Jagdish Singh

1. Strategic HR Leadership:

• Develop and implement HR strategies aligned with the organization's goals and objectives.
• Provide guidance and support to senior management on HR-related issues and policies.

2. Talent Management:

• Oversee talent acquisition processes to attract and retain top talent.
• Design and execute talent development programs to enhance employee skills and career growth.

3. Employee Relations:

• Foster a positive work environment through effective conflict resolution and employee engagement initiatives.
• Develop and implement policies that promote diverse and inclusive workplace.

4. Performance Management:

• Lead the performance appraisal process, ensuring consistency and fairness.
• Implement performance improvement plans and support managers in addressing performance issues.

5. Compensation and Benefits:

• Oversee the design and administration of competitive compensation and benefits programs.
• Conduct regular benchmarking to ensure organization remains competitive in the market.

6. Compliance and Risk Management:

• Ensure HR practices comply with labor laws and regulations.
• Manage HR-related risks and develop strategies to mitigate them.

7. HR Analytics and Reporting:

• Utilize HR analytics to drive data-informed decision-making.
• Provide regular reports on HR metrics and KPIs to senior management.

Key Achievements:

Improved Talent Acquisition:

• Reduced time-to-hire by 20% through the implementation of an efficient recruitment process and leveraging advanced hiring technologies.

Enhanced Employee Engagement:

• Increased employee engagement scores by 15% through targeted initiatives, including the launch of a comprehensive employee recognition program and regular feedback mechanisms.

Successful Organizational Development:

• Spearheaded a company-wide leadership development program that resulted in a 30% increase in internal promotions and improved leadership capabilities.

Effective Change Management:

• Led the HR aspect of a major organizational restructuring, ensuring smooth transitions and minimal disruption to business operations.

Optimized Compensation Structures:

• Designed and implemented a new compensation structure that improved pay equity and transparency, leading to a 10% increase in employee satisfaction with compensation.

Regulatory Compliance:

• Achieved a 100% compliance rate in annual HR audits by updating policies and providing regular training to HR staff and managers.

Data-Driven HR Decisions:

• Introduced HR analytics tools that provided actionable insights, leading to a 25% improvement in workforce planning and resource allocation.

• Strategic HR Planning: Collaborate with senior management to develop HR strategies aligned with business goals and reduced attrition to overall 10% in 2 years as compared to 25%
• Policy Development: Create and implement HR policies and procedures, ensuring legal compliance and best practices.
• Employee Engagement: Develop and implement initiatives to enhance employee engagement and retention.
• Recruitment & Onboarding: Established end-to-end recruitment processes, including job postings, interviews, and new hire orientations.
• Employee Relations: Address employee concerns, mediate conflicts, and provide guidance on HR policies.
• Benefits Administration: Oversee benefits programs, assist employees with benefits inquiries, and manage open enrollment processes.
• Compliance: Ensure adherence to labor laws and company policies, updating HR practices as needed.
• Performance Management: Coordinate performance appraisal processes and support employee development initiatives.
• Training & Development: Identify training needs, develop training programs, and conduct training sessions for increased transparency.
• HRIS Management: Maintain and update HR information systems, ensuring data accuracy and confidentiality.
• Payroll Processing: Assist with payroll processing, addressing employee payroll inquiries and discrepancies.
• Change Management: Established and supported organizational change initiatives, ensuring smooth transitions

• Strategic Planning: Develop and execute employee relations strategies to foster a positive organizational culture.
• Employee Support: Serve as the first point of contact for employee inquiries, providing guidance on HR policies, procedures, and benefits.
• Conflict Resolution: Mediate conflicts and facilitate resolutions between employees and management to maintain a harmonious work environment.
• Policy Implementation: Assist in developing, implementing, and enforcing company policies and procedures.
• Investigations: Conduct thorough investigations into employee complaints, grievances, and allegations of misconduct.
• Leadership Support: Advise managers on handling complex employee relations issues, ensuring fair and consistent application of policies.
• Change Management: Lead initiatives related to organizational change, ensuring effective communication and minimal disruption.
• Employee Engagement: Implement programs to enhance employee engagement, satisfaction, and retention.
• Analytics & Reporting: Analyze employee relations data to identify trends and recommend proactive measures.
• Communication: Serve as a liaison between employees and senior management, ensuring open and effective communication channels.
• Performance Management: Support performance appraisal processes and assist in developing performance improvement plans.