Am heading HR Services for the North Region in addition to Recruitment of Key/critical positions where I support the Head HR.My responsibilities include providing of HR Services right from the joining/induction of employee till separation.Key responsibilities comprise of the following:• Induction/Orientation of new joinees• Taking care of their day to day HR issues• Implementing performance management process- ensuring communication of objectives, timely reviews, performance appraisal & feedback and consolidation of Personal Development Plans.• Facilitating competence building of various resources• Merit Salary Increase as and when due• Conducted Salary Survey with the competitors.• Adherence to HR policies, process and practices as defined by Corporate HR and giving feedback for revision, if any.• Support set New property Launch and provide HR support• Ensure effective cascading of HR policies & practices across the organization• Handle the grievances of the employees & timely resolutions of the same.• Conduct engagement surveys and coordinate Focus Group Discussions on a need basis, in order to gauge employee perceptions & opinions as a part of strategy and action plan for employee engagement and retention of employees• Create forums and facilitate interactions between the employees & the management on a regular basis• Team Building Activities• Assist Head HR for recruitment of key positions• Initiatives and working on special projects: -Tie up with Management Institutes -Time and Motion Studies for a new property.

My responsibilities included• Implementing HR information and management system by rewriting HR manual, employee handbook / introducing new policies, procedures and processes• Establishing a Training Academy in the organization to handle the complete training cycle, identify all training needs, mapping of skill requirements including soft skill, Identifying Internal trainers, providing training on soft skills• Revamping the recruitment and selection process including resource planning, job description & specification, developing candidate database, drafting proper Induction and re(orientation) programme for new entrants• Complying with statutory, labour law and quality standard requirement• Introducing a leadership development system including succession planning, Identification of potential leaders, identify their training needs, defining career growth path for performers• Introducing different level of communication channel, open platform for employees to share their concern• Conducting Employee Satisfaction Survey - Defined strategy and action plan for Employee Engagement and retention of the employees.• Introduced Mentoring Model in the organization • Creating a competitive environment which provides growth opportunities and performance driven culture differentiated reward structure and facilitating continuous performance improvement• HRIS

K.R.A’s• Create common HR platform, for integration, compensation and cultural alignment and other people related issues arising out of Merger & Acquisition.• Significant challenge due to acquisition of another group company• Advising business in managing heterogeneity of skills and diametrically opposite cultures.• Adapting interfacing and mirroring technique to have an overview of the strengths of each other and the concerns.• Joint work group to chalk out a common action plan for approaching the business.• Integration and re- alignment of HR policies.• Planning & Process Adherence - Process Definition, Process Improvement for all areas of Recruitment. Initiatives taken to ensure timely recruitments and meet objective of cost optimization-Channel development- Effective client relationship management• Recruitments- Worked closely with senior ICICI managers to understand their Staffing requirements in order to ensure on-time completion of the allotted requirements and for mitigation of issues. Ensured closure of high volume requirements within strict timelines. At the Zonal level individually handled end-to-end recruitment cycle right from sourcing, fitments, ref-checks to making offers. Competent in managing both lateral and fresher recruitments concurrently. Have successfully established the campus recruitment relationship with both graduate and management schools. Complete knowledge of transition process. Successfully transitioned more than 400 employees from the rolls of the DSA to I-SOLUTIONS. Dip stick study of competition to attract & retain talent. • Compliance - Being a banking company Non-Compliance was a zero tolerance parameter. Centralized the compliance process and documentation of all employees for better control. Ensured 100% compliance of all employees.• Performance Management System - Handled end-to-end appraisal activity.

• Strategising Human Resources, Recruitments and Training Activities• Implementing all HR related processes and policies across the zones.• Assisted in Updating of HR Manual / Employee handbook, Processes and Policies.• Ensuring compliances across the locations• Coach to site HR executives, manage and motivate their performance to drive HR excellence on the ground.• Develop and coordinate grievances and mediate workplace disputes (Motivation, Training , Employee Relations and Grievance Handling) • Supporting line managers for employee motivation• All Facilities & Administrative issues Manager HRD (Corporate)• Strategy for effective percolation of the intent across various levels and facilitates two processes. Organization diagnosis through Employee Opinion surveys, feed back, Exit interviews. Open house • Manpower planning, to include defining job descriptions, selection, recruitment, and induction.• Preparing/updating Job descriptions in a restructured environment• Initiatives taken to ensure timely recruitments and meet objective of cost optimization - Channel development- Effective client relationship management• Implementing performance management process- ensuring communication of objectives, timely reviews, performance appraisal & feedback and consolidation of Personal Development Plans.• Organizing Team Building activities at intra and inter department level to build effective teamsTraining & Development• Delivering Induction Training Module • Identifying Training & Development requirements of potential employees in the organisation and promoting Training programs for the same. • Assessing KRA, analyzing Career Graph to help Organizational Development.• Devising Strategy and Planning Training & Development Calendar for Induction Programs..