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Dr. GAJENDER SARUP SHARMA

B.Com,P.G.D.M,M.Com,P.Hd
PAN INDIA HEAD (H.R. AND ADMINISTRATION)

OBJECTIVE
Seeking responsibility with a professionally managed organization having a
competitive and challenging work environment to ensure optimized all round
learning and insight into the working of the same. Provide leadership and
coordination of company Human Resource functions. Successfully develop
and implement corporate Human Resource strategy and programs.

PROFILE

 Excellent interpersonal and coaching skills.

 Strong quantitative and conceptual abilities.

 Excellent written and spoken communication skills.
 Confident, well spoken with good presentation skills.
 Presentable pleasing personality.
 Ability to work and deliver under sustained pressure.
 Achievement oriented with excellent interpersonal, people
management skills and an ability to manage change.
 A disciplined, meticulous and quality-oriented individual with an eye
for detail.
 Highly motivated, committed, honest, loyal and dependable with a go-
getter attitude.

KNOWLEDGE AND SKIL-IN POSSESSION

 Experience in strategic planning and execution.

 Knowledge of contracting, negotiating, and change management.
 Knowledge of federal, state, and local employment, wage and salary
laws and regulations.
 Ability to analyze and assess training and development needs.
Knowledge of organizational development theory and practices.
 Experience in design, development and implementation of salary
administration plans and benefit programs.
 Ability to negotiate and manage collective bargaining agreements and
alternative dispute resolution processes.
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 Experience in examining and re-engineering operations and
procedures, formulating policy, and developing and implementing new
strategies and procedures.
 Knowledge of computerized information systems used in human
resources applications.
 Ability to motivate teams to produce quality materials within tight
timeframes and simultaneously manage several projects.
 Ability to participate in and facilitate group meetings.
 This is normally acquired through a combination of the completion of a
Masters Degree in Human Resources and ten years of experience in a
senior-level Human Resource position, which I have.

Work EXPERIENCE (23 YEARS)

Lilliput Kidswear ltd : PAN INDIA HEAD-H.R. & ADMINISTRATION

Since Aprill 1996-Till date

LILLIPUT KIDSWEAR LIMITED

Lilliput could well be a misnomer, for there is nothing small about this 260 crore kidswear
behemoth which spans the country and has inched overseas. Lilliput’s long journey has been a
series of baby steps that began 17 years ago. With a pan India work force exceeding 7,000
employees, the journey has been instinctually and intellectually stimulating and exciting.

RESPONSIBILITIES:

As Director, Human Resources, I guide and manage the overall provision of

Human Resources services, policies, and programs for the entire company.
The Human Resources Director originates and leads Human Resources
practices and objectives that will provide an employee-oriented, high
performance culture that emphasizes empowerment, quality, productivity
and standards, goal attainment, and the recruitment and ongoing
development of a superior workforce, which is what my Job Profile is all
about. I coordinate implementation of services, policies, and programs
through Human Resources staff; provide reports to the Country Manager and
serve on the executive management team to assist and advise. As an
employee in this classification, I am responsible directly to the top
management.
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Stated below are major responsibilities that are endowed to me :

H.R. POLICIES & FUNCTIONS:

 To maintain and develop HR policies, ensuring compliance and to

contribute the development of corporate HR policies.
 Development of the Human Resources Department
 Oversees the implementation of Human Resources programs through
Human Resources staff
 Monitoring administration to established standards and procedures
 Overseeing and managing the work of reporting Human Resources
staff. Encourages the ongoing development of the Human Resources
staff.
 Selecting and supervising Human Resources consultants, attorneys,
and training specialists, and coordinating company use of insurance
brokers, insurance carriers, pension administrators, and other outside
sources.
 Conducting a continuing study of all Human Resources policies,
programs, and practices to keep management informed of new
developments.
 Leading the development of department goals, objectives, and
systems.
 Directing the preparation and maintenance of such reports as are
necessary to carry out the functions of the department.
 Preparing periodic reports for management, as necessary or
requested, to track strategic goal accomplishment.
 Developing and administering programs, procedures, and guidelines to
help align the workforce with the strategic goals of the company.
 Participates in executive, management, and company staff meetings
and attends other meetings and seminars.
 Responsible for Corporate HR function.
 Responsible for overall centralized HR Admin function.
 Providing professional counsel and support to the executive vice
president and entity/organization senior leaders
 Making a final determination of when a reduction-in-force is necessary.
 Conducting periodic analytical assessment of various aspects of the HR
function as required to determine the effectiveness of existing
procedures and recommending improvements as necessary

TRAINING ABD DEVELOPMENT

 Defining all Human Resources training programs.

 Establishing an in-house employee training system that addresses
company training needs including training needs assessment, new
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employee orientation or on boarding, management development,
production cross-training, the measurement of training impact, and
training transfer.
 Developing and overseeing management training programs to enhance
the effectiveness of supervisory staff.

ROLE IN ORGANIZATIONAL DEVELOPMENT

 Designing, directing, and managing a company-wide process of

organization development that addresses issues such as succession
planning, superior workforce development, key employee retention,
organization design, and change management.
 Managing employee communication and feedback through such
avenues as company meetings, suggestion programs, employee
satisfaction surveys, newsletters, employee focus groups, one-on-one
meetings, and Intranet use.
 Directing a process of organizational planning that evaluates company
structure, job design, and personnel forecasting throughout the
company. Evaluates plans and changes to plans. Making
recommendations to executive management.
 Identifying and monitoring the organization's culture so that it
supports the attainment of the company's goals and promotes
employee satisfaction
 Leading a process of organization development that plans,
communicates, and integrates the results of strategic planning
throughout the organization.
 Managing the company-wide committees including the wellness,
training, environmental health and safety, activity, and culture and
communications committees
 Keeping the management team informed of significant problems that
jeopardize the achievement of company goals, and those that are not
being addressed adequately at the line management level.
 Evaluate company culture and provide recommendations on changes
to accomplish company goals and objectives.

EMPLOYEE RELATION

 Formulating and recommending Human Resources policies and

objectives for the company with regard to employee relations.
 Partnering with management to communicate Human Resources
policies, procedures, programs and laws.
 Ensure appropriate communication at all staff levels.
 Determining and recommending employee relations practices
necessary to establish a positive employer-employee relationship and
promote a high level of employee morale and motivation
 Developing, implementing, overseeing and monitoring a plan for
employee relations designed to readily address employment problems.
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 Develop the HR team, to ensure the provision of a professional HR
service to the organization. Responsible for mentoring, guiding and
developing them as a second line to the current position.
 Develop and coordinate grievances and mediate workplace disputes

RECRUITMENT POLICIES

 To ensure timely recruitment of required level/quality of Management

staff, other business lines staff, including non-billable staff with
appropriate global approvals, in order to meet business needs,
focusing on Employee Retention and key Employee Identification
initiatives
 Provide active support in the selection of Recruitment agencies which
meet the corporate standard. Ensure Corporate Branding in
recruitment webs and advertisements.
 Develop, refine and fine-tune effective methods or tools for selection/
or provide external consultants to ensure the right people with the
desired level of competence are brought into the organization or are
promoted.

FINANCIAL POLICIES RELATED TO H.R.(SALARY & COMPENSATION)

 Prepare information and input for the salary budgets.

 Establishes the company wage and salary structure, pay policies, and
oversees the variable pay systems within the company including
bonuses and raises.
 Lead competitive market research to establish pay practices and pay
bands that help to recruit and retain superior staff.
 Monitor all pay practices and systems for effectiveness and cost
containment.
 Leads participation in at least one salary survey per year.
 Ensure compliance to the approved salary budget; give focus on pay
for performance and salary benchmarks where available.
 Ensure adherence to corporate guideline on salary adjustments and
promotions.
 Coordinate increments and promotions of all staff.
 Administer all employee benefit programs with conjunction with the
Finance and Administration department
 Oversee compensation programs to ensure regulatory compliance and
competitive salary levels
 Develop and manage annual budgets for the division and perform
periodic cost and productivity analyses
 Develop and monitor an annual budget that includes Human Resources
services, employee recognition, team building activities, company
philanthropic giving, and administration
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 With the assistance of the Director of Finance, obtains cost effective,
employee serving benefits; monitors national benefits environment for
options and cost savings.
 Leads the development of benefit orientations and other benefit
training.
 Recommends changes in benefits offered, especially new benefits
aimed at employee satisfaction and retention.
 Assisting with the development of and monitoring the spending of the
corporate training budget.

PERFORMANCE MANAGEMENT

 Leading the implementation of the performance management system

that includes performance development plans (PDPs) and employee
development programs.
 Coordinating implementation of services, policies, and programs
through Human Resources staff.
 Managing all aspects of performance management program; ensuring
completion of probation appraisal forms; administering annual
employee evaluation process and merit review.
 Counselling employees and division management on work performance
issues; facilitating resolution of workplace conflict.

STRATEGIC H.R. POLICIES

 To facilitate / support the development of the Team members

 To facilitate development of staff with special focus on Line
Management.
 To develop the HR business plan.
 Work with department managers and corporate staff to develop five
year and ten year business plans for the company
 To recommend and ensure implementation of Strategic directions for
people development within the organization.
 Ensure a motivational climate in the organization, including adequate
opportunities for career growth and development.
 Evaluate and recommend human resource outsourcing opportunities
and identify potential vendors
 Recommend and establish company policies and procedures.
 Establish and implement short- and long-range departmental goals,
objectives, policies, and operating procedures
 Establishing departmental measurements that support the
accomplishment of the company's strategic goals.
 Provide counsel and assistance to employees at all levels in accordance
with the company's policies and procedures as well as relevant
legislation.
 Served on planning and policy-making committees
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 Establish and implement short- and long-range departmental goals,
objectives, policies, and operating procedures
 Create company strategic recruitment and selection plan.
 Create company strategic training and organizational development
plan to meet personal, professional, and organizational needs of
company employees.
 Developing and administering programs, procedures, and guidelines to
help align the workforce with the strategic goals of the company

ADMINISTRATIVE POLICIES

 Directing the administration of benefit programs to include: health,

retirement, death, disability, and unemployment
 Evaluating and recommending improvements to benefit programs.
 Coordinating the administration and negotiation of union contracts
 Evaluate procedures and technology solutions to improve human
resources data management
 Recommend and maintain an organizational structure and staffing
levels to accomplish company goals and objectives

LAW POLICIES

 Leads company compliance with all existing governmental and labor

legal and government reporting requirements.
 Maintains minimal company exposure to lawsuits.
 Directs the preparation of information requested or required for
compliance with laws. Approves all information submitted. Serves as
the primary contact with the company employment law attorney and
outside government agencies.
 Protects the interests of employees and the company in accordance
with company Human Resources policies and governmental laws and
regulations.

ADDITIONAL RESPONSIBILITY

 Directing the preparation and maintenance of such reports as are

necessary to carry out the functions of the department.
 Preparing periodic reports for management, as necessary or
requested, to track strategic goal accomplishment
 Conducting investigations when employee complaints or concerns are
brought forth.
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WORK EXPERIENCE CONTINUED:

Ultimate Videotronics India Ltd., New Delhi as an accounts cum

Liaison officer from oct.1985 to sept.1993 (08 Years )

JEPL(BATRA GROUP) Sr. Officer, Personnel and Admin. from

oct.1993 to March1995(02 Years )

Baluja International Pvt. Ltd. As Manager H.R. & Administration

from March 1995 to April 1996(01Year )

EDUCATION

B.Com from Dehli university in 1984 (08 Years )

P.G.Diploma in PMIR from Dr. Rajender Prasad institute of Mgt.,
Bombay in 1989
M.COM from Jamia university in 1995
Ph.D in HUMAN RESOURCES and INDUSTRIAL RELATION topic
’LABOUR PROBLEMS IN INDIA’ from Ch.Charn Singh University
,Merrut in 2004 .

PERSONAL DETAILS:

FATHERS NAME : LATE SHRI MANMOHAN SARUP SHARMA

DATE OF BIRTH : 30/08/1964
NATIONALITY : INDIAN
SEX : MALE
MARTIAL STATUS : MARRIED
CHILDREN : TWO
PASSPORT : VALID
ADDRESS : 737, SECTOR-28,FARIDABAD,HARYANA
MOBILE : 93118330009711183000, 9910303000
PHONE(RESD.) : 0129-2273000
PHONE(OFFICIAL) : 0129-3056333
E-MAIL I.D. : gssharma21@yahoo.com