HENA ALAM
Profile:
A highly capable HR Business Leader with solid experience in a multi-cultural, matrix reporting environment with proven leadership skills and senior stakeholder management skills. Demonstrated ability to integrate and align HR deliverables with overall organizational objectives.
An Engineer and an MBA in HR from leading educational institutions in India. I have over 15 years of experience in HR functions in India & Singapore across various industries including manufacturing, information technology, financial & business services sectors, and in companies ranging from start-ups to established multi-national corporations.
While on a break, I had setup my own entrepreneurial venture “Cinnamon Trends” involving import and sale of Indian ethnic products in Africa.
I joined ITCAN (an IT consulting firm in Singapore) as HR Business Partner and got promoted as Senior HR Business Partner and looking for career enhancement. Currently Iam based at Singapore, and can start working immediately on remote assignments.
Career Snapshot:
HR Systems & Processes : Set up HR practices in various start-ups and mid-sized organizations in manufacturing, IT & ITES consulting & financial services industry, in India & Singapore. HR Process mapping, analysis, and redesign and Optimization of steady-state processes.
Manpower Planning & Recruitment : Experience in Executive Search and Staffing experience.
HR Program & Project Management : Served as program manager for HR initiatives in support of business objectives such as talent reviews, succession planning, on-boarding, hiring, operational improvements and employee development planning.
HR Consulting : Entrepreneurial experience and handling various HR assignments.
Organizational Development : Design and implement OD Interventions programs – strength in Employee Engagement & Retention, Performance Management system.
HR Analytics : Design reports and drive results from analysis.
Training & Development : Design, Develop & Impart Training on behavioral skills.
Compensation & Benefits : Extensive experience in Compensation and Benefits design and structuring.
Automation of HR processes : Design and implement internal HRMS portals, including implementation of SAP HR module.
Assessment & Development Centers : Trained assessor and exposure in running Assessment Centers and Development Centers.
Education :
MBA (Major in Human Resources)
Bachelor’s degree in Engineering (Electrical)
Graduate School of Business and Administration, Ghaziabad (India)
1996 - 1998
Full-time, scored 7.04 on a 9 point scale
Jamia Millia Islamia, New Delhi (India-
Full-time, with 88% score which was the 2nd rank in the University
Other Certifications :
French language Course
Urdu language Course
Basic Certificate Course, in the year 2015
Institut Francais, Libreville, Gabon
Basic Certificate Course, in the year 2003
New Delhi, India
Professional Experience :
ITCAN Pte. Ltd., Singapore
www.itcan.biz
April 2018 – June 2022
Senior HR Business Partner
HR Business Partner: Partnering with relevant stakeholders to support them with required interventions and initiatives –
Employee Relations: managing employee Grievances: Coordinating with Internal HR, Client Department Heads and Employees for any queries and clarifications and resolve them pertaining to HR processes (Discipline, Policies & Procedures, Payroll, Employee Movement etc.). Engaging employees and handling HR issues of employees located at client locations
Performance management & Renewals : Managing the performance review cycle and providing expert advice and solutions to support and coach managers on disciplinary, grievance, redundancy, sickness, employee engagement and other people-related matters.
Rewards & Recognition :
Overseeing and operationalizing reward strategies like higher title appointments and emplacement exercises;
Guide the team in the review and execution of non-monetary recognition through awards
Communicating & rewarding employees
HR Reports and analytics : Designing & performing analytics for key HR matrices (attrition, foreign-local mix, recruitment lead time etc) and be able to provide creative solutions to address HR issues.
Employee Retention : Developing and managing programs that support a high retention of employees, foster a great work environment, support community involvement, and significantly increase diversity of the workforce.
HR Systems & Processes: Create and Modify Procedures - Evaluating company’s current HR & Recruitment procedures and modify and design brand new procedures and oversee the implementation.
Induction & Onboarding: Responsible for the HR Induction and recruitment support unit to ensure a seamless onboarding process and best in class experience for new joiners.
Service Delivery : Manage recruitment, talent transitions, and employee redeployment, and other manpower planning activities. Responsible for end-to-end service delivery of all the requirements and fully responsible and accountable for ensuring the smooth and stable operations of the team :
Supervise the Recruiting Team - Handling and managing and coordinating implementation with teams across different locations for the deliverables. Supervising the team, involving a great deal of communication with the team in order to streamline processes, solve problems and identify areas in need of improvement.
Monitor Metrics – Keeping track of recruitment metrics, such as time-to-hire and cost-per-hire and measure and analysis key performance indicators (KPIs).
Build the Network - To ensure that team has access to the widest possible pool of candidates to choose from. Building network with other partners and employees within the same industry by attending conferences, Monitor Metrics – job fairs, seminars, etc.
Forecast and Plan - Coordinating with clients in order to anticipate future hiring needs to plan for the needs and to develop a recruitment strategy in advance. Implementation and delivery of Recruitment strategy and ensure excellence in execution.
ANZ Bank, Singapore
July 2009 – Aug 2009
Human Resources Analyst
A short term assignment that led to a Permanent offer, later.
Worked with team members in the business units across APAC region in the report generation process.
Transformed large amounts of data into to facilitate analysis and business decision-making, using data visualization tools
Ensured that the information is presented it in a visually clear, concise, and business-relevant manner to senior leadership level stakeholders
Served as an internal resource to ensure organization leaders are knowledgeable regarding the use of workforce data and analytics self-service tools
Quest Consulting, Singapore
www.questonthefrontier.com
December 2007 – June 2009
Senior Consultant
HR Program management & Consulting: Assessing and anticipating HR-related needs, create and implement HR initiatives that support the line divisions and act as a change agent to enhance employee engagement and retention -
Designed and implemented HR Processes & Handbooks and compliances for various clients.
Industry benchmarking - Designed Organization structure, levels, designations and other structural issues.
Executive Search: Responsible for senior level executive search, executive coaching and leadership development solution focusing primarily on banking sector.
Business Development : for all Quest products- executive search, training, HR consulting in all key markets including Singapore, Hong Kong, India and the Middle East.
Encore Capital Group, Gurgaon, India
www.mcmcg.com
March 2006 to October 2007
Senior Manager – HR
Headed HR and Administration function for India operations; A start-up environment requiring design and setting up of HR systems and procedures. Major achievements were:
Partnered with businesses on workforce planning, succession planning, and skills assessment.
Putting in place scalable model of recruitment to cater to changing staffing requirement in terms of numbers and quality of recruits
Review and analyze business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience.
Designed and implemented a customized Performance Management and Career Development system based on Lominger’s Competency Model
Working with businesses to assess, create and implement innovative solutions for a variety of Employee Engagement Initiatives
Design and Implementation of various HR systems and processes in line with business objectives: including programs related to OD Interventions. Identify learning needs and partner with COE teams in arranging learning programs for employees across levels
Provide Compensation support including salary planning, promotions and job re-leveling
Conducted Organization wide Climate Survey, Employee Sati sfaction Survey and taken post-corrective actions.
Keane BTS, Gurgaon, India (Now NTT Data) www.keane.com
Jul 2004 to Feb 2006
Manager – HR
Handled all aspects on internal HR and shared services support to US operations –
Program/Project Management : Leading & Implementing various HR projects with the responsibility for the cost, on time delivery and the quality :
Understand current solutions, drive solutions and issue resolutions, for escalated issues from vendors as well as those requiring internal discussions.
Being Subject matter expert, closely working with technical team at different locations and animate regular team meetings to reach project objectives.
Supervise testing of the model, conducting training workshops & implementing the project & tools across the teams.
Review and monitor project progress to assure quality and adherence to requirements.
Perform corrective and preventive maintenance on existing hardware and applications.
Design and implementation of a customized competency based Performance Assessment and Career Management System – implemented in both India and US operations
Lead the team to design, development of a bespoke EHRIS solution
Complete overall redesign of the Compensation Structure and Payroll Process
Created shared services HR Support to Keane US operations.
vCustomer, New Delhi, India www.vcustomer.com
Jul 2000 to Jun 2004
Manager – HR
Joined as Assistant Manager and went on to Head HR for technical services SBU employing about a 1000 employees.
Reported to the Director of HR, I was responsible for full spectrum of HR functions, including office administration for my SBU, which included -
Partnering with the line managers to understand and execute the talent strategy and recruit talents to meet business needs
Responsible for executing the overall HR strategies required to optimally support the business goals.
Educate line managers on HR system, policy and work process and HR tools.
Ensure that the business complies with relevant employment regulations and laws.
Review policies and HR practices for relevance and compliance
Manage annual performance and salary review process.
Provide oversight on HR data analytics to develop insights for business planning and operations.
Resolve staff conflicts and provide coaching, consultative advice and assistance to department managers and supervisors. Assess risk and identify gaps in employee relation processes and conduct skip level sessions and employee engagement.
Developing and implementing an Employee engagement framework :
Drive culture and engagement initiatives to ensure a consistently high level of employee experience
Propose ideas, best practices and solutions to enhance employee engagement
Conceptualize and organize internal events to foster a stronger identity and team spirit
Support internal communications to ensure consistent messages and experience
Support global culture and engagement initiatives.
Haldia Petrochemicals Ltd, Kolkata, India
www.haldiapetrochemicals.com
Jan 1999 to Jul 2000
Officer - HR
My first job…and so much to learn!
Joined as Management Trainee through campus placement
Set-up the learning and development framework and infrastructure at their largest production facility
Assisted in designing HR policies & implementing them.
Assisted in other ad-hoc HR related activities which included database management, coordinating recruitment activities…
Core team member of SAP-HR implementation team.
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