Munish Saneja

• Enhanced company culture by introducing new initiatives, fostering a more inclusive work environment.
• Created wellness programs that addressed both physical and mental well-being, leading to a healthier workforce.
• Increased employee engagement with regular communication and feedback channels, promoting transparency and collaboration across departments.
• Improved employee retention by implementing comprehensive onboarding programs.
• Educated employees on company policy and kept employee handbook current.
• Oversee Sales department budgeting and resource allocation, maximizing value while delivering exceptional services to employees.
• Recommended appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct.
• Streamlined HR processes for increased efficiency by automating manual tasks and adopting advanced software solutions.

Employee Engagement:

• Ensuring execution of Company Orientation Program for New Joiners.
• Managing Long Service Recognition Program – E2E.
• Reward & recognition programs awareness & execution.
• Spearheading Preventive Health Check-up Program for employees and families.
• Driving awareness campaigns for various programs and HR policies – Values, Employee Benefits – Mediclaim, Life Cover, Leaves, Reimbursements, Employee Referral etc.
• Organizing employee engagement activities – Wellness programs and event celebrations in office.

Employee Experience:

• Spearheading Employee Opinion Surveys - Great Place to Work and Kincentric Best Employer Study every year.
• Obtaining new joiner's feedback to ascertain their experience and any early warning indicators for attrition through structured surveys in the first 60 days – Anubhava.
• Establishing connect with the vintage employees to understand their sentiments, challenges and taking inputs for improvements – Care.
• Leveraging exit interviews as an opportunity to learn and making course corrections.

Business Partnership:

• Data analytics for manpower and creating comprehensive Human Capital Dashboards for key functions and business channels.
• Engaging with business to draw attention on the critical aspects of hiring, exits and employee sentiments on a regular basis.
• Partnering business teams during development of processes – Goal Sheets, Perks and development programs.
• Addressing training needs of non-sales staff based on their TNI.
• Partnering operations and compliance team for process trainings and awareness programs.
• Train the Trainer for Policies & Process knowledge.

• Building Trainer Resource for assigned Zone by ensuring availability of budgeted strength of trainers & development of trainers.
• Effective implementation of Training Architectures across the Channels / Roles in the Zone.
• TNA & planning the Training Interventions for employee development.
• Analyzing the trainer's performance & ensuring course corrections through timely interventions.
• Completion of projects assigned by L&D team/self-Identified and approved by SMC.
• Setting up & Implementation of Learning Management System.
• Rolling out key training programs critical to the channels & as per business requirements.
• Conducting master training programs developed by L&D team for Supervisory Roles.
• Process & Quality audit of trainers in every six months.

Master Trainer L&D - North

• Assessment Vertical (Set up & developed the vertical)
• Developing the Assessment Architecture for various roles.
• Identifying the topics for assessments based on Program Curriculums, Products, Processes, Goal Sheet & Campaigns from time to time.
• Developing the question bank for all the levels of assessment as per the required difficulty levels.
• Regular validation of question papers for all relevant categories / topics in the LMS.
• Assignment of Assessments as per the calendared schedule.
• Driving the employee / distributor's participation in assessments.
• Sharing the Learning Recommendations basis the employee / distributor's performance in the assessments, for their development.
• Regular Audit of proctoring records post assessments.
• Maintaining a comprehensive MIS for effective tracking & records maintenance for all assessments.
• Taking Initiatives for regular improvements & development of the vertical.
• Development of BSEs (Operations)
• Identification of development needs for BSEs in consultation with the Department Head.
• Developing the Learning Architecture for Branch Support Executives.
• Content Development for the programs jointly with the central content team.
• Scheduling & ensuring the execution of programs as per the Learning Architecture.

• Business opportunity presentations for recruitment.
• 50 Hours pre-licensing examination training.
• Product and Sales training for advisors.
• Induction program for Sales Managers.
• Continuous process enhancement and motivational training.
• Job Profile:
• Organizing various field activities aligned with sales.
• Joint sales demonstration/observation calls with Sales Managers.
• Branch-wise data maintenance & close follow-up of Rising Stars & Club members.

• Managing portfolios and providing personalized financial advice to HNI clients.
• New client acquisition for the bank.
• Relationship building and deepening of account with HNI Clients.
• Taking care of product-mix by cross-selling Life/General Insurance and mutual funds.
• Joint sales calls with operations staff.
• Maintaining MIS for branch TPD business.

• Establish network of sales.
• Training & Development of financial consultants.
• ULIP Certification of consultants.
• Responsible for recruitment and activation of the financial consultants.
• Close follow up of market trends and providing input for development.

• Responsible for Lead Generation & Sales Closure.
• Relationship management followed in principal with staff, sales force & customers.
• Responsible for overall life insurance business of the assigned bank branches.