 Drive as a “HR Business Partner” role with dedicated focused on business strategies along with the business head and company management.  Designed and implemented model to positively impact the business by involving efficient recruiting process, capability building by appropriate training program, analytical approach to business performance measures, linking productivity and utilization indicators with people metrics. Defined and prepared to analyze the needs of the organization and developed appropriate and effective measures by understanding the business model at depth. Created focus on Business Orientation – Max output in a cycle time, uninterrupted flow of construction, good employer – employees’ relation, employee engagement/participation, safe and healthy working environment open transparent and effective communication and leadership development. Designed and supported sales forces as per the market requirements, support in marketing & employer branding, customer focus and orientation (internal and external), high end deliverable in defined timeline and emphasis on internal compatible model. Drive organizational change from transactional to transformational HR practices, participate in strategic planning, tailoring HR processes to the realities of the specific business and to help business meet present and future goals. Drive business acumen in financials figures with respect to no deviation on budgeted versus actual headcount & cost, ensuring low cost of production, productivity enhancement, skills development, low cost of sourcing or hiring, reducing manpower cost and attrition.

Manpower Management  Management of the complete recruitment life-cycle: Planning, Management, Manpower Budgeting & other assessment tools. Employee Relationship & Employee EngagementCompensation Management & Statutory Compliance  Liaison with Labor, PF and ESI department to implement changes desirable as per law and to ensure compliance with Labor Laws.New Systems, Policies and Strategic HRM: Facilitating Organizational Development (OD) plans for enhancing the operational effectiveness. Design and implement HR Strategy as per the overall Business Strategy. HR Policy formulation and Communication Strategy.Performance Management Handling Performance Appraisal process & identifying scope for enhancing the same. Setting the KRAs/KPI Implemented all modules of HRMS.Attendance Management, Leave Management, Payroll Management, Training Management.Compliances Liaison with various Govt. Authorities like P.F., ESI, Pollution Control Board, Fire Office, Explosive Department, Employment Exchange Office, Factory Wing, Industrial Health & Safety, Forest Deptt. etc. ESS, Gartuity & Full & Final Settlements of employees and permanent workmen.