Analytical Chemistry) from Dr. B.A.M. University, Location with 60%
PERSONAL DETAILS
Date of Birth: 26
th
January 1980
Languages Known: Pls. mention

7. • Ensured that the Appraisal Technique had followed 360-Degree Appraisal & MBO
EDUCATION
2004 M.B.A. (Human Resources) from University of Pune, Location with 64.25%
2002 B.Sc. (Analytical Chemistry) from Dr. B.A.M. University, Location with 60%
PERSONAL DETAILS
Date of Birth: 26
th
January 1980
Languages Known: Pls. mention