Jenifer Anita Rani DAVID

• Design HR strategies with focus on talent acquisition, employee engagement and Learning & development for employees present in Africa, UAE, Hong Kong, China and India.
• Key member in integration process with GBFoods - SA and within GBFoods – Africa.
• Standardize practices and roll out orientation plan for global functional team.
• Devised hiring and recruitment policies for GBFoods - Africa. Identify and localize strategic positions in GBFoods – Africa. 100% hire of native talent for leadership sales and operational roles.
• Enhanced staff knowledge and awareness on new policies to enable smooth transition.
• Collaborated with legal and compliance teams to review paper works during transition, related to employees of GBFoods India.

• Strategize and implement talent acquisition for Watanmal group, which includes India & Other regions [Africa, Dubai & China].
• Align talent development strategies with business needs and accountable for annual training calendar. Evaluate training effectiveness and provide upper management with strategic recommendations for improvements. Improved employee satisfaction score on training by 20%Analyze employee engagement index and design employee recognition programs & engagement initiative. Work closely with leadership team to enable them become owners of these programs.
• Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees. Manage employee job satisfaction by maintaining healthy employee turnover.
• Plan & mange annual HR budget related to Recruitment, Training, Engagement & Relocation.
• Created organizational filing systems for employee records, correspondence and contract employee records.
• Assessed and aligned compensation packages to market to attract highly qualified applicants for organizational vacancies.

HR Business Partner for two Business Verticals consisting of employee base of 600.

• Work in collaboration with Service Delivery Leaders, Business HR and Location HR to align employee strategies with business and implement ensure employee engagement. This includes talent planning, on-boarding, development, redeployment and exits.
• Accountable for driving Engagement Index of business account.
• Channelize and analyze employee feedback through various platforms such as one-on-one, skip level and floor meetings, take appropriate action and ensure there is proper communication. Established 100% completion for 1 cycle.
• Accountable for employee life cycle management.
• Educating them on Wipro and Floor policies. Conduct investigation on any misconduct and recommend appropriate action. a
• Responsible for PMS and Stack ranking of employees within various Business account.
• Facilitate & manage internal job posting.

Head HR function for Modine India, reported to Managing Director and dotted report to Global HR Director.

• Manage complete employee life cycle of 200 plus employees from functional lead role. Managed team of 3 employees, overseeing hiring, training, and engagement of employees.
• Partner with senior management in developing and implementing policies to align employees with business goals.
• Accountable for compliance with labor law. Conduct periodic compliance audit and take corrective action as required. Provide information and advice to management..
• Member of advisory committee of Modine India. Facilitate and oversee any internal employee committee.
• Plan annual and 5 year operating plan related to compensation/ manpower, and other HR budgets like training, benefits and welfare. Update monthly forecast to financial controller.
• Consistently improved annual employee turnover results from 17% in FY09 to 11% ~ 13% .
• Cost saving up to 13% on head count budget by increasing productivity, introducing Intern-On Roll Model, job sharing and standardized work.
• Rolled out Competency Dictionary for all roles in Modine India. Completed average of 40 hrs of training per employee per year. Accountable for quality standards through robust frameworks for leaning and development. Design and implement annual training calendar.
• Manage High Potential (HIPO) identification & their development. Accountable for annual performance process and periodic training of line managers to ensure effective roll out.
• Conduct C&B bench-marking survey using Mercer and implement action plan recommendations. Work with senior management to craft consistent, equitable and competitive compensation, incentives & growth.
• Created and implemented forward-thinking initiatives to improve employee engagement.
• Accurately maintained payroll and benefits for employees and diminished financial discrepancies by establishing multi departmental controls.