Human Resources1. Implementation of HR Policies of the Organization and driving HR activities such as Recruitment and Selection, Performance Management System, Succession Planning, and Learning and Development.2. Managing employee life cycle i.e. Induction, administer PMS & execution of PIP, Disciplinary proceedings, Retention and Attrition management.3. Instrumental in coaching line managers and enabling them to guide employees for their development.4. Handle the end to end Recruitment cycle for 7 CFS Locations.5. Driving employee engagement surveys, analyze Survey Outcome, and partner with business to devise and implement actionable. 6. Effectively closing Red BGV reports and taking action as appropriate. 7. Understand CFS business, work as a business ally to impact profitable business growth in long term. 8. Implement retention strategies, people initiatives to create engaging workforce 9. Employee Connect – Meeting employees & having a structured interview with them about their learning needs, career development plans, and their positive / negative experiences with the other departments. 10. Driving Employee Engagement initiatives for CFS ICD Vertical.11. Driving Performance Management System / Process – Goal Setting, Goal Review, Mid / Yearly appraisal discussion, Finalizing ratings, Promotions / up-gradation etc. 12. Talent Management – Succession Planning at CFS, Succession Charts , Identifying HiPos & Critical positions, & Creating IDPs.13. HR Budget – Forecast & Finalize HR budget across CFS Business i.e. Manpower Budget, L & D Budget, Employee Welfare & Engagement Budget.14. HR Analytics - for arriving CEO on Key strategic decisions Employee Relations1. Contract Labour Management at CFS2. Statutory Compliance, Personnel Administration, Performance appraisal, administrative works etc.

Human Resources1. Managing the recruitment – cycle includes sourcing, screening, short listing, selecting and appointing the best talent from diverse sources 2. Planning human resource requirements according to the needs of the hospital keeping in the view the market and the financial aspects. 3. Executing the entire gamut of task in recruitment encompassing conducting preliminary HR round for ensuring fitment and providing the necessary information about the job responsibilities.4. Conducting Employee Engagement Survey for Management Staff/ Workers.5. Analysis of Employee Engagement Survey Score, dept wise, segment wise.6. Identifying Improvement areas in every segment.7.Plan of Action & Implementation various enhancement measure.8. Performance Appraisal of Class IV employees (Unionized Category).Employee Relations1. Contract Labour Management, i.e. Management of Contract Labour Employed in Housekeeping, Laundry & Security.2. Ensuring timely and effective Statutory Compliance of various Labour Laws.3. Employee Counseling in Professional, work, behavioral, personal areas. 4. Ensuring the effective implementation of various welfare activities and schemes.

Human Resources 1. Planning human resource requirements according to the expansion of the Bank and keeping in the view the rules and regulations laid down by Reserve Bank of India. 2. Managing the recruitment – cycle includes sourcing, screening, short listing, selecting and appointing the best talent from diverse sources such as newspaper advertisement, consultant and Job portals.3. Ensuring effective implementation of Training Calendar prepared considering various training needs (Technical/Behavioral) of the employees.4. Compiling the Training effectiveness feedback of the trainer/training programs from the employees and act accordingly.5. Conducting Promotional Exams in collaboration with IBPS (Institute of Banking & Personnel Selection).6. Preparing Career Planning and Development Plans for the Management Staff.Employee Relations1. Ensuring Prompt Action in any respect of any misconduct by issuing Showcause, and Chargesheet. 2. Ensuring timely and effective Statutory Compliance of various Labour Laws.3. Handling Union / Employee Grievances to facilitate smooth & healthy employee relations.4. Handing various Court cases pending before Industrial/Labour Courts at Thane/Bandra. 5. Ensure the proper implementation of the Settlement entered into with the Union.

Talent Acquisition and Development 1. Handling Campus and Lateral Recruitment. The various sources for recruitment were job portals, Tata Career Opportunity Portal, News Paper Advertisement and Employee Referral. 2. Executing the entire gamut of task in recruitment encompassing conducting preliminary HR round for ensuring fitment and providing the necessary information about the job responsibilities.3. Modifying Job Description of the various business divisions i.e. IOBG, EM&RBG, UPBG, EPBG with changing business requirements. 4. Conducting walk-in interviews for IOBG Division at different location in India.5. Handing of SAP (HRIS) System for various MIS Reports and completing joining/separation formalities. Employee Relation 1. Assisting Asst. Gen. Manager in Court Matters pending before Labour/Industrial/High Court, Union Correspondence and Union Negotiations. 2. Handling of Contract Labour employed through Teamlease and Kelly Services at EM&RBG Division.3. Actively participated in CFT formed for awarding General Staff Merit Increment, Promotion, Promotion with Cash Award, and only cash award based on their Appraisal.

Project: “Skill Mapping”Skill Mapping of 400 workers employed in Transformer Division. Skill Mapping based on Technical and Behavioral competencies.

Radhakrishna Foodland Pvt.Ltd. is the supplier of FMCG products to Various Apna Bazaars and MacDonald’s in Mumbai.Project: Compilation of Labour laws Applicable to Radhakrishna Foodland Pvt. Ltd.