Professional Documents
Culture Documents
Atul
Atul
Atul
PROFESSIONAL SYNOPSIS
An astute performer with more then 10 years of experience in Strategic HR ,Aligning HR with Business,
Balanced Scorecard, HR Scorecard, HR Analytics, Talent Acquisition , Competency Mapping, Payroll , Policy
Making, Assessment Centres, employee relation, PCMS, Employee engagement etc. in reputed organisations.
Presently working with Predominant Engineers & Contractors Pvt. Ltd. As Manager HR ( HRBP).
Working as a Human Resources Business Partner providing support on people and organizational needs to ensure
the business strategies.
Strong ability to master a situation quickly highly knowledgeable in various aspects of the HR function and skilled at
managing high pressure situations.
Adept at handling day to day activities in co-ordination with internal / external departments for smooth business
operations. A keen communicator with the ability to relate to people across all hierarchical levels in the organisation.
Organizational Experience
Designation- Manager Human Resource Business Partner (4 JAN 2012 to till date)
Reporting – Director PECL
AREAS OF EXPOSURE
Strategic HR
Designed the HR capability to integrate with business process to achieve the business goals.
Working as a Human Resources Business Partner providing support on people and organizational
needs to ensure the business strategies.
Partnering with CMD & CFO to provide strategic and tactical HR support by developing
an understanding of business goals and align HR actions, processes, and activities to achieve desired
results.
Worked closely with business leaders, understanding the business and its needs and applied that
Understanding to HR practices.
Worked closely with the Division Heads on developing people strategy for each & every division.
Formulate & Implement HR policies.
Stakeholder Management
Partner with business leadership to formulize the business goals and manage the talent to
accomplish business objectives.
Partner with legal and compliance team for contract renewals and complex workforce relation
issues.
Partner with manager and other business leaders to address performance gaps and facilitates
discussions. Guides Managers on all aspects of performance management including feedback
and performance coaching.
Aligned with a span of 350 headcount managing the talent pool and employee life cycle.
Competency Mapping:-
Developed Competence based performance management system for high performance culture.
Align performance planning (KRA/KPI) with business objective through BSC(Balanced Scorecard).
Design an assessment centre for promotion, recruitment, succession planning, Training & Development
Etc.
Enabling organization re-structuring such that people talents are matched to the roles and challenging
roles for people are created.
Formulating and implementing Increment, Incentive and other Remuneration policies.
Analysing appraisal form for the usage of Administrative & developmental activities.
Designed Evaluation Method & linkage to compensation .
Designed & implemented fast-track career path for high performers.
Talent Acquisition
Overseeing the recruitment life-cycle for sourcing the best talent from diverse sources.
Planning human resource requirements at Managerial and Non Managerial levels in consultation with
heads of different functional & operational areas.
Develop and manage effective recruitment solutions working in partnership with hiring
managers and third party recruitment agents (as required) to acquire top talent.
Develop / Implement new recruitment / selection policies as per staff projections.
Developed & implemented competency mapping based recruitment process.
Developed Structured /BEI (Behavioral Event Interview) interview for the higher probability of right
hire.
Preparing interview assessment sheet aligned with BARS (Behavioral Anchored Rating Scale).
Preparing Job Descriptions from competency framework.
Facilitating employee selection, negotiating and fixing the Salary, organising medical check-ups and
issuing Intent and Appointment letters to shortlisted candidates .
Maintain monthly MIS report of recruitment.
Preparing recruitment Metrics to know the trends & to minimize the cost.
Optimize channels of recruitment, specifically recruitment database subscriptions and consultants.
Act as the Supreme Career Counselor for Support functions through their Performance Development
Plans.
Implement Performance Management System & identify scope for enhancement by linkage to Variable
incentive plan.
Initiate & drive various rewards & recognition (R&R) programs.
Formulate new HR policies aligned with organizational requirement basis & as per corporate trend
analysis
Maintain a consistent communication plan on hr core activities across the organization levels.
Conflict & grievance management for employees through effective counsel forums.
HR Analytics
Employee Engagement
Maintain monthly & yearly Employee Engagement Calendar for various activities like Fun at work,
Coffee Sessions, Skip level meetings Etc.
Celebration of Employees Birthday, Employee suggestion systems / quick responses.
Indoor Games as well as Outdoor games.
Organizing outings, Festival fests, competitions, decorations etc.
Conducting Employee Engagement Survey in the organization.
Attrition Management.
Induction / Exits
Managing Induction Programs, supervising the completion of joining formalities and ensuring that
employees settle into their new roles.
Acquainting the new employee about the company & its policies, organising visits to shop floors.
Interfacing with Functional Managers for confirmations and reviews.
Monitoring the effective utilisation and retention of Manpower.
Managing overall Exit formalities; inclusive of conducting Exit Interviews of all Employees.
Conducting the exit interviews and coordinating with various departments in terms of smooth exit of the
employees.
Analysis of the attrition related data on monthly and quarterly basis .
AREAS OF EXPOSURE
Recruitment:-
Shortlisting the candidates for the different positions from the job portals, database, referrals, placement
agencies.
Scheduling their interviews through telephonic conversation or e-mail.
Co-ordinating the interviews, conducting the written test for the candidates and assessing the same.
Preparing the Offer, Appointment and Confirmation letters of the employees.
Follow up with the prospective new joinees.
Completing the entire joining formalities for the new joinees.
Create and maintain bank data and personnel dossiers of new joinees.
Payroll:-
Preparation of documents of employee form 5 and Form 10, Form 11 etc.
Preparation of PF withdraws & transfers (Form19, 10C & 13).
Ensure for timely disbursement of salary of staff.
Ensure timely settlement of Full & Final of resigned Employee.
Coordination with Consultant Regarding PF and ESI Online Challan Submission.
Calculating, Tracking and Maintaining Leave Record: - Casual Leave, Earned Leave, Without Pay
Leave, Medical Leave and generating updates every month.
General Administration
Maintenance of Human Resource Information Systems & submit Periodic Reports.
Managing various vendors for stationary, Canteen, Housekeeping, IT Etc.
Maintenance of adequate discipline among employees.
Overall general Administration
Handling Visa/Work permits Processing & follow up.
PROFFESIONAL CERTIFICATIONS
AFFILICATIONS
PERSONAL DOSSIER