Ncsv Raju

 N.C.S.V. Raju Mobile : - E-Mail :-Senior level assignments Human Resource Management ~ Employee Relations ~ HR Operations/Compliances Executive Summary XLRI certified Human Capital Leader with 20+ years of professional experience, which includes proven software industry relevant experience in various Human Resources functions. Multi-disciplinary HR Functional Specialist skills with strong HR Operational, Techno-Functional and Strategic business driven implementation skills. Proven expertise in Strategic HR, Business HR, HR Consulting, strategic planning, and HR management. HR practitioner with an ability to think and act strategically to handle business demands HR Setup/Systems/ProcessesStrategy Formulation Organization Design/Change ManagementStatutory/Compliance Management Performance ManagementLearning & Development Professional Experience: Currently Working as DGM – HR in PPRM Mfg. Ltd. since April,2015 (Responsible for Corporate/ three plants -- Rolling Mills manufacturing) Handling End to End HR & IR process from Strategic HR, HR Policies and Procedures, Recruitment, Talent Management, HRIS Management, Payroll Management, Statutory Compliance’s, Performance Appraisals, Training & Development, Employee / Industrial Relations, Wage Settlements, Contract labor Management, Liaison with Govt and Semi Govt bodies and local leadership etc Team Size HR-6, Personnel & IR – 12, Indirect (Security/Canteen/admin/transportation etc – 30 Employee Strength – 1000 On Rolls + 500 contractually Reporting to: Director Significant achievements: Initiated multiple "sales strategy retreat “programs for different regions to align the sales AOP/ABP ( annual operative/business plan ) to increase the engagement and motivational levels of the sales force thru' different trainings in the areas of retail management/ logistics coordination/ customer base development(old and new)/ reduction of bad debts/ collection management/ compliance management of different taxations/ERP based MIS reporting etc) Improvised the sales related incentive and variable component schemes to maintain the internal and external equities in the C&B aspect Implemented TPM, 5 S as a change management initiative in the plant with a target of 5 years to get TPM certified 2 Cycles of PMS (MBO Methodology) conducted successfully aligning with the C& B strategy of the group. SOPs for HR and Admin designed and implemented Introduced 3 E methodology for the employee development ( Educational : to increase technical/ functional competencies of the employees through relevant certifications , workshops etc) ( Experiential: initiated Shadowing/Mentoring /coaching to increase the overall competencies of the employees etc) ( Experiential: initiated multiple cross functional performance / quality improvement projects to increase the coordination levels / lead time / productivity improvement in different departmental processes) Abhijeet Group, IndiaHead –HR, June”2010--- Mar”2015 (Responsible for One Plant in Nagpur 300 MW Power, One Plant in Visakhapatnam Ferro Alloys and two plants in Durgapur W.B. Ferro alloys & Bio Mass power plant) Handling End to End HR & IR process from Strategic HR, HR Policies and Procedures, Recruitment, Talent Management, HRIS Management, Payroll Management, Statutory Compliance’s, Performance Appraisals, Training & Development, Employee / Industrial Relations, Wage Settlements, Contract labor Management, Liaison with Govt and Semi Govt bodies and local leadership etc Team Size HR-15, Personnel & IR – 30, Indirect (Security/Canteen/admin/transportation etc – 20) Employee Strength – 1200 On Rolls + 1500 Contractually Reporting to: CEO Administratively / VP HR Functionally Significant achievements: Implemented Process excellence Project namely "Abhishreshtha " for different functional levels for achieving the Motivational and developmental activities amongst the employees. Accenture was the agency hired for the designing and propagating the project. Was involved as the process champion for the HR projects in Workforce management planning, compensation and benefits, Employee engagement and employee relations. Brainstormed with the business heads to understand and eliminate the redundancies in the process activities of all the departments and enhance the employee engagement score with a target of 12 % increase Implemented Balanced score card through Strategic Road map and redefining Vision, Mission and values of the company. Align the critical success factors and the strategic objectives of the business to robust the overall performance system across the group. Involved in designing assessment centers for the succession planning, lateral and entry level hiring purpose, Instrumental in designing the strategies in the areas of talent acquisition/ Compensation and benefits/ employee engagement and relations/ Performance Management/Industrial relations/ Training and development/ General Administration areas with a business impact objectives in the areas of Cost per hiring/right fit to right positions/ retention levels/reduce bad recruitments/ bench mark with the competitors in compensations/ maintain internal and external equities/ improve engagement scores in healthy levels/robust the PMS tool with specific Key result areas and appropriate performance indicators to monitor quarterly, biannual and annual reviews/ align HR strategy with IR strategy in 100 % compliance management, employee relations through better grievance management and proper contract/vendor management/ Effective training modules' design right from TNI to effectiveness of training in the business/processes Led one 12(3) wage settlement in Durgapur, West Bengal Unit Sara Suole Pvt. Ltd., Bangalore HR Manager,May’08 –May’2010 (Responsible for Corporate and 6 plants in Bangalore – Shoes and Sandals Mfg., 100% EOU) Handling End to End HR & IR process from Strategic HR, HR Policies and Procedures, Recruitment, Talent Management, HRIS Management, Payroll Management, Statutory Compliance’s, Performance Appraisals, Training & Development, Employee / Industrial Relations, Wage Settlements, Contract labor Management, Liaison with Govt and Semi Govt bodies and local leadership etc, Handling Social and Buyer Audits Team Size HR-5, Personnel & IR – 6, Indirect (Security/Canteen/admin/transportation etc – 20 ) Employee Strength – 500 On Rolls + 1200 Contractually Reporting To: VP Corporate Services Significant achievements: HR Policies and procedures designed and implemented across the group (Corporate office and 6 plants in Bangalore Robusted the Talent Acquisition / Talent Management / Employee Development activities of the group. Managed Stringent Customer / Buyer audits of Customers abroad with zero non-conformities Various strategies implemented for cost reduction in overall administration and other departmental activities LSG Sky Chefs (India) Pvt. Ltd.,Manager HR, IndiaOct’04-Apr’08 (Responsible for Corporate HR & Airline Catering Units in Bangalore and Hyderabad) Handling End to End HR & IR process from Strategic HR, HR Policies and Procedures, Recruitment, Talent Management, HRIS Management, Payroll Management, Statutory Compliance’s, Performance Appraisals, Training & Development, Employee / Industrial Relations, Wage Settlements, Contract labor Management, Liaison with Govt and Semi Govt bodies and local leadership etc Team Size HR-5, Personnel & IR – 6, Indirect (Security/Canteen/admin/transportation etc. – 20) Employee Strength – 800 On Rolls + 300 Contractually Reporting to: Director Administratively/ VP HR (APAC, Hong Kong) Functionally Significant achievements: HR Policies and procedures designed and implemented across the group (Corporate office and 6 plants in Bangalore Robusted the Talent Acquisition / Talent Management / Employee Development activities of the group Managed Stringent Customer / Buyer audits of Customers abroad with zero non-conformities Various strategies implemented for cost reduction in overall administration and other departmental activities Responsible for Relocation of both the facilities in Bangalore and Hyderabad to the New Airports with a retention percentage of more than 93 % by introducing the appropriate compensation and benefits strategy by benchmarking with local Hotel Industry Align corporate HR policies and procedures in line with Indian statutes and customized as per the business needs Alpha Remedies Ltd., Nagpur Manager (Personnel & IR)Jun’96-Sep’04 (Responsible for Corporate /Bulk Drug and Formulation Units in Nagpur, Maharashtra) Handling End to End HR & IR process from Strategic HR, HR Policies and Procedures, Recruitment, Talent Management, HRIS Management, Payroll Management, Statutory Compliance’s, Performance Appraisals, Training & Development, Employee / Industrial Relations, Wage Settlements, Contract labor Management, Liaison with Govt and Semi Govt bodies and local leadership etc Team Size HR-2, Personnel & IR – 6, Indirect (Security/Canteen/admin/transportation etc. – 20) Employee Strength – 200 On Rolls + 300 Contractually Reporting to: Director Significant achievements: Conducted Time and Motion study with the help of “National Productivity Council” and based on the recommendation study, introduced Variable component Scheme into the Compensation structure Liaised with the Internal and external Leadership to include this in Wage Settlement Led three 12(3) settlements and participated in five Bipartite and Tripartite settlements Sharda Ispat Ltd., Nagpur Jr officer (Personnel & IR)Jun’93-May’96 Assisted Head HR in End to End HR & IR process from Strategic HR, HR Policies and Procedures, Recruitment, Talent Management, HRIS Management, Payroll Management, Statutory Compliance’s, Performance Appraisals, Training & Development, Employee / Industrial Relations, Contract labor Management, Liaison with Govt and Semi Govt bodies etc. Areas of Exposure: A. Strategy Planning Developing and administering human resources plans and procedures that relate to company personnel Planning, organizing, and controlling the activities and actions of the HR department Contributing to the development of HR department goals, objectives, and systems B. Human Resource Management Recruitment Strategy: Talent Acquisition, Resourcing & Development Define and implement optimal talent acquisition strategies, with clear accountability for end to end talent acquisition for the organisation Coordinating and scheduling hiring activities for the business function Effectively source suitable candidates from various sources (using social media, networking, job sites, campus recruitment, etc.) Strategize & execute Campus relationship strategy Executing the complete Recruitment Life cycle including Scheduling & Interviewing to ensure adherence of processes Coordinating and scheduling all phases of the interview process Analyzing current compensation and preparing offers & negotiation for closures to get candidates at optimum cost Preparing Offers, negotiating compensation, extending offers and hiring candidates at optimum cost. Negotiate with candidates and close discussions effectively. Maintain relationships with candidates until they get on boarded. Working with the C&B team for internal equity and external benchmarks Preparing & Managing the recruitment MIS & Dashboard for business and ensuring that the recruitment processes adhere to all guidelines Work with other functions within HR to help in achieving organisational HR strategies (e.g. Provide inputs on market compensation and other trends, candidate mapping and movements, market intelligence on people practices, competitor information, etc.) Putting in place selection procedures, psychometric test constructions & administration. HR Analytics: Provides management support to the Human Resource function in the areas of people metrics, reporting, and advanced and predictive analytics. Operational Analytics in the areas of Performance, compensation and benefits, Attrition, Leave management for multiple units and locations Prediction analysis in the areas pertaining to Recruitment, C&B, Performance Management, Employee Engagement / Training data, Process excellence for multiple units and locations Supports the leadership team to identify business challenges and use data analysis to help influence changes to the operations, process or programs. Communicates findings to senior management via formal presentations, standard management reporting artefacts on periodic/quarterly/annual basis. Creates, maintains, and ensures quality assurance of key human resources data sets, dashboards, reports, and metrics. People Strategy: Talent Management & Engagement; Performance Management; Employee Relations; Compensation Benefits Engagement Strategies to realize critical business goals by measurably increasing employee engagement to generate meaningful and significant business results such as: Increasing employee engagement Reducing voluntary employee attrition Increasing workforce alignment around corporate initiatives Enhancing leadership communications effectiveness Positively impacting the annual bottom-line Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements. Champion the C&B Strategy. Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan. Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions. Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices. Design Incentive programs aligned to drive required business behavior. Lead the People development committee and Successfully Partnered with the line Managers and employees to address all types of employee relations issues and provided necessary intervention and coaching. Aligned the People Strategy to business goal, formulated & implemented Systems, Procedures & Policies. Implemented HRD systems like Recruitment, Talent management, Competency mapping, Mentoring and coaching, Potential appraisal and assessment, Performance management, Reward and Recognition, career planning and development and other organization development initiatives like ESS, HR System Automation, Organization wide Goal setting, team work, Restructuring, relaying HR polices, cost optimization etc. Pioneered HR Programs like Talent management/career planning and development, Retention practices, Performance/potential appraisal, salary restructuring, succession programs for leaders, Reward and recognition for top performers, Implementation automation of HR systems and necessary learning programs as per plan. Conceptualized and Implemented Retention Strategies eg Career Ladder Restructuring, Award Plan and Leaders Career Path and continued Talent growth through Talent management programs. Conceptualizing and developing training initiatives for improved productivity and quality enhancement in line with business goal. Coach, mentor and motivate the team. Gives people the tools needed to get the job done and creates opportunities for career development. Understanding the team dynamics to inculcate a sense of belonging and ownership amongst team members. Foster a culture of cooperation and collaboration with all stakeholders (internal as well as external). C. Industrial Relations/ Employee Welfare/Statutory Ensuring prompt resolution of employee grievances to maintain cordial management-employee relations and managing contract labour. Negotiating and amicably settling disputes with the Union and maintaining discipline & harmonious working environment across all employee levels. Attending interpersonal issues arising at work place & initiating self discipline activities. Implementing the personnel policy matters of the corporation. Negotiating with unions & attending statutory requirements. Ensure all the legal & statutory compliances with respect to all the statutory authorities Academic Credentials 2016PG Certificate in “Strategic Performance Management” from XLRI, Jamshedpur 2006Master of Business Administration (Distance) from Andhra University, Vizag with 62.10% 1993Masters in Labour Welfare & HR (MLW) from South Gujarat University, Surat with 61.00% 1990B.Sc. (MPC) from Andhra University, Vizag with 65.22% 1986Intermediate from AP Higher Secondary board with 70.10% 1984 SSC from AP Secondary Board with 63.00% Certifications Fellowship program under World HR Board with following Certifications Certified Performance and competency Developer Certified Compensation & Benefits Manager Certified Psychometric Test Professional Certified HR Analytics & Metrics Professional Certified Organizational Development Analyst Certified Organizational Development Diagnosis Certified Learning and Development Manager Personal Dossier Date of Birth: 31st August 1968 Linguistic Abilities: English, Hindi, Telugu, Marathi & Kannada (working) Notice Period Three Months Relocationwilling Skype IDncsvraju_mohit NCSV Raju