Vibhas Kumar

Vibhas Kumar Contact no. - (M) Email- To add value to the area that is challenging, creative and rewarding through application of my experience, knowledge, skills, intelligence and subject specialized. PROFESSIONAL SYNOPSIS  A Qualified MBA HR professional with 16+ years of experience in FMCG, Hospitality, Education, Recommence/Startup and other service sectors as an HR and Strategy professional. Have been into the core management team for most of my assignments. Domain experience in areas like Manpower/Workforce Planning, Competency Mapping, Talent Acquisition, Performance Management System, Rewards, Organizational Development and Design, Learning & Development, Employee Engagement, Payroll Management, Compensation Benefit/Restructuring, Statutory Compliance and Change management. KEY SKILS  HR Strategy  Business Strategy  Startup HR Management      Workforce planning Employer Branding Conflict Resolution Talent Management Project HR  Business Development  Franchise Management     Change Management Process Development Proactive e-Commerce Sales       B2B, B2C Sales Warehouse Operations   Legal & Compliance HRIS/ERP   Multitasking Forecasting Analytical Learning & Development Procurement HR Operations PROFESSIONAL DEGREE  Master in Human Resource Management (M.H.R.M.)/MBA-HR ACHIVEMENTS         Being an HR business partner and a member of the preopening team, successfully launched multiple outlets, restaurants in continental and Asian cuisine.  Structuring, restructuring and designing of HR department on multiple assignments.  Designing, Executing and Maintenance of HR Policies, SOPS, Systems and Processes while being a core member of multiple change management projects. Designing Succession and Leadership planning framework. Handled restaurant operations for a couple of restaurants in absence of team lead as additional responsibility. Hands on experience of handling NAAC, NBA, AICTE and other governing bodies’ accreditation and inspections. Core team member NAAC and Anti Ragging committee. Successfully got one full life cycle (end toend, E2E) SAP HR, HCM module implemented, being a part of the team as a core user. Was responsible for ERP/SAP HR support GENERAL HR COMPETENCIES Talent Acquisition and On boarding: Identifying talent & referring to the concerned stakeholders as per the requirement. Coordinating and participating (as an interviewer) in the selection process. Facilitating smooth entry followed by proper induction and orientation. Policies & Procedures: Implementing, introducing new policies and procedures as an HR business partner. Ensure that employees remain knowledgeable of HR policies and protocols in support of the review and processing of personnel action forms. Provide advice, guidance, and professional support to internal customers in respect to interpretation and application of employee relations and associated policies, practices, and procedures. Part of the core team for formulation of HR policies. Learning & Development: Coordinating the internal & external training programs, heading the New Hire Refresher and Product training for Hospitality (GAMA) section. Imparted training for KAIZEN, 5s & TQM. Carried out learning needs assessments. Established training materials and outlined effective instructional method. Performance Management System: Formulation and restructuring of the entire PMS program. Preparing Job Description (JD) & KRA, tracking employee performance on continuous basis and formulating People Development Program with consultation of team heads. Coordinating the entire appraisal process; performing Gap Analysis, TNI, training & development and preparing training calendar accordingly. Compensation & Benefit: Compensation restructuring, market research to establish pay bands, salary negotiation and fixation for new hires. Payroll Management: Payroll, and Salary processing through SAP and Tally ERP9 and Other HRMS software, processing all reimbursement, advance & loans. Preparing and monitoring Full & Final Settlement after ensuring proper Exit Interviews. Employee Engagement: Focusing and planning for the People, Family, Business and CSR related employee engagement activities. Ensuring healthy Employee-Management relationship by providing platforms for employees to voice their opinion. Holding Open forum for engaging employees inbusiness process and execution. Statutory Compliances: Liaising with government departments for Statutory Compliances, Licensing, Registrations; adherence to the PF, ESI, P. Tax & The Shops & Establishment and other employment laws as applicable. Factory HR: Co-ordinating with Factory HR team for Training, PMS, Recruitment, Employee welfare and other HR related activities. Others HR Operations       To mediate between employer and employee on a daily basis. Ensure overall employee satisfactionby providing a comfortable but confidential HR relationship; Frequent visits to the branches/Stores HRMS through SAP, TCSiON, Nitso, Zoho One, Trello, Hubspot and other software. To create data reports, spreadsheets, charts, graphs and slides for presentation and database management. Event management. Preparing all the letters of communication including legals. Vendor Management. SAP HR COMPETENCIES  Project Name      Role in SAP : Core user/Implementation/Process specialist Version : my SAP/R3 6.0 Project Scope : RE, OM, PA, TM, PY, Training & EM Implementation Partner : M/s Deloitte & Touche Consulting (India) Process and mapping of Business Processes for Shared Service, As Is, To Be, CRP, SIT and Mid-Year Go Live management comprising of data collection, converting it into upload mode through tools like LSMW & BDC and testing it for Go- Live. With Support role Configuration and maintenance of sub modules of SAP HR like Recruitment, OM, PA, Time Management, Payroll andT&EM along with Cost Centre, Wage types, Processing actions, Off cycle payments, Work Schedules, Holiday Calendars, Time data, SPRO and LSMW. : Project IRIS (Integrated Robust Information System) PROJECT UNDERTAKEN      Name of the Topic Name of the Organization Duration Tools Used Description : Skill Gap Analysis : TATA STEEL : 2 months : Stratified Sampling, Pilot Survey, Questionnaire, Personal Interview : This project cum research work aims to identify top ten skills in the various departments of Refractories Production Department (RPD) of TATA STEEL and find out the gap between the desired level and actual level of the employees in the identified top 10 skills, enabling to sketch the skills having maximum deviation in a particular position. This sketch recommends RPD department to develop a training module for the skills having maximum deviation. IT SKILLS     Microsoft Automate and Microsoft Power BI ZOHO, Trello, Jira, Hubspot and Tasks by Planner and To Do Certification in Office Automation (MS Office)-C-DAC, GIST-PACE Program MS – Word, Excel, Power Point, Microsoft Outlook, Knowledge of Tally.ERP9 (Payroll) PERSONAL DETAILS   Email Contact No. -:- Also available @ LinkedIn: https://www.linkedin.com/in/vibhas-kumar-a580a878/ facebook: https://www.facebook.com/vibhas.kumar.31 twitter (X): https://twitter.com/Vibhas_Ku instagram: https://www.instagram.com/iwinsomei/ Vibhas Kumar