Nabeel Ahmad

• Responsible for managing the workforce of 2000 + manpower TA and HR Operations.
• Develop and execute HR strategies aligned with business goals, Act as a change agent during organizational transformations.
• Partner with recruitment teams to attract and hire top talent, Recruitment and selection source candidates using a variety of search methods through multiple sources, including campus hiring, employee referrals, social networking sites, Naukri.com, LinkedIn, and IJPs, both on-roll and off-roll, across all bands, to build a robust candidate pipeline.
• Ensuring 100% manning in all operational formats, within the budget, as per the plan ABP/AOP, through drive recruitment processes to fill vacancies effectively and efficiently, keeping in mind the company’s scalability and growth.
• Ensure cost optimization as per the ABP/AOP HR allocated budget, review high costs, allocate/optimize manpower as per the business trend, and ensure cost measures are implemented through staff productivity.
• Monitor and evaluate employee performance, Provide insights and analytics to support business decisions, , Work closely with employees and management to improve work relationship, Conduct regular meetings with respective units to enhance employee experience and build more and increase productivity and retention.
• Talent management- Implement strategies to groom and develop future leaders through promotion channels example-LEAP, Identifying training needs for business units and individual basis monthly categorization of manpower, executive coaching needs as per the operational requirement.
• Announcing incentives, ensuring incentives are accurately calculated, and updating and processing with monthly payroll.
• Use HR data to analyze trends in turnover, absenteeism, recruitment, and performance, Track and report on workforce trends like turnover and productivity.
• Provide regular reports to management, helping them make informed decisions regarding HR interventions and business strategies.
• Preparing several HR reports, ensuring data accuracy, manpower analysis reports, and the weekly HR dashboard.
• Review of high attrition, with action plan to optimize through employee retention regularly track turnover data and analyze the reasons behind it. Look for trends such as high turnover among certain employee groups (e.g., specific locations, age groups, or departments).
• Regular meetings with business leaders and stakeholders to understand priorities and goals, the agenda to be successfully implemented down line with the strategy of organizational goals.
• Execution of PMS biannual appraisal cycles, performance improvement plans, including goal setting, performance reviews, and feedback mechanisms; handle performance appraisals, monitor individual KPIs, and provide support in resolving performance issues.
• Design and implement engagement initiatives to foster a positive work culture, satisfaction, and retention in the zone. Weekly, monthly rewards, and recognition look after the employee welfare budget, creating a vibrant, fun, learning, and growth-oriented culture in the organization.
• Regular store visits to certain employee grievances, Align business frame with the team, Store HR compliance audits, conduct an open house to understand the pulse of the employees. Conduct regular surveys or feedback mechanisms to understand employee sentiment, especially in a high-turnover environment.
• Ensuring SAP/HRMS/MIS data hygiene, ensuring no grievances during the employee lifecycle, exit formalities, accurate and timely payroll data processing for employees, and FNF settlement on a monthly basis in coordination with the payroll team.
• Support for the NSO's new store opening, as per HR operations guidelines.
• Custodian of 100% statutory and internal compliance adherence, developing and ensuring the implementation of all the HR SOPs and policies of the organization.
• Custodian of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Monitor and ensure compliance with employment laws and regulations. Partner and coordinate with the legal department, labor courts, as needed or required. Address any labor disputes or issues related to union relations, if applicable.
• Handle legal and ethical issues, investigate ethics and POSH cases, disciplinary actions and terminations, grievances, IR, and ER case resolution, Address grievances and resolve conflicts proactively, counseling and guiding employees for harmonious interpersonal relations.

• Operated a workforce of 1500+ manpower in the Bihar and Jharkhand cluster
• TA and HR operations, accountability for the cluster HR's deliverables
• Develop and execute HR strategies aligned with business goals, Act as a change agent during organizational transformations
• Partner with recruitment teams to attract and hire top talent, Recruitment and selection source candidates using a variety of search methods through multiple sources, including campus hiring, employee referrals, social networking sites, Naukri.com, LinkedIn, and IJPs, both on-roll and off-roll, across all bands, to build a robust candidate pipeline
• Regular meetings with business leaders & stakeholders to understand priorities and goal
• Monitor and evaluate employee performance, work closely with employees and management to improve work relationships, conduct regular meetings with respective units to enhance employee experience, and build more to increase productivity and retention
• Ensure cost optimization as per the ABP, Cost measures are implemented through staff productivity
• Custodian of 100% statutory and internal compliance adherence, developing and ensuring the implementation of all the HR SOPs and policies of the organization
• Custodian of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance
• Partners with the legal department as needed or required
• Ensuring SAP/HRMS/MIS data Hygiene, ensuring no grievance during employee lifecycle, Exit formalities, accurate and timely payroll data processing of employees, and FNF settlement on monthly basis in coordination with payroll team
• Announcing incentives, ensuring incentives are accurately calculated and update and process with monthly payroll
• Employee retention and Attrition control, Implementation of employee engagement activities in the territory Weekly, Monthly Rewards and recognition looking after employee welfare, Creating a vibrant fun, Learning and growth oriented culture in the organization
• Regular store visits to certain employee grievances, Align business frame with the team, Store HR compliance audits, conduct an open house to understand the pulse of the employees
• Conduct regular surveys or feedback mechanisms to understand employee sentiment, especially in a high-turnover environment
• Handle legal and ethical issues, Investigation of ethics and POSH cases, Indisiplinary actions and terminations, Grivances+IR ER cases resolution, Counselling and guiding employees for harmonious interpersonal relation
• Implement strategies to groom and develop future leaders through promotion channels example-LEAP, Identifying training needs for business units and individual basis categorization of manpower, executive coaching needs as per the operational requirement
• Execution of PMS bi-annual appraisal cycles, Performance improvement plan, Including goal settings performance reviews, and feedback mechanism

• Operated a workforce of 1,200+ manpower within the Bihar and Jharkhand regions (on-roll, off-roll, contractual, as required by the company, aligning with the policies and legal requirements
• Collaborate with senior leadership to develop and implement HR strategies aligned with business goals
• Develop recruitment strategies to attract top talent in logistics, supply chain, and warehousing roles
• Ensure the company has the right talent to meet operational needs, especially for roles related to drivers, warehouse staff, logistics coordinators, and supply chain specialists as and when required
• Supervised and managed the entire employee lifecycle
• Keep the recruitment cost per hire under control and as budgeted
• Conducting weekly meetings with vendors to forecast manpower needs and work on talent pipeline strategies
• Regular audits of vendor performance and reports of necessary realignment in operations
• Ensuring the smooth running of employee processes, like on-boarding, off-boarding, and ongoing query management
• The hired resource should be of the highest available quality, at the optimal cost to the organization
• Ensuring data hygiene in the HRMS portal
• Ensure to provide the Payroll Inputs and other necessary HR data to process the monthly payroll
• Health, Safety, and Wellbeing: Develop and implement programs that promote health and safety, which are especially important in logistics due to the physically demanding nature of many roles
• Conduct surveys and feedback sessions to assess and enhance organizational culture
• Regularly review and update HR policies to meet industry and organizational needs

• Operated a workforce of over 700 + manpower in Bihar and Jharkhand, all band employees
• Managed employees (on-roll, off-roll, contractual, as required by the company, aligning with the policies and legal requirements
• Execute the process of implementing the hiring plan based on the strategy of the business considering ABP/AOP
• Recruitment and selection source candidates using a variety of search methods through multiple sources, including campus hiring, employee referrals, social networking sites, Naukri.com, LinkedIn, and IJPs, both on-roll and off-roll, across all bands, to build a robust candidate pipeline
• Achievement of the business plan's top line and EBITDA through staff productivity
• Understand and track the budget versus the actual manpower budget for the fiscal year
• Maintain manpower costs as per the AOP budget allocated
• Supervised and managed the entire employee life cycle
• Ensure that there are no grievances during the employee lifecycle, from joining to exit
• Preparing and presenting the monthly MIS, manpower analysis report, and HR dashboard during the cadence meeting
• Implement employee engagement, L&D, and Weekly | monthly R&R activities, as well as daily and weekly meetings to understand the employees' pulse and day-to-day issues
• Succession meetings with the business leaders to plan for manpower budgeting, as per the business requirements
• Ensure 100% manning as per manpower planning monthly ABP
• Implementation of PMS, goal setting, team reviews, and timely closure in coordination with HO
• Ensuring data hygiene in HRMIS portal and accurate and timely payroll process for employees, providing payroll inputs and necessary data for the payroll process, and processing FNF, ensuring a smooth clearance of employees during exit
• Ensuring compliance, issuing new ESIC TIC through the system, and allotting UAN numbers to new joiners
• Ensure all employees are covered under statutory benefits, and ensure all statutory records, licenses, and abstracts are maintained as per guidelines
• Ensure all employees are covered under statutory benefits, ensure all statutory records, licenses & abstracts are maintained as per guidelines
• Ensuring availability licenses and timely renewal (S&E, WH exemption, CL, PT &LWF during labor officer visits

• Recruitment and Onboarding
• Employee Records and Data Management
• Employee Queries and Support
• HR Documentation and Compliance
• Payroll & Benefits Support
• HR Reporting & Analytics Support