Head - HR and Admin

o Established entire HR & admin vertical with properly defined systems & processes.o Restructuring & realigning of all business verticals in line with Repro’s business vision, created matrix structure.o Introduction of KRA based Performance Management System in line with Repro’s business goal resulted in engagement levels of employees thus achieved company’s target.o Implementation of HRMIS for core HR processes. o Hirining & Setting up of leadership teams for new business… Show more o Established entire HR & admin vertical with properly defined systems & processes.o Restructuring & realigning of all business verticals in line with Repro’s business vision, created matrix structure.o Introduction of KRA based Performance Management System in line with Repro’s business goal resulted in engagement levels of employees thus achieved company’s target.o Implementation of HRMIS for core HR processes. o Hirining & Setting up of leadership teams for new business Ventures (Rapples,Vocon Manufacuring Limited )o Centralization of legal compliances resulted in smooth settlement of PF claims & minimization of employers risk.o Streamlined HR operation vertical with proper tracking of entire release of funds resulted in accurate & on time payouts .o Cost reductions to bring cost competiveness for the organization such as manpower reduction, admin activities, variable pay scheme etc.o Improved gender ratio through diversity hiring.o Establishment & setting up of new corporate office which brought system & employee oriented culture.o Handled unionized workforce thus ensured serene Industrial Relations.o Effective team management resulted in zero attrition in HR & admin team across India. Show less

Strategic Contribution•Contribute towards the formulation and implementation of overall business strategies and plans with specific focus on FINO revenues and margins.•Set up HR Strategies, HR Planning & Budgeting with Business Plans, define Processes & Policies, Develop and implement strategy for HR management and development includes, Orientation Program, Corporate Events, Employee Engagement, Employee Development, Compensation benchmarking, Employee Grievance ,Learning &… Show more Strategic Contribution•Contribute towards the formulation and implementation of overall business strategies and plans with specific focus on FINO revenues and margins.•Set up HR Strategies, HR Planning & Budgeting with Business Plans, define Processes & Policies, Develop and implement strategy for HR management and development includes, Orientation Program, Corporate Events, Employee Engagement, Employee Development, Compensation benchmarking, Employee Grievance ,Learning & Development, HR Branding, Communication strategies, Organization Development initiatives, HR Processes .Employee engagement surveys , Profit & Loss ,Succession Planning, Morale and Motivation, Culture and Attitudinal Development, Performance Appraisals and Quality Management Issues.Business Strategy•Directs implementation of strategies and plans through the leadership of FINO Strategy Team. •Define scope, recommend approach and manage execution of mobile banking, mobile payments, and mobile commerce initiatives.Budget•Play a consultative role in review and development of functional plans and budgets for FINO Strategy Business Performance•Monitor operational/HRbusiness performance against strategic objectives by regular management review to ensure that objectives are fulfilled and required corrective action is taken in an efficient and timely manner.Relationship Management•Maintain an extensive network of internal and external contacts to ensure that FINO is optimally placed in its understanding of business, economic and commercial challenges and opportunities. Products and Processes•Directs strict adherence to products and processes standards and procedures in FINO. •Ensure adequate penetration of products in respective FINO branches.. Show less

Develop and implement strategy for HR management and development includes, Orientation Program, Corporate Events, Employee Engagement, Employee Development, Compensation benchmarking, Employee Grievance ,Learning & Development, HR Branding, Communication strategies, Organization Development initiatives, HR Processes .Employee engagement surveys , Profit & Loss ,Succession planning, morale and motivation, culture and attitudinal development, performance appraisals and quality management issues.

•Business HR: Manage day to day Business HR activities which includes: Promotions, Compensation recommendations, addressing employee relations issues and partnering with the senior business leaders in delivery of HR services.•Responsible for managing the Performance Management System and Talent Development - Potential & Criticality Review Process for the entire Organization. •Conceptualized, Developed and Institutionalized the Orientation Program. •Employee… Show more •Business HR: Manage day to day Business HR activities which includes: Promotions, Compensation recommendations, addressing employee relations issues and partnering with the senior business leaders in delivery of HR services.•Responsible for managing the Performance Management System and Talent Development - Potential & Criticality Review Process for the entire Organization. •Conceptualized, Developed and Institutionalized the Orientation Program. •Employee Development: -Creating and Managing the Learning & Development framework ( Learning Policy , Learning Needs Assessment Process) -Leadership Development Framework -Managing Organization Change Initiatives •HR Process and Systems: Part of cross function core team, responsible for deployment of HR Systems (HRMS / HR SOPs), Client Audits, Engagement Matrix, Integration Matrix impacting the organization as a whole. Show less

Planning, implementation & monitoring of Helpdesk ,Recruitment & selection, welfare initiatives