Senior - HR - Dubai

Urgent opening for Senior HR with a repute billion dollar Apparels Co in middleeast -DUBAI

should have handled more than 1500 full time employees

send cv on info@busybig.com; call / msg 8080704539 from samir zaveri - mumbai 

1.Talent acquisition and Policy Formulation & Implementation Other HR, Quality Systems:

§  Designed, Developed and formulated HR Policies & Procedures and their effective implementation in order to maintain high performance standard

§  Prepared Three HR Manual for different Group Companies.

§  Designed, Developed and formulated HR Policy Manual for last organization which mainly incorporated with restructure of all Grade & Category of all Employees Specially Sales personnel, Leave, LTA, Commission structure, Manpower Module for sales staff, Gratuity benefits etc

§  Implemented the modern concept of HR viz. KAIZAN, TQM, 5S concept for house keeping, JIT, Quality Circle.

§  To render best of my knowledge for ISO/TS documentation for HR front.

§  To meet every employee individually and in group and understand psychological mind set for better modification for higher productivity.

§  Responsible for MIS.

§  Implement Web Based HRMS to facilitate employee to access their personal details at their own.

§  To motivate career planning among individual to generate feeling of belongingness to the organization.

§  Regular meeting to the family of an employee to find out the problem and to resolve it up to an extent; for better focus to the job.

§  Employee Communication, regular sharing of Corporate Strategy, Balanced score card, monthly news letter and other relevant reports from time to time.

§  Manpower planning and large scale talent acquisition.

§  Balanced scorecard oriented Performance Management process.

§  Develop people capability through T&D interventions.

§  Multiskilling & Redeployment for manpower optimisation.

§  Framing and Implementation of Employee engagement initiatives.

§  Employee compensation & benefit management.

§  Management of HR policies, processes & statutes.

§  Drive value based performance oriented culture.

§  Cross functional Team building and integrate Org performance culture.

§  Employee satisfactions surveys & follow up intervention.

§  Competency based Talent management & Succession planning.

§  Alignment of various HR interventions with business objectives through HR scorecard.

2. HR System Process Design, Strategic Planning, Decision Making Process, HR Budget:

§  Contributing in design, implementation and review of HR processes related to induction, capability enhancement, and involvement of people.

§  To prepare annual HR budget and responsible for my HR profit centre.

§  To reconstruct the HR Policy Manual.

§  Review good HR practices and Implemented.

§  Ensured huge contribution to business by optimizing HR OPEX and CAPEX controls without lowering engagement.

§  To identify qualitative Consultants to be business partners.

§  Worked and implemented HR tools like X – matrix, FIRO-B diagram, psychometrics analysis, SAP R3 model, KAIZAN, 5S, QC, 360 performance measures etc.

§  Developing strategy to ensure wider coverage amongst major Verticals through Business Consultants and identifying key opportunities for expansion.

§  Ensuring development of customized capability enhancement solutions, quality execution and post training support through Trainer Consultant, Content specialists and Back Office Support.

§  Responsible for laying down systems and processes for smooth operations and ensuring Corporate Governance.

§  Leading Client Servicing through value addition in lateral and vertical functional and people related issues thereby maximizing account spread and revenues.

§  Responsible for developing the entire process and system of HR including Payroll, Staffing, recruiting, facilities and admin, Performance Management System (PMS).

§  Introducing major change management initiatives such as learning forums, introducing the concept of Coaching amongst top management.

§  Identified and deployed strategic transformational themes of Global Standards.

§  Conducted Organization Capability assessment and development per strategy.

§  Designed and deployed Performance Linked Incentive Schemes.

§  End to end ownership of one or more HR themes, responsibilities include Change Management, Project communication, Project Review , training and handing over 

§  Prepared HR business Strategy and annual Business Plan for HR.

3.   Man Power Planning, Restructuring, Recruitment & Selection, Compensation & Benefit:

§  Managing all India Employees' Salary, Commission, Expenses and Other monetary benefits and facilities. Getting reports from all over India and managing timely payment. Framed the tax effective Salary structure in view of Budget guideline. Also participated in Comp & Ben survey of reputed agencies.

§  Managing all statutory compliances regarding Provident Fund, Employees State Insurance, Gratuity, TDS of Salary, and Bonus etc. Managing from getting nomination to full and final settlement and in between availing facilities.

§  Strategies the rationalization of manpower by focusing on the correct span of control and the productivity standards.

§  Standardised the processes for hiring at middle and senior through the use of standardized tools of HR.

§  Designed and developed a predictive attrition model to ensure proactive retention of attrition resulted in lowest attrition in the business. This was also declared a best practice across the all HR SBUs.

§  Designing of Short term and long term man power planning and accordingly flout out the recruitment program.

§  Experience of mass and bulk recruitment Program.

§  Designing Quality strategy, Sourcing strategy, Interview & selection strategy, Talent inventory strategy, Compensation strategy, Career strategy, Retention strategy, Monitoring Performance turnover, Identifying critical position vs. potential employee

§  Implementation of Competency Mapping model for Selection and also start the 16 P factor test.

§  To design job description of every position and restructure the entire organogram to optimize the requirement.

§  Design and develop the organogram starting from top to bottom level in cross function and multi location and get it approved by Board of Directors.

§  Responsible for entire recruitment cycle starting from planning up to the joining of an individual from Trainee up to VP level positions.

§  To designed interview process independently viz. walk – in, Schedule interview, head hunt, Campus interview, advt. etc

§  Full authority for appointment, relieving, conformation, promotion.

§  Design Induction program for the new joinees.

§  Continuous scanning of Organogram & gap analysis. Freezing JD / KRA as per requirement. And Position wise Competency mapping & capacity planning.

4.   Personnel & Admn, Employee Relations, Legal Compliance, Statutory, IR, Govt. Liaison, welfare:

§  Ensured standardization of all compliance, legal and statutory matters.

§  Disciplinary action, grievances, collective bargaining, industrial disputes, Initiation & monitoring disciplinary proceedings, domestic enquiries & charge sheet etc.

§  Responsible for Day-to-day plant Personnel & Administration activities viz. Leave Records, Wage & Salary Admn. F&F, Relieving, Tendering Process, Gardening, Transportation, Township Management, Accommodation etc.

§  Responsible for HR and Personnel & administration functions of the Organisation like house keeping, administration, Security independently etc.

§  Competent authority for all legal compliances like All kind of statutory compliance, 

§  Wage and salary system of employees also advising to A/c dept for advances, loan, hospitalization, leave.

§  Liaison with government department because of the vast contact in Govt, private and public sector.

§  Welfare activities for employees and family during the year.

§  Implemented concepts like Work Life Balance, Quality of work life also design concept like Gym at work place etc

§  Looking after all statutory requirement like PF, ESIC, Gratuity, PT etc.

§  All settlement with Labour department, PF, ESIC, Factory Inspector, Boiler Inspector, Apprentice,  All government statutory.

§  Handled and closed the most challenging disciplinary issues.

§  Standardised the labour compliance areas by streamlining the various documentation and registrations.

§  Closure of various pending ESI cases

§  Checking the PF status of different contractors time to time.

§  Inspecting the maintenance of different registers of contractors under different labor laws.

5.   Performance Management System:

§  Balance Scorecard System for Performance Appraisal System.

§  Flow out the KRA/KPI for the entire profit centre Gujarat.

§  Mapping the KRA/KPI against actual.

§  Launched a performance linked incentive scheme for unionized category employees.

§  Worked on 360/270/180 degree performance management system.

§  Looking after PA of the employees in the Organisation.

§  Freeze the KRA for all the employee and match the original performance with ideal one.

§  To co-ordinate and collect the KRAs of all managerial staff.

§  To make revision of KRA in line with management requirement.

§  Analysis of effective and ineffective working hours of each employees and prepare a weekly system

6.  Training & Development, OD & Retention, Change Management, Career Enhancement, Employee Engagement:

§  Initiated New HR concepts like Succession Planning, IDPs, HIPOs, MILAP(Medium for Interactive, Lateral, Actionable Partnership) , DISHA(Developing Integrated Strategies for Harnessing new Avenues)

§  Responsible for designing Organisation Development and Leadership training solution in the organization with the Senior and Top Management.

§  Innovating & developing new systems & procedures to maintain higher levels of retention. Responsible for constant interaction with employees of various departments grade in order to extract information i.e. grievances, policy criticism, grapevines and many other reasons of employee dissatisfaction.

§  Drafted and initiated 7 OD & Employee Engagement Programs namely REP, SHARP, DOSTI, PARAMARSH, Smile Campaign, Reward Recognition & Rejoice, Idea Bank programs for employees across the organization.

§  REP (Re-inventing Education Program) a knowledge sharing initiative where identified Key/Critical employees give out presentations and share knowledge of their field of expertise.

§  SHARP (Self Help & Rise Program) where identified high potential employees are given out cases to solve pertaining not only to their functional areas but other functional areas as well to develop their functional & managerial skills.

§  Books as your friend- A learning platform where the executives of the organization are given books to develop technical, functional & soft skills. The participants then prepare a short presentation and share the knowledge gained with their peers, colleagues & subordinates.

§  A strategic planner with expertise in designing & implementing systems & procedures to achieve ultimate goals and enhance the overall efficiency of the organization.

§  Responsible to design training calendar and coordinating the training programs.

§  Suggestion to the management for promotion increment, performance bonus and further training

§  To identify training need of all the employees. To Deliver Small Group training.                                                  

§  Arrange different training programs and coordinating the training programs.

§  To make training chart for unit level training of whole year.

§  Handled entire change management cycle - Change management effort - Conducting Change management assessment - Resource Map - Communication Planning - T&D roll-out - Sponsor Road-map - Reinforcing changes

send cv on info@busybig.com; call / msg 8080704539 from samir zaveri - mumbai