Susha KS provides a summary of her experience and qualifications for human resources roles. She has over 10 years of experience in areas such as recruitment, training, performance management, and compensation. Her experience includes roles as an HR Executive, Recruitment Officer, and HR Assistant. She holds an MBA in Human Resource Management and a B.Com degree. Her skills include planning, decision making, communication, and knowledge of employment legislation.

1. Susha KS
0554840885/0552427163
Susha885@gmail.com
AREAS OF EXPERTIS E
Job analysis
Recruitment
&Selection
Training
&Development
Performance
Management
Compensation
&Benefits
Employee relations
Pay administration
Employment legislation
PERSONAL SKILLS
Planning
Decision making
Communication
ACADEMIC
QUALIFICATIONS
MBA-HRM
B Com
PERSONAL DETAILS
Nationality -Indian
Marital Status-Married
Visa -Sponsorship
PERSONAL SUMMARY
A multi-skilled professional with good all-round HR advisory skills. Very capable
with an ability deal with all the recruitment and resourcing needs of an organization.
Experienced in providing timely and up to date HR advice to both managers and
employees whilst at the same time making sure both the employee and employers
interests are best represented. Extensive knowledge of working practices,recruitment,
pay, conditions of employment and diversity issues.
KEY SKILLS AND COMPETENCIES
 Knowledge of promotional issues, salary reviews, examination awards etc.
Excellent telephone manner and high standard of communication skills.
 Can ensure a company has the right balance of staff in terms of skills &
experience. Experience of employee salary reviews.
 Well versed with JCI Accreditation process
 Able to analyze and interpret complex information.
 Able to deal with highly confidential matters professionally & d is c re e t ly .
WORK EXPERIENCE
RECRUITMENT OFFICER (10July’14- May 28’15)
Finding and hiring the best-qualified candidate (from within or outside of an
organization) for a job opening, in a timely and cost effective manner. The recruitment
process includes analyzing the requirements of a job, attracting employees to that job,
screening and selecting applicants, hiring, and integrating the new employee to the
organization.
Duties:
 Establishes recruiting requirements by studying organization plans and
objectives; meeting with managers to discuss needs.
 Builds applicant sources by researching and contacting community services,
colleges, employment agencies, recruiters, media, and internet sites; providing
organization information, opportunities,and benefits; making presentations;
maintaining rapport.
 Determines applicant requirements by studying job description and job
qualifications.
 Attracts applicants by placing job advertisements; contacting recruiters, using
newsgroups and job sites.
 Determines applicant qualifications by interviewing applicants; analyzing
responses; verifying references; comparing qualifications to job requirements.
 Arranges management interviews by coordinating schedules; arranges travel,
lodging, and meals; escorting applicant to interviews; arranging community tours.
 Evaluates applicants by discussing job requirements and applicant qualifications
with managers; interviewing applicants on consistent set ofqualifications.
 Manages new employee relocation by determining new employee requirements;
negotiating with movers; arranging temporary housing; providing community
introductions.
 Improves organization attractiveness by recommending new policies and
practices; monitoring job offers and compensation practices; emphasizing
benefits and perks.
 Manages intern program by conducting orientations; scheduling rotations and
assignments; monitoring intern job contributions; coaching interns; advis ing
managers on training and coaching.
 Avoids legal challenges by understanding current legislation; enforcing
regulations with managers; recommending new procedures; conducting training.
 Updates job knowledge by participating in educational opportunities; reading
professional publications; maintaining personalnetworks; participating in
professional organizations.
 Accomplishes human resources and organization mission by completing related
results as needed.

2. HR Executive (09-Dec’13 to 05-June’14)
Duties
Human Resource
 Termination and redundancy calculations as required Recruitment Process Medical and Non-Medical (job analysis,
sourcing, screening and selection, onboarding).
 DHA Licensing process of Technicians.
 Joining formalities.
 Visa, Labor card, Emirates ID, Insurance Card processing
 Maintain complete employee records.
 Preparation of employee contracts.
 Confirmations, Performance Appraisals, Performance Management
 Leaves and Attendance Management.
 Co-ordination and management of employee’s compensation.
 Create job descriptions as necessary.
 Employee training and development includes new hire orientation, leadership training and professionaldevelopment
seminars and workshops.
 Answering staff queries regarding payroll and human resources matters.
 Listening to the grievances of the employees and implementing appropriate disciplinary procedures.
 Full and Final Settlement(labor card/Visa Cancellation)
 Exit-Interview
Payroll:
 End to end processing of company’s payroll.
 Preparation of various payroll related reports for managers.
 Overtime calculation.
 Termination and redundancy calculations as required.
HR- Assistant (15 Aug’11 to 10 Sep’13)
Duties
Human Resources
 Recruitment Process Medical and Non-Medical (job analysis, sourcing, screening and selection, onboarding).
 HAAD Licensing process of Doctors, Nurses and Technicians.
 Well versed with JCI HR Process
 Joining formalities.
 Visa, Labor card, Emirates ID, Insurance Card processing
 Maintain complete employee records.
 Preparation of employee contracts.
 Confirmations, Performance Appraisals, Performance Management
 Leaves and Attendance Management.
 Co-ordination and management of employee’s compensation.
 Create job descriptions as necessary.
 Employee training and development includes new hire orientation, leadership training and professionaldevelopment
seminars and workshops.
 Answering staff queries regarding payroll and human resources matters.
 Listening to the grievances of the employees and implementing appropriate disciplinary procedures.
 Conducting employee recognition activities like service honors and 'Employee of the month/year' awards.
 Full and Final Settlement(labor card/Visa Cancellation)
 Exit-Interviews
Payroll:
 End to end processing of company’s payroll.
 Preparation of various payroll related reports for managers.
 Overtime calculation.
 Termination and redundancy calculations as required

3. Financial Analyst /HR Executive (Feb 25th
2009 – July 2nd 2010)
Duties
 Sourcing candidatures/ CV’s through headhunting and resource databankalso from various hiring channels as in
job portals, job postings,employees’ references and professional Networking sites etc
 Taking Face to face interview.
 Offer Negotiations & Issuance of the same and undertake joining formalities
 Maintaining database ofcandidates Compensation negotiation with the candidates & ensuring that the candidate
joins in time.
 Identifying training needs across levels through mapping of skills required for different roles and analysis of the
existing level of competencies.
 Organizing sports,festival functions, Employee Birthday celebration, various events and other awareness
programmes, aimed at enhancing the sense of bonding and oneness amongst the employees.
 Looking after grievance handling, employee motivation, personnel/family counseling thereby instituting measure
for reducing absenteeismand employee turnover
 Portfolio management of 5 major accounts
 SPOC for accounts like Eli Lilly ,Starbucks, UPS
 Creation of A/R reports for process owners and customers and to be part of the A/R reduction project for the
accounts handled.
 To escalate the account related issues to the billing stations to get it resolved
 Setting up customer conference calls with the billing stations to have a control over the delinquency percentage of
the account.
Dissertation
 Have done projects and operational workouts on topics” Corporate social responsibilities”
 Customer satisfaction level of the brand Nokia compared to other brands.
 On the Job training– Kinetic Engineering Ltd Kerala –India
Seminars and Training
 TPM Training
 Balance score Card Training