Alok Ojha

• Create a compensation philosophy, and educate management at all levels on how to communicate pay decisions that are in line with this new philosophy and practice through the provision of management and employee training and tools for supporting pay decisions.
• Created a robust regulatory procedure for JOB Assessment based on the Hay group module, successfully implemented group banding at BHFL, and conducted responsible job evaluation.
• Lead the development of a compensation and rewards strategy that effectively motivates and retains top employees.
• Establish recommendations that are in line with the Business and HR strategy and goals by identifying best practices and benchmarks. Ensure that compensation and benefits programs are compliant with local, and state levels.
• Develop and coordinate communication strategies and activities designed to educate and inform employees about total rewards
• Updating compensation levels and bands, maintaining consistency with market standards
• Oversee the annual total compensation review's evaluation, dissemination, and execution
• Lead strategy and design to deliver quality benefit programs to remain competitive and cost-effective partnership with our brokers, participate in negotiation of agreements with insurance carriers and financial institutions for the administration of benefits programs
• Identify wellness needs and creates, coordinate and implement health and wellness activities and policies aimed at fostering a culture of wellness by improving employee health and well being
• Oversee the review, communication, and implementation of the annual benefit programs open enrollment process
• Closely monitor & review, AOP, Budgeting, PMS, complete employee life cycle management as well as specialist functions like Compensation Management, Job Evaluations, Comp Survey Payroll Benefits, Statutory Compliance, Management Reporting, HR Audits,HR Systems support, HR Communications.
• Plan, oversee and guide implementation of processes for end-to-end employee lifecycle management of the employees from onboarding to exit
• Monitor resolution of employee tickets and issues, ensure timely resolution within laid down TAT from the respective SME to minimize escalations and achieve employee satisfaction

v HR Head for UP-West Circle & HR Business Partner (Corporate Office) – June 2013 to March 2018

v Head HR Operations- Shared Service (responsible for Compensation & Benefits, Payroll ,HRIS Workday System implementation) – November 2009 to June 2013

Career movement: Manager HR Senior Manager HR Dy. General Manager HRBP

Located in Gurgaon and reporting to CHRO, handling duel role with employee base of 4000 head count

Head HR -UP West region & HR Business Partner for Corporate office) Telenor India. Telenor Group is one of the world’s major mobile operators with more than 150 million mobile subscriptions. Asia contributes 46% of revenue to the group. Telenor India provides mobile services in 6 Indian telecom circles

Responsibilities:

• Partnering with business and ensuring all HR processes are implemented, acting as the main stakeholder in daily issues solving, and ensuring that division attracts,manages, develops and retains the talent in order to achieve its current and future business objectives. Managing complete employee life cycle end to end from hire to retire such as exit management,attrition, Compensation & Mobility, M&A , performance management,succession planning, training need analysis ,high potential talent succession planning and employee relations.
• Implementation of HR shared services model in Telenor group ,compensation survey & benchmarking, Talent Acquisition , Designing & implementing incentives across levels, Statutory compliance, Workday HRIS Management for pan India & interface with Telenor for Global data, HR Audits / SOX control & audits.
• To lead all HR and communications aspects of two separate international restructuring projects due to business acquisitions and subsequent consolidation exercises.

Significant Achievements: ­

• Was recognized at global platform telenor for global cloud base HRIS system- Workday implementation and seamless migration of 6000 employees records to the system without single error.
• Created 'EHS', the Executive HR Support team on executive compensation, leadership development and succession planning. Resulted in a 35% increase in retention in FY 2016.
• Improved operational efficiency of the HR organisation by 22% between Dec 2015 and Dec 2016 through an aggressive strategy of outsourcing and HRIS optimization.
• Launched several successful initiatives including new regional recruitment processes that achieved a 35% reduction in recruitment costs

• We have been known across Telenor group as best talent hub, we remained as one-stop shop for Telenor’s Talent search for their global requirements.
• We had contributed 34 highly talented resources for various leadership programs across Norway, Hungary, Myanmar, Thailand Singapore and Bangladesh. Having had the opportunity to work with various Global Teams of Telenor, it not only helped me understand their work culture but also helped me to value add to their requirements and this was well appreciated in the transition operations.
• Cost optimization was of key importance to sustain efficient operations, I Worked on global cost benchmarking on HR cost with global stakeholders including Europe & Asia and presented to the group for INDIA as we were the best on HR Cost optimization. The learnings helped us implement the best practices in other Business Units, especially in Myanmar, Bangkok, Malaysia

Located in Lucknow, reporting to the Regional HR head. Led a team of 4 with 3 direct reports, responsible for a population size of 1500. Tata Group comprises over 100 operating companies in seven business sectors including telecommunications. Tata Teleservices provides mobile services in 21 Indian telecom circles.

Responsibilities:

• Was responsible for HR operations, setting up and streamlining processes in talent acquisition, Performance management & talent retention and complete employee life cycle management.
• Experience in recruiting and retaining appropriately skilled and professionally qualified candidates of the highest quality with optimum cost in minimum time. Deft in offering a full range of end-to-end talent attraction, resourcing and manpower planning services designed to place the right person, for the right job, at the right time

Significant Achievements:

• Successfully led HR strategy through a period of both organic and inorganic growth, implementing a key raft of both operational and strategic HR programs.
• Designed and implemented the harmonization strategy of two new business units, leading a dedicated HR integration team drawn from business units across the region.
• Reduced staff turnover rate from 15% in 2013 to under 5% in 2015 by creating a detailed employee engagement programme, which has since been adopted as a group standard.

Located in Pune/Rudrapur. reporting to the Factory Manager. Mahindra & Mahindra Limited is an Indian multinational automobile manufacturing corporation headquartered in Mumbai. It is one of the largest vehicle manufacturers by production in India and the largest seller of tractors across the world.

Responsibilities:

Was responsible for overall HR operations, culture building, employee engagement, capability development and enhancement, performance management, talent acquisition & management, streamlining policy & processes, employer branding, legal compliance and outsourcing, ESOP’s, CSR, SAP implementation and Administration

Significant Achievements:

· Received many appreciations from the Mahindra & Mahindra Group & rewarded best employee of the year for timely accomplishment of the green field Project.

Located in Pune/Varanasi reporting to the Factory Manager VH group is popularly known the world over as “Venky’s”. With a unique combination of expertise and experience and supported by strategic collaborations, the company diversified its activities to include Food Chain:

Responsibilities:

Responsible for overall HR operations, Employee Relations , culture building, employee engagement, capability development and enhancement, performance management, talent acquisition & management, streamlining policy & processes, employer branding, legal compliance and outsourcing, ESOP’s, CSR, SAP implementation and Administration

Significant Achievements:: ­

• Received many appreciations from the VH Group & appointed youngest Plant HR & Admin Head within the VH group
• Analysed training needs, and designed, delivered and evaluated a range of instructor-led, computer-based and self-paced training programmes to meet business objectives.
• Successfully led a new leadership and mobility programme, focused on developing critical leadership skills through mobilisation of high-potential key talent.

Responsibilities: HR Operations for plant level administration security, canteen, employee welfare schemes, etc and public relations with local politicians and government officials for smooth & effective running of the factory. Poly bag manufacturing unit for Nestle, Cadbury, Mother dairy etc., to name a few.