Onward Technologies is a niche player in Engineering Design Services and IT Consulting services. From engineering to application development, knowledge management to business process management, we help our clients find the right problems to solve, and to solve these effectively. With a strong team of 2200+ employees operating from our 11 offices in India, US, UK and Germany, We cater to customers who are leading players in their respective fields.Currently in leadership position with Onward Technologies heading the Corporate HR function. Responsibilities include:• HR Strategy• Leadership Development • Devising policies & applications and developing PMS structure • Partner for shifting strategy, adopting new initiatives and processes, changing workflows and structure in alignment with business life cycle• Conducting reach out sessions for career progression, employee engagement and succession planning• Leading ERP implementation

• Develop and execute HR strategy aligned with the business strategy. Formulate, implement and keep updated all HR policies.• Design and implement a performance management system and help develop a high performance culture.• Formulate & administer a reward & incentive policy to support and enhance engagement and high performance.• Study and suggest organization structure and design to deliver the business strategy.• Designing and facilitating HR and OD interventions for Change Management, Culture Building and Team Development• Develop and implement competency assessment, competency building and competency enhancement through training, development and coaching.• Develop and implement procedures, controls, schemes and surveys to promote communication and adequate information flow within the organizations and enhance employee engagement.• Ensuring implementation of HR related legal aspects and statutory compliances.• Managing the complete recruitment cycle - from understanding business requirements to strategizing the recruitment process.• Play a major role in cascading and inculcating 'Corporate Brand Values' which have been evolved as a part of corporate branding initiative.

- Ownership of the following people processes – joining and induction, background verification, employee data and records management, Leave and Attendance, Payroll Inputs, Exits.- Process excellence – process mapping, documentation and continuous improvements.- Compliance of HR Ops to statutory and information security auditing standards.HR Analytics:- Empower line management with workforce information – conceptualize, develop and publish people metrics.- Develop and publish various people metrics addressing focus area such as - attrition/ retention, workforce demographics, talent development, talent acquisition.- Periodic and ad hoc HR MIS reporting.- Real time availability of critical metrics.Performance Management:- Design and deployment of performance management system- Employee communications and training with respect to PMS- Goal alignment, goal cascade- End to end program management of bi-annual employee performance reviewsEmployee Engagement: To ensure that the employees are completely engaged, motivated & fully involved with the businessCoach leaders, managers, and work groups through “talent situations” clearly outlining desired results, performance expectations, causes of performance, options to address performance gaps, and implementation planning.

Talent Management : To ensure that the right talent pool is created within the organization by hiring & retaining the correct talent for the organization by driving training programs.Formulation/Review & Implementation of Policies & Processes: To ensure that the existing policies are reviewed at a regular period where as new policies are also brought in place as per the requirement.OD Intervention : To develop & implement timely HR & OD interventions.Performance Management : To drive midyear & annual review cycle completely.Employee Engagement: To ensure that the employees are completely engaged, motivated & fully involved with the business. Succession Planning: Involved in succession `planning for critical positions. Grievance Resolution & Discipline Management : Counseling & grievance handling across functions & level.MIS Management : To ensure proper MIS management & generation of periodic reports as per schedule.Separations: To ensure smooth separation of employees as per the separation policy.

Talent Acquisition: Formulation of manpower (technical, sales, marketing, customer service, administration, commercial, back office etc.) plans for all levels considering organization structure & required competencies, skills and experience to fulfill both long term and short term business requirements & implementing the same in the circle, using various tools such as manpower agencies, employee referral, Head Hunting and Job Portals.Succession Planning: Part Of succession planning team & managing the business talents to ensure that the second line is ready for all the key positions in the organisation. Employee Relations : Responsible for preventing, resolving employees queries/ issues related to Compensation & Benefits, Probation, confirmation, Loans and other benefits to achieve 100% employee satisfaction & hence contributing to enhance productivity, motivation & morale.Training & Development: Indentifying & formulating training plans based on the training needs and implementing the training Calendar.Policies & Process: Ensuring the correct interpretation & implementation of the policies.MIS Management: Involved in drafting MIS reports & management of the same.Grievance resolution & discipline management- Counseling & grievance handling across function & level.Retention: Instrumental in worthy employee’s withdrawing resignation by counseling & guiding them at the right time.

Recruitment - Handled recruitment across all the levels & functions (sales, back office, customer service, dealers, relationship managers, financial consultants etc.) for the region maintaining average time of recruitment for a position, Maintaining lower Cost of Recruitment .Vendor Management -Identification and management of recruitment consultants.Was a key member in the succession planning team.Policies & Process Adherence - Responsible for complete adherence to Corporate Policies and Systems.Policy Interpretation & Implementation - ensuring smooth communication to all employees (new joined / existing employees) regarding policies & processes. Management of monthly MIS. Employee Satisfaction, Grievance Resolution & Discipline Management.Initiatives : Ensuring employee well being by designing and implementing HR initiatives such as Coaching, Cross functional taskforce, Organizing family get together , picnic ,sports meet , birthdays & other personal event celebrations.Performance Management System - Responsible for complete process adherence for Performance Management System.Separation - Conducting exit interviews & giving feedback to the line manager

• Conducting Induction Program for new recruits.• Identifying the training needs and analyzing to increase sales Development of tailor made modules depending on Niche requirement.• Conducting Refresher Programs and Advance training Courses for officers at different levels based on training Need Analysis.• Handling separation & conducting exit interviews.• MIS & Database management.• Performance Management system.

• Human Resource: Training & Development.• Handling Branch for initial recruitment process & training at Kolkata, West Bengal.• Inducting Medical Representatives for the region.• Developing Medical Representatives for Product Knowledge/Sales Process.• Networking with Sales Managers to achieve the Objectives of the Organization.• Analyze the training needs of the individual.• Conduct tailor made training programs for the respective requirement.• Conducted Motivational, team building & confidence building training programs.