AMIT KALE

• Reporting to Group CHRO | Direct reports: 5 | Based in Corporate and handling 4 plants across India
• Role:

Talent Acquisition:

• Responsible for overall Talent Acquisition, Talent Mapping, and Talent Management & Development.
• Responsible for Designing & formulating Talent Acquisition philosophy in comparison to the salary structure of the company and market standards.
• Responsible for developing overall recruitment strategy including empanelling with consultants, finalizing the sources of recruitment depending on internal & external environment considering immediacy & linking with overall business impact.
• Map the competition and develop the database to encounter urgent requirements.
• Responsible for improving organization attractiveness by recommending new policies and practices, monitoring job offers and compensation practices, emphasizing benefits and perks.
• Responsible for maintaining and updating Job Description Library.
• Responsible for driving HR Automation and Special Projects.

Organization Building:

• Identify talent and propose changes in their roles for their career development.
• Develop and drive people (across all functions and all levels of hierarchy) capability strategy including skilling.
• Conduct career discovery and development dialogues for critical roles and / or high potentials.
• Ensure effective implementation of people development programs like human capital, induction, trainee development.
• Monitor the internal pay ranges, undertake competitive analysis and market trends to provide expert guidance on salary movements, appropriate compensation and grade fitment of new hires and internal movements across all business units/functions of the organization.

Business Partnering:

• Interaction with business leaders and key stakeholders involving ability to challenge and influence people-oriented decisions.
• Provide inputs in large capital projects where headcount would be impacted.
• Develop and review KPI like Sales / Headcount, Managing and controlling the MPC to effectively gauge business performance
• Provide reporting and insights to key stakeholders with recommendations for continuous improvement efforts.
• Prepare annual manpower budgeting based on business plan.
• Facilitate alignment of organizational goals to team/individual goals through goal setting process.
• Driving performance management across MATS including job evaluation & finalization of ratings.
• Responsible for fulfilling critical lateral hiring needs across all domains, manage university / campus hiring program called ANAND Talent Acquisition, recruitment analytics & internship hiring.

Compensation & Employee Benefits:

• Responsible for providing advice to the business on salary and compensation in line with statutory requirements as well as the Company's philosophy and guidelines.
• Developing compensation and rewards strategies that attract and retain talent.
• Performing salary reviews based on market and sector specific benchmarking to ensure competitiveness.
• Act as an integral thought partner in compensation planning, performance management, goal setting, and talent planning through coaching front Line Leaders.
• Administering Annual & Half Yearly Performance Reviews and lead year end calibrations and annual merit discussion with business leaders.
• Facilitating implementation of Performance Improvement Planning Process (PIP).

Change Management & Culture Building:

• Leading initiative DEI- Diversity, Equity & Inclusion.
• Drive workforce transformation and diversity through talent interventions and programs like gender sensitization, women mentoring, D&I in recruitment processes, etc.
• Formation of DEI council for driving initiatives across MATS & a key member in driving diversity at group level.
• Formulate new HR & Employee Benefit policies and restructure the existing policies and implement the same across the organization.
• Leading Organization development and effectiveness via people and process transformation intervention covering management staff as well as operating engineers.
• Drive the culture of coaching-mentoring, continuous Improvement & Innovation by driving interventions like, Problem Solving Culture, Six Sigma initiatives to reinforce Quality culture.

Industrial Relation:

• Dealing with MATHADI union.
• Initiated disciplinary action against the errant employees.
• Participating in the demotic enquiry as a management representative.
• Attending the Grievance Handling procedure of the workmen.
• To maintain the hormonal relations on shop floor.
• Licensing with the Labour Office, appearing before the Conciliation Officer for any Labour Dispute.
• To have the updates on the IR issues nearby companies.
• Keep self-updated on the Labour Laws.
• Ensuring prompt redressal of grievances and quick redressal of disputes by way of meetings at various levels.
• Participation in the arbitration, conciliations related to labour issues.
• Preparing cost benefits analysis for maintaining the concerning grievances, arbitration and mediation cases, and related labor relations activities to identifying the related issues.
• Coordinating the conciliation procedure with Labour department and Unions (MATHADI).

Key Projects Delivered: HR DIGITALIZATION:

• Implementation of MyInnovation for OE’s appraisals, increment letters and OET/Appraisals skill book
• Implemented compensation module in Success factor
• COMPENSATION BENCHMARKING: Conducted a Compensation benchmarking exercise for the Business Units w.r.t market standards.

• Human Resources| Reporting to Director HR |Direct Reports: 5
• Role:
• Responsible 4 plants of the company, handling more than 1500 employees
• Handling end-to-end Human Resource function with strong focus on Talent Acquisition, Compensation & Benefits, HR transformation, HR Process & Policies and Talent Management
• Provide HR support and consultation to the business groups through coaching, training, and advisory support that are aligned to culture of innovation and help to drive the business objectives
• Act as an integral thought partner in compensation planning, performance management, goal setting, and talent planning through Coaching front Line Leaders
• Developing the talent pipeline for effective succession planning by building and focusing on leadership development agenda through strategic interventions
• Performing structural change while conceptualizing retention strategies with overall accountability of manpower planning, budgeting and forecasting and policy framing
• Responsible for reviewing, updating and implementation of HR Policies and procedures to ensure effective consistent delivery of HR services across the organization
• Preparing and monitoring Annual HR Budget and overheads in coordination with functional heads for Manpower planning
• Identify capability gaps across levels basis current as well as future business needs and drive the development of effective and comprehensive behavioral and functional training programs
• Drive implementation of technology-enabled solutions and systems in the Automotive Division
• Managing entire employee life cycle centrally in SAP – Success Factors from hire to retire
• Attending to legal proceedings before various forums like Labour Court, Industrial Court, and High Court
• Key Projects Delivered:
• Responsible for GDMS (SAP-Product) project design and implementation
• HRIS (SAP-Product – Success Factor) design and implementation of various modules

• Administration, Disciplinary Actions, Legal, Industrial Relations, Welfare, Recruitments.