Naresh Kumar

• Developing, analyzing and strategic HR Initiatives Planning and Execution
• Cross functional Coordination for smooth running of business with cost effectiveness
• Manpower planning, budgeting, sourcing, recruitment and selection, on boarding across units for different technical and non- technical departments
• Improve HR initiatives, enhance staff morale, enhance relations between staff and employers, contribute to attaining business goals, promote good HR practices
• Formulation & Implementation of Company Policies System, Procedure
• Developing, monitoring & managing wellness initiatives, employee engagement activities
• Point of contact for all employee grievances and partner with the HR Business Partner in conducting necessary investigations
• Provide MIS support for Attrition analysis, includes analyzing Exit interview, observe trends and highlight important aspects, prepare and publish dashboards
• Statutory compliance, employee life cycle
• Managed employee onboarding and offboarding processes, ensuring a seamless transition for new hires and departures
• Collaborated with cross-functional teams to develop and implement HR software system, resulting in streamlined processes and increased data accuracy
• Provide HR case management services and support to clients ,Clients include HR Business Partners, line managers & individual contributors
• Strongly-partner with HR Business Partners, Compensation & Benefits, Talent Acquisition, IS, Finance and other internal partners, measuring team performance in accordance with SLA's
• Conduct regular audits within the following systems to confirm accuracy; work with their HR Operations Professionals to have data corrected, execute steps to notify impacted teams and implement action to minimize errors moving forward.
• Maximized performance by monitoring daily activities and mentoring team members.
• Resolved staff member conflicts, actively listening to concerns and finding appropriate middle ground.
• Controlled costs to keep business operating within budget and increase profits.
• Maintained payroll and benefits for employees in various locations and diminished financial discrepancies through expert program management
• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards
• Evaluated employee onboarding programs and presented strategic improvement recommendations to upper management
• Coordinated employee grievances and disputes in timely and professional manner by finding constructive solutions

• Work with leadership to determine business needs
• Improved the hiring process by identifying the priority roles that must be filled to enable the business to meet its goals
• Improved integrity of the compensation program by overseeing employee compensation levels, salary increases and performance appraisals
• Deliver service in support of all aspects of the employee life cycle
• Provide leadership and support the implementation of HR Plan, policy as required, adopting an appropriate balance of flexibility and consistency, relative to business need
• Performing complete Payroll Processing along with management of compliances
• Ensure continuous process improvements of data, payroll, leave, full & final settlement etc
• Improve HR initiatives, enhance staff morale, enhance relations between staff and employers, contribute to attaining business goals, promote HR practices
• Managing staff wellness initiatives, employee engagement activities.

• Handling complete Recruitment Cycle (from receiving Manpower Requisition Form to issuing Appointment Letters) and ensuring best talents are hired from market, within set timeline and approved budget
• Hiring candidates through internal references, advertisements, online job postings, direct interviews, manpower consultants etc
• Administer organization human resource plans and procedures for all company personnel
• Development and implementation of personnel policies and procedures; prepare and maintains documented employee policies and procedures
• Implement new policies, procedures and programs in support of Business
• Point of contact for all employee grievances and partner with the HR in conducting necessary investigations
• Provide MIS support for Attrition analysis, analysing Exit interview, observe trends and highlight important aspects, publish dashboards
• Schedule job interviews and assist interview process
• Ensure background and reference checks are completed
• Assist in formulation of policies & standards for the company
• Organizing employee engagements & OD programs and ensuring prompt resolution of employee grievances & maintaining cordial employee relations
• Defining KPIs/Goals to facilitate PMS, identifying skill gaps and facilitating learning & capability building programs
• HR Operations and Change Management initiatives.

• Managing and supervising of all the office administration work effectively and within budgetary limits
• Co-ordinate with service providers (example- housekeeping and local agencies)
• Overseeing all purchases related to office needs and team members (both capital assets and recurring needs– stationary, cafeteria needs)
• Follow ups / renewal on periodical AMCs and printers and cross checking periodically
• Responsible for on boarding and partnering with the recruitment team in hiring associates based on business forecasts
• Partner with business leaders and other support functions to maintain a highly motivated and engaged workforce
• On boarding and partnering with the recruitment team in hiring associates based on business forecasts
• Partner with business leaders and other support functions to maintain a highly motivated and engaged workforce
• Handle employee orientation, induction
• Schedule job interviews and assist interview process.

• Support the business unit management to develop and implement HR plans and solutions in order to achieve strategic business initiatives and deliver results
• Plan, manage and provide continuous improvement to all aspects of the organization
• Supporting managers in identifying and retaining key stakeholders at risk
• Providing professional support, coaching and advice to the line managers in a wide range of HR issues, including specialist support and advice on complex associate related issues
• Supporting managers through the annual HR year-end processes around bonus, annual pay, succession planning, Engagement survey, etc
• Analyse data to identify trends and recommend solutions to improve performance, retention, and employee experience
• Handle employee orientation, induction
• Assist in formulation of policies for the company
• Drive Business Partnering & OD functions
• Work with the team on long term plans and function specific initiatives.

Percentage: 72

Percentage: 55