• Employee / Industrial Relations Aligned HR and IR Strategies with the Company’s overall business goals. Maintained industrial peace as well as discipline.  Analyzed cost and policy implications of negotiations and disputes, including management proposals and union demands.  Successfully settled industrial disputes with the CBA.  Assessed audit compliance requirements under applicable laws & regulations and carried out interventions to ensure end-to-end compliance.  Successfully engaged workers and their representative to address workplace conflicts to create enabling environment for smooth execution of people-business plans. Developed plans for hiring, retention, and development of employees. Supervised end-to-end contract management (services and manpower contracts) and ensuring compliance of laws and regulations. Represented management at NIRC and Labor Departments Established and maintained cordial and business-oriented relationship with external stakeholders including Labor department, EOBI, Social Security departments. Developed, presented, and controlled the operating budget for the industrial / employee relations department.  Devised HR / IR Policies and Procedures, communicated changes, educated employees and implemented policies.

• Training | Organizational Development  Proposed and developed OD and change management strategies, processes and interventions fostering a high-performance culture. Worked closely with the functional leaders to ensure effective communication to build a culture of engagement among employees.  Liaised with area managers to develop and implement training, development, and succession plans, appropriate for business needs and consistent with the overall training strategy.  Conducted need assessment to determine measures required to enhance employee job performance and overall company’s performance.  Created an exciting & challenging work environment through HR engagement initiatives. Worked closely with the business heads for designing and delivering of effective Personal Development Plans of their staff members. Looked after all training and development activities of the company to ensure they are conducted efficiently, cost-effectively, and in accordance with the organization's policies and standards. • Talent Acquisition Carried out end-to-end recruitment process that includes manpower planning, budgeting, sourcing screening, selecting, hiring, and onboarding.  Built talent pipelines with talent acquisition recruiters to ensure a suitable mix of channels (social media, recruiting events, partnerships) are available to attract the best talent. Liaised with business managers to develop and implement recruitment activities that are appropriate for their business needs and consistent with the organization's overall HR strategy.  Selected and managed ongoing relationships with recruitment agencies to ensure satisfactory standards of service. Monitored and measured the effectiveness of recruitment/talent marketing campaigns on an ongoing basis to ensure maximum ROI and provide feedback of these results to stakeholders Promoted and communicated the employee value proposition through various digital platforms.

• Compensation & Benefit and Performance Management. Aligned Compensation & Benefits plan with strategic goals & company objectives. Implemented organization’s compensation programs to meet objectives with regards to internal equity and external market competitiveness. Managed activities concerning internal equity, salaries, variable pay, compensation and benefits policies adopted by the company.  Participated in market surveys and ensure that the organization maintains a competitive pay philosophy. Developed Job Description for all management positions in the Organization, and determined base pay. Developed and educated staff members in developing Key Performance Indicators (KPIs) Ensured employees’ health and wellness by providing appropriate health care benefits.  Looked after annual performance assessment cycle for embedding performance driven culture. Ensured company-wide succession planning exercise by identification of key positions, its required competencies, and identification of key successors for critical positions.• Payroll and Business Process Outsourcing  Lead the project of Business Process Outsourcing that covers Payroll, Attendance, Absence Management and Benefit Administration. Maintained Provident and Gratuity Funds’ rules, trust deeds & minutes of meetings.  Lead the payroll section.