Ashoka Umratkar

Profile summary:

• Result-oriented Professional offering 20+ years of experience in developing and implementing strategic HR functions that build employee value & promote a culture of performance. Impressive success in employing human capital practices that attract and retain high potential talent.
• Excellence in impacting performance of human resources across all levels, through the design of training programs for the reform, enhancement, and advancement of organizational objectives.
• Hands-on experience in managing the entire recruitment process, including sourcing, screening and short-listing the candidates, scheduling/ conducting interviews, and finalizing salaries.
• Developing strategy on talent acquisition, as per business objectives

Ø Developing workforce planning and forecasting need

Ø Screening process of applications/ resume.

Ø Preparing Position based job description

Ø Short-listing candidates with user.

Ø Calling candidates for an interview.

Ø Conducting psycho matrix test tools and testing.

Ø Conducting background check

Ø Through (ATS) insofar offer /appointments letters. Plan out camps/fare drive to Bing best Talent in the organization.

• Proficiency in resolving IR issues and settling all cases in an amicable manner; which are in the long-term interest of the organization - building employee morale, controlling attrition and building committed teams.
• Excellent capability to relate to stakeholders' communication in a cross-cultural set-up (Vendors, Consultants Local & Government Authorities), Local Government Bodies to interact with Sponsors, Legal Department, Lawyers, PRO to ensure all statutory compliances.
• Skilled in managing industrial relations, including structuring compensation & salary settlement, grievance resolution and discipline management as per statutory, legal & IR norms. Excellent people management, communication & negotiation skills with the capability to manage change with ease.
• Initiated training and development strategies and implemented the various training programs for senior executives managers and staff. By identifying the gap between organizational competency and the competency of individual to meet with desire objective of the organization and department. Based on this individual development plan for them for their carrier growth.
• Introduced the OD (organizational development) modules based on the assessment, By conducting survey and planned the strategies to bring transformation in cultural set up (Wining through people module)
• Developed the various modules and conducted the training programs based on training need assessment of the senior executives and shop floor manager, to develop the competency for coaching (Behavioral coaching).

Ø Project carried out as a strategic improvement plan that is 360 degree development to assess the leadership, competencies of all executives and managers through individual feedback analysis and planned individual analysis to develop core competency to support the organization's effectiveness.

Ø Design and implementing “effective performance programme strategy, mechanism for correcting substandard performance through competency improvement model / programme as a part of strategic to determine what skills, abilities and behavior required to improve the performance for present and future i.e. “planned change initiative for performance management program”

Ø Measurement of team effectiveness and increase the awareness among the team members and to analyze how they are functioning and strategic action plan to improve the behavior and align effective team. For this developed strategic improvement process while introducing “Team p” module, a “Team f” module curve process and enhance the effectiveness through project application team.

Ø Conducting organizational change characteristics survey to understand that which level the change is required.

Ø Submitted the strategy to implement the planned intervention, applied Strategy to improve performance Management through ABC model of Behavioral change for the Senior Management Staff.

HR Operations:

• Alien the unit goals with business goals to provide strategic leadership and direction to the entire leadership team by articulating current and future human resources needs and plans.
• Strategic Lead people front strategic proposals for top leaders of unit/corporate to implementation of its execution to retain the star performers.
• Created high performer team to meet the productivity targets.
• Led annual performance management process, guide to all senior leaders on process and the System and goals.
• Ensure documentations to meet with targeted dead line.
• Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
• Updates job knowledge of line managers and the senior leaders by adhering to the policy norms of webinar.
• Propose strategy- and mission-supporting actions to align human capital with organizational needs, guide.
• Change and evaluate results.
• Career mapping of line and senior members by identifying the performer through individual development plan.

Compensation & Benefits:

• Review the unit level compensation and benefit, provide the feedback to corporate to support the Business strategy to bring our best talent, linked with performance of deserving employees.
• Conducting OHSH survey on highlighting the people issues that will affect the success of the strategy.
• Employee & Labor Relations.
• Ensure the industrial peace by developing the proactive strategy to manage the multiple unions and Maintained productive climate by balancing the labour laws.
• Successfully undergone the wage settlement by bringing multiple unions under one platforms through collective bargaining without man's day lose.
• Achieved smooth IR Status since 5 Years along with smooth conduct of JMC and Credit Society Election; reduced labor turnover by counseling and unauthorized absenteeism, by developing strategy and specific module in consultation with unions leaders to optimize to improve the bottle line work force productivity.
• Pivotal role in crushing the militant union and developed the ideal strategy management to bring the change in organizational climate which was disturbed since long and that affected on overall productivity & major steps were taken to prevent the healthy industrial relations.
• Ensuring prompt & timely resolution of employee, developed mechanism to address grievances & maintaining cordial employee relations.

Training and Development:

• Drive the development and implementation of a company-wide competency model that can be leveraged at all points in the talent life-cycle.
• Development of the training a strategy based on vision and linked with training need I deification of the employees.
• Manage the delivery of KAR-level HR training programs from concept to delivery and ensure deliverables meet standards.
• Develop a framework that includes coaching and assessment strategies and leader effectiveness.
• Establish multi-year plans for the future progression of the talent development function.
• Prioritize efforts and effectively allocate resources against the manpower budget.
• Work with HR leadership to champion the People Process and its identification of high potential talent and/or emerging leaders.
• Develop and foster a continual learning culture.
• Define highest priority leadership skills and development efforts that align with deepening the talent bench and delivering the business strategy.
• Timely compliances of reward policy by organization of the events.
• Developed and implemented a strategy of training and development based on the company vision and plan the need for identification of training for employees.

Administrations:

• Ensure effective arrangement of guest house on-boarding of VIP, senior guest of the Company.
• Establishment of the security and developed the monitoring mechanism and protecting the companies' property and its vigilance.
• Maintain the canteen for large workforce and ensure the effective administration to avoid any kind of unrest.
• Accountable to maintain the residential complex of senior staff and workforce, and providing effective services on time.
• Work with HR leadership to champion the People Process and its identification of high potential talent and/or emerging leaders.
• Develop and foster a continual learning culture.
• Define highest priority leadership skills and development efforts that align with deepening the talent bench and delivering the business strategy.
• Timely compliances of reward policy by organization of the events
• Developed and implemented a strategy of training and development based on the company vision and plan the Need identification of training for employees.

Key Result Areas:

• Played a key role at Indian Rayon, Veraval in At Aditya Birla veravel unit, redefined the reword strategy based on the main components of unity that compensation-base pay and variable pay to develop the right balance, to maintained the talent attrition in management cadre.
• Two long-term settlements, one of 5 years instead of 3 years as per practice.
• VRS introduction, retirement age reduced to 58 years from 60 years with incentives.
• Rationalization, increase in productivity, decrease in company’s cost by an increase in canteen snacks rate.
• Implemented and monitor the contractual labor safety management under- Dupond.
• Managed rationalization, new incentive system, periodic check-up of statutory record, regular coordination with Government Authorities, policy for promotion and permanency, recruitment of state/central apprentice and their uses.
• Implemented and developed the process of skill flexibility across the function & developed “multi skills” in employees and never allowed single overtime during the service with C.G.
• Conducted the climate study and analyzed & proposed the ideal strategy, & developed programme for all levels of staff based on the vision & mission of the hospital.
• Achieved smooth IR Status since 5 Years along with smooth conduct of JMC and Credit Society Election; reduced labour turnover by counseling and unauthorized absenteeism by developing strategy and specific module.
• Effectively controlled IR and developed HR climate; dealt with issues & formulated proactive strategy to bring productive climate; transferred 30 workmen without disturbing the IR climate; downsized 25 staff members with minimum cost.
• Initiated and succeeded in achieving a production target that is 35% - 85% in 1981-82 during service at SG, Pharma
• Pivotal role in crushing the militant union and developed the ideal strategy management to bring the change in organizational climate which was disturbed since long and that affected on overall productivity & major steps was taken to prevent the healthy industrial relations in Ajmera Cement Independently and successfully resolved the issue of “canteen opposition” (canteen strike) / “canteen bahiskar” of employees at Baroda Rayon
• Built the system for a contractor for legal compliance as under the P.F.
• And ESI Act and saved the liability of management of Rs.5 Lacs
• Proven skills in strategic planning on H.R. related activities in relation to business goals.
• Managing IR issues of the employees and developing the productive strategy by creating the platforms to set the mind of the employees by developing a common platform for 3 different banners of union and arrived successfully the wage agreement without loss of productive man days.
• Dealing with the government authorities to prevent the non-compliance of labor law and factory inspector.
• Shouldering the responsibility of designing & implementing Quality Management Systems audit for ISO 14001, SA–8000, OHSAS- 18001, RC 14001 and in accordance with WCM Standards, Management Standards & 5S.
• Measuring team effectiveness and increasing the awareness among the team members and analyzing their functioning and strategic action plan for improving the behavior and aligning effective team.
• Building strategic improvement process while introducing “Team p” module a “Team f” module.
• Curve process and enhancing the effectiveness through project application team.
• Applying strategy for improving the performance management through ABC model of behavioral change for the senior management staff.
• Bringing major change in the ways of working that is system development in SOP.
• Conducting OHSH survey on highlighting the people issues that will fundamentally affect the success of the strategy through implementation of correct actions by analyzing the score result. Supervising all administrative functions of:
• H

Ø Housing/ residential premises of 1500 employees (Club house, library, cultural activities and basic amenities)

Ø Guesthouse administration (200 guests accommodation) Vehicle administration (48 vehicles)

Ø Canteen administration (Capacity: 1200 in shift) for staff & workmen Security administration (Total guards-300)

• Negotiating and amicably settling disputes with the Union and maintaining discipline & harmonious working environment across all employee levels
• Participating in grievance management, motivating employees, personnel counseling, instituting measure for reducing absenteeism and labor turnover; settling 75 pending cases of labor dispute with cost-effective methods.
• Developed proactive strategy by getting involved with multiple union leaders with a common understanding and setting norms for the same.
• Monitoring matters pertaining to conciliation, Labor Court, Industrial tribunal, High court matters, Collective bargaining, Arbitration, Incentives and fringe benefits and Long Term Settlements.
• Ensuring adherence to statutory compliance in areas of factory and related all Acts, IR and the social security legislations; participating in modification of piece-rate wages and incentives schemes & voluntary retirement schemes.
• Coordinating with Factory Inspectorate, Govt, Labor Officer, Asst Commissioner of Labor, Dy Commissioner of Labor, PF Commissioner, SDM, Collector, other Govt Authorities, Advocates, & Union Leaders of local and regional levels.

Accomplishments:

• Successfully completed project as a strategic improvement plan that is 360 degree development to assess the leadership, competencies of all executives and managers through individual feedback analysis and planned individual analysis to develop core competency to support the organization's effectiveness
• Played a major role in developing:

Ø Standing operative procedure while taking all unions in process to bring the common procedural agreement and settled the wage settlement (new bargaining structure- at single table bargaining) Module on “People Management” that refers to organizational processes, practices, and policies; long-term planning to bring the changes in a specific way that refers to moving from a present state to a future desired state in order to improve organizational effectiveness.

Ø Pivotal in managing industrial relations at Aditya Birla, Indian Rayon Ltd., Veraval, Gujarat: Entered in to wage settlement with three different unions under one platform for six years and covered a total 2500 workmen under this settlement; acted as a G.M. Employee relations and played the role of a strategic initiator to strategic implementer throughout the process and taken care of all IR dimensions of the company.

Ø Streamlined HR operations by expanding HR Information System by conducting daily meetings to address the issues related to HR operations as part of the WCM activities.

Ø Enhanced productivity of the employees by redeployment and reduction of manpower under the long-term settlement by implementing new training methods and employee engagement programs such as cross- functional team to bring the effectiveness of first-line supervisor and managers Organized training program based on need identification of employees.

Ø Bagged 3 awards for achieving best initiator as a deputy leader in implementation WCA activity / projects contribution in 2013.

Ø Turned around the chain in the employees by an introductory scheme of requirement that is the replacement of young blood in place of those who are on a verge of retirement, which helped to bring the productive environments.