DILLIP KUMAR MAHAPATRA

• Recruited, hired and trained new employees to optimize profitability.
• Created succession plans and promotion paths for staff.
• Educated line managers on policy and process changes for implementation.
• Led high-performing teams and developed organizational leadership capacity.
• Responsible for aligning with management and the heads of departments for designing & implementing approved HR & Corporate policies & procedures in line with core organization objectives as well as facilitating Organization Development (OD) plans for enhancing operational excellence. Well adept in WORK PSYCHOLOGY and has excellent skill and power to stimulate, facilitate, and coordinate the change effort.
• Designed industry-leading employee engagement and recognition programmes.
• Advised line managers on correct disciplinary procedures for compliant issue resolution.
• Facilitated new hire on-boarding programme by scheduling training initiatives, resolving issues and processing paperwork.
• Conducted workforce planning and benchmarking to meet company needs.
• Provided strategic direction for human resources management team.
• Improved business HR policies by guiding and collaborating with managers.
• Assessed new staff eligibility through rigorous reference and right-to-work checks.
• Excellent Knowledge on UAE Labour Law,Immigration Law & Visa Procedures.

1-Responsible for designing & deliver a culture based HR Strategy that links the internal culture to the requirement of external customers and business strategy and focus HR activities to create and sustain the required culture & Organization re-structuring by Unique Role Identification, Job evaluation in line with the instruction of Management.

2-Also responsible for aligning with management and the heads of departments for designing & implementing approved/existed HR policies & procedures in line with core organization objectives as well as facilitating Organization Development (OD) plans for enhancing the operational excellences.

3-Aligning with management and the heads of departments for designing & implementing HR policies & procedures in line with core organization objectives.

4- Planning and Budgeting annual HR costs / investments and present the report to Management for subsequent approval and implementation.

5- Facilitating Organization Development (OD) plans for enhancing the operational excellences by HR policy formulation & communication strategy, Competency analysis and competency mapping, develop and implement productivity norms, prepare manpower plans, execute structuring & restructuring exercises, role analysis and designation structures, design Organizational structure and work processes..

6- Find out developmental needs of the organization by collating feedback and information from down the line employees at various phases of evolution and drive an effective learning and development agenda that impacts the employees and businesses.

7- Develop a salubrious performance management system to drive performance culture in the organization by aligning with the present prevailing Culture.

8- Provide employee development and recommend assistance to employees / team members to enhance employee performance and productivity.

9- Determining the talent / staffing needs of the business with business leaders. Involved in forecasting of Man Power of Organization through Delphi and other scientific method.

10- Monitoring the talent acquisition process and head hunting for strategic positions with an objective of placing the right talent at right place and at right remuneration.

11- Provide recruitment counsel and guidance to Panel members and down the line HR professionals with hiring and employment data.

12- Prepare & execute Individual Talent Development Plan (IDP) for all employees of Organization.

Defining and designing job description of all professional positions, job evaluation as well as finalization of goals and KRAs at all levels.

15- Communicating PMS process to functional heads for effectiveness of the appraisal system.

16- Designing and implementing realistic individual career growth plans in accordance with business / company growth plans.

17- Advising Management for succession planning of all key positions for smooth future occupation & implementing it after due approval from management.

18-Oversaw exit interviews and off-boarding process for resigned and terminated employees.

19- Identifying training needs across levels through mapping of skills required for different roles and analysis of the existing level of competencies through ‘Training Need Analysis’ (TNI).

20- Preparing Training Calendar, Training Modules, and other training & development initiatives for improving employee productivity, building capability and quality enhancement.

21- Looking after grievance handling, employee motivation, personnel/family counseling, thereby instituting measure for reducing absenteeism and employee turnover.

22- Ensuring adherence to various labor regulations / statutes and execution of corporate policy. Conducting audits for multiple locations and managing preparation of quarterly statutory compliance report and monitoring the status. Understand the legal requirements that are related to employees and various departments as per Mines Act 1952.

23-Have excellent capability in reputation Management; Executive leadership, Internal Communications, Crisis Communication.

24- To execute any other assignment given by Management related to functional area from time to time.

• Recruited, hired and trained new employees to Optimize Profitability.
• Provided strategic direction for human resources management team.
• Monitored evolving regulatory changes and parameters to maintain operational compliance.
• Created succession plans and promotion paths for staff.
• Advised line managers on correct disciplinary procedures for compliant issue resolution.
• Used staff survey findings to implement enhanced working conditions and practices.
• Designed industry-leading employee engagement and recognition programme.
• Reduced staff turnover through improved performance development programme.
• Improved business HR policies by guiding and collaborating with managers.
• Conducted workforce planning and benchmarking to meet company needs.
• Led high-performing teams and developed Organizational leadership capacity.
• Monitoring & controlling all administration related activities of company including housekeeping, Store security, company’s transport, canteen, travel arrangement of company’s officials, boarding & lodging arrangement of company’s guests etc.
• To provide support in formulation & implementation of company’s HR policy & procedures and its continuous monitoring to suggest improvement or necessary changes as & when required.

• Planned, organized and managed recruitment and selection processes, consistently meeting budget targets and recruitment goals.
• Updated HR policies and documentation in line with legislative developments and GDPR requirements to ensure compliance.
• Delivered consistent and reliable administration through strategic planning and coordination of HR functions.
• Addressed employee conflicts, following corporate procedures for timely resolution.
• Organised company-wide team-building events to boost employee morale.
• Managed performance appraisal systems and policies.
• Oversaw exit interviews and off-boarding process for resigned and terminated employees.
• Advised senior management on employee corrective actions.
• Improved employee productivity and organisational effectiveness by reviewing processes for optimal HR service delivery.
• Liaised with senior leadership by chairing committee meetings to share and implement best practices.
• Monitored evolving regulatory changes and parameters to maintain operational compliance.
• Oversaw job fairs to bring in local talent for long-term and seasonal positions.
• Created succession plans and promotion paths for staff.
• Maintained precise, detailed staff and company records for thorough reference.
• Reduced staff turnover through improved performance development programmes.

• Planned, organised and managed recruitment and selection processes, consistently meeting budget targets and recruitment goals.
• Delivered consistent and reliable administration through strategic planning and coordination of HR functions.
• Managed performance appraisal systems and policies.
• Updated HR policies and documentation in line with legislative developments and GDPR requirements to ensure compliance.
• Oversaw recruitment process and onboarded [Number]+ new staff.
• Addressed employee conflicts, following corporate procedures for timely resolution.
• Oversaw exit interviews and off-boarding process for resigned and terminated employees.
• Organised company-wide team-building events to boost employee morale.
• Liaised with senior leadership by chairing committee meetings to share and implement best practices.
• Improved employee productivity and organisational effectiveness by reviewing processes for optimal HR service delivery.
• Partnered with management to establish workplace safety curriculum for training and education purposes.
• Advised senior management on employee corrective actions.
• Recruited, hired and trained new employees to optimise profitability.
• Designed industry-leading employee engagement and recognition programme.

• Communicate with clients to get a clear view on their hiring needs and organizational goals
• Research into clients company
• Communicate with clients to determine their hiring needs
• Develop and implement strategies based on clients needs
• Research into competitors and market place
• Define job description and document specifications
• Identify prospective candidates using a variety of channels
• Create a candidate persona for each open position
• Conduct confidential interviews
• Follow-up references and check credits
• Present shortlisted candidates
• Present detailed candidate profile summaries
• Build long-term client relationships
• Research and develop recruiting leads
• Develop a sustainable candidate lead strategy

• Oversaw exit interviews and off-boarding process for resigned and terminated employees.
• Oversaw recruitment process and onboarded [Number]+ new staff.
• Organized company-wide team-building events to boost employee morale.
• Managed performance appraisal systems and policies.
• Communicated and enforced HR policies to team members, cultivating compliant and satisfied workforce.
• Addressed employee conflicts, following corporate procedures for timely resolution.
• Handled VISA procedures, Labour Law and Immigration of Organization.
• Liaised with senior leadership by chairing committee meetings to share and implement best practices.
• Monitored evolving regulatory changes and parameters to maintain operational compliance.
• Analysed market data to create competitive compensation and benefits packages.
• Provided strategic direction for human resources management team.

Job Responsibility Same as Above.

End to end Pharmaceutical Sales Management

End to end Sales Management

End to Pharmaceutical Sales Management in designated Territories.