dance
from both parties. As part of my role as a recruiter I try to offer guidan
ce on what makes an effective CV.
A CV is reviewed (and judged) within a matter of minutes.. If not seconds
by the
recruiter as well as a hiring manager. For this reason alone you HAVE to make s
ure you present the CV in a CLEAR layout where the most important information to
the specific role STANDS OUT. The aim is to capture the attention so they give
your CV more time and a second review.
Quick tip: Bullet points, skills tables etc all help to break the information in
to small chunks and make it easier to read.
The first thing I look at in the CV (even before your qualifications) is your cu
rrent role and (most importantly) responsibilities. For that reason alone it s wor
th spending the most time on this part of your CV.
Quick Tip: Don t put too much extra information at the beginning of your CV
some o
f the information can be entered at the tale end of the CV Education, qualificat
ions etc. The current role should be on the 1 page or the top of the 2 page.
Make sure your work experience for each role
lities. Also any project information and the
h for suitable candidates I look to see that
that the Hiring Manager is looking to fill
n the new position should you be successful.
Quick Tip: Don t assume a recruiter/HR knows
e of your job title
most recruiters aren t
reak down your day to day job.
Effectively managed the entire Payroll Process delivery on a monthly basis for 75
000employees across 200 clients with the help of delivery team. Heading delivery t
eam to handle Retiral Fund&Trust Management (PF,Gratuity&Super Annuation) for 20
000 employees monthly. Instrumental in development of interfaces for ERP systems i
ncluding SAP,Oracle,BAAN,PeopleSoft,Tally etc for Payroll HRIS records as well a
s accounting Journal Vouchers. Rebuilt 30 members operation team within a span of 6
months time. Successfully built entire operations & processes within 4 months time
,defining and rolling out SLAs and timelines for all the clients. Client Retention
Pegged at 60% from the existing 35% in the first year,88% in the second year an
d 100% after that. Revenue from the new clients first month onwards wherein earlie
r it took more than 3 months. Over 6 years tenure the department's profit ratio to
the revenue is 40% from the year 1 which was under loss. Instrumented and introdu
ced review mechanism with Team. Received 3 promotions in the last 6 years. Incorpora
ted SSAE16 controls and obtained the audit report in a record time of 30 days. Cur
rently managing large operations independently, across geographies. Certified & Tr
ained ISO Auditor. Implementation of BCP & DR policy and successful adherence to i
t. Introduced various revenue generation modules based on my experience which are
Comp & Ben Structuring,Benchmarking,HR Policy framing, Goal Alignment, PMS, Atte
ndance & Leave module,Business Expenditure, SaaS, PF Trust management other than
payroll services. Generated business worth Rs.25 lakhs through networking and var
ious ways of business leads. Increased turnover to the tune of Rs.5 core through
client retention and cost control over a period of 3 years. Built a mandate requir
ement worth Rs. 80 lakhs over 6 months.
Incorporated various Marketing & Business strategies for the Organization develo
pment.
Roadmap definition for the HR Services as well as for the products
-------------------------------------------------------------Designation
Manager Talent Transformation ( Organizational Development)
Job Description Functional Competencies
Research Orientation
Knowledge of Critical Incident Techniques
Creativity
Strong Expertise in various Competency Models and Formats
In-depth Awareness of OD Concepts, Tools and Methods
Strong Expertise in Assessment Center Scorecard Formats and Assessment Center Re
port Writing
High Span of Attention, Comprehension & Retention
Working Knowledge of MS Word, Excel & Powerpoint
Behavioural Competencies
Probing Ability Should be able to execute a focused stream of intelligent questi
ons
Team Player Should contribute to collective brainstorming, planning & implementa
tion; Should thrive in an atmosphere of inter-dependence
Interpersonal Effectiveness Should be able to communicate & interact with precis
ion & clarity; and set up comfort-zones with diverse individuals
Influencing Skills Should be able to sell ideas, overcome objections and persuad
e stakeholders to reach a mutually agreeable conclusion
Resilience & Persistence Should possess a never-give-up attitude
Planning & Organizing Should be scrupulously methodical & systematic in all work
-elements
Roles and Responsibilities A diverse array of challenging L & OD Initiatives tar
geted at internal customers (all verticals within the firm) such as:
Competency Mapping & Benchmarking
Design & Delivery of Assessment Centers
Development Centers (linked to Succession Planning)
Training Need Analysis (across multiple departments)
Customization & Calibration of the Leadership Competency Framework
- Till date 20no s strike closed without a single day plant stoppage.
- Good relation with all political parties.
- Managing with Media to make good relation.
- Attained around 200no s meeting with union & govt dept about labour issues.
- Handling Multiple Union at Paradip plant.
- Charter demand closing without any hampering Production.
- Discussing with Local Pollution union for not to disturb our operation.
- Maintain all rules & regulation as per Govt Instruction.
- Maintain Good relation With Port Authorities.
- Handling multiple union at Port Jetty area for Unloading Ship.
- Maintain Good relations with Neighbor Industries.
- Maintain good relation with each & individual employees.
- Employee Relations & Involvement
- People Development
- Recruitment
- Joining / Exit formalities for employees
- Induction process
- Formulation of policies and procedures for a new organization (SOP)
- Preparation of monthly reports (HRMIS)
- Reward and Recognition
- Community Development
- Safety & Housekeeping of the plant
- All Recruitment for the Eastern region
=========================================================================Union M
atters, Collective bargaining, LTS, PMS, Recruitment, Discipline, Productivity,
Culture, Change Management, Training & Development, Salary & Wage administration
, HR Budgeting
Local language must be known.
ob description
- The General Manager HR (Employee Relations & Compliance) is responsible for pr
oviding subject matter expertise on the prevention and resolution of complex emp
loyee relations issues. He/ she will be responsible for contributing to the over
all success of the company by partnering with the HRBPs, Managers, among others,
in the handling of corrective action process and in providing strategic interve
ntion to reduce ER issues in the workplace. He/ she will also be providing the d
Qualifications
Education/Experience Requirements:
- Bachelor s Degree in Human Resources Management with Law / Labour Law courses
- 12-15 years of HR experience in the Manufacturing/ BPO industry which includes
advising on employee relations matters
- Strong/ effective people management, influencing skills
Knowledge and Skill Requirements:
- Detailed knowledge of employment laws and regulations
- In-depth expertise of corporate policies/procedures and business practices.
- Possesses financial ,business and HR related industry trends and applies them
in decision making, where appropriate.
- Understands the needs of the business/client and appropriately adapts approach
, decisions and activities to best meet long and short term objectives. Ability
to work in a global, matrixed, and complex business
- Results-oriented; takes ownership of and drives clients and stakeholders towar
ds an appropriate resolution of issues
- Ability to make sound judgments under significant pressure and influence acros
s all levels and roles in the Firm including colleagues in HR and with senior le
vel leaders. Effectively partners across multiple stakeholders with competing pr
iorities.
- Easily identifies and assesses a difficult situation and makes the tough call
while preserving and strengthening relationships
- Ability to negotiate and mediate an appropriate outcome balancing the needs of
employees and the Firm
- Ability to multi-task in a fast paced environment; adjust readily to multiple
demands, shifting priorities, and rapid change with composure.
- Strong analytical and decision-making skills; combined with the ability to thi
nk innovatively
- Strong organizational/time management skills
- Strong understanding of Corporate Risk and Control policies
- Strong people management skills
- Excellent verbal and written communication skills
- Team-oriented and collaborative approach
- Demonstrated success in project management
=======================================
Recruitment and Onboarding
Exposed to the full Lifecycle of Employee Recruitment, Selection, Onboarding and
Induction.
Learning and Development
Responsible for Full Lifecycle of Learning for the Production Employees encompas
sing Training Need Identification, Training Delivery and Post-Training Assessmen
t.
Rewards & Recognition
Launching and administration of various Reward and Recognition Activities for th
e Production Employees.
Employee Engagement & Communication
Organizing various Employee Engagement activities such as Forum Discussions, Fam
ily Connect, Welfare Programs and Sports etc.
Ensuring Involvement and Participation of Employees in various Participative For
ums.
Statutory Compliances and Liasoning
Contract Labour Management
Managing Contract Labour Compliances for various Cont
actors and Suppliers.
Statutory Compliances
Ensuring compliance with all the applicable legal prvision
s.
Government Relations Liasoning with Labour Authorities, PF, ESI, LWF and Employm
ent Exchanges as a part of relationship building.
Others
Building Relations with Employer associations like CII, Indore Management Associ
ation and Association of Industries, Dewas as representative.
Benchmarking with Other Industries and sharing of best practices for enhanced HR
Processes.
1. Being directly involved in wages & salary administration and manpower plannin
g, I need to do regular one to one interactions with the employees of different
categories on various issues related to manpower, wages & salaries, recruitment,
seniority, promotion, welfare facilities, training etc.
2
Involved in the process of outsourcing / rationalization / contract enga
gements of manpower for different operational / functional areas. Directly respo
nsible for the areas of wages & salary administration, recruitment, seniority, p
romotions, union negotiations, etc.
3.
Represented Management in Conciliation Proceedings with the Labour Commi
ssioners, Labour Tribunal on various disputes related to manning, wages and sala
ry administration.
4.
Involved in dealing with several important legal cases on service matter
s with Counsels.
5.
6.
Organised in-house training programmes as Faculty for all categories of
staff members on behavioural topics as well as on Wages & Salary Administration.
7. Though, by profession I am in Personnel & IR job, business development activi
ties and meeting people are my passions, which was recognised by my Port and as
a Member of the Trade Promotion Cell, I was actively engaged for business develo
pment activities.
Specialties:A Major Indian Port, having direct operations in Civil Engineering (
building of roads / townships / jetties, etc), Plants & Equipments, Hospital, Ma
rine, Railways & Cargo Handling Operations, has employee strength of more than 3