Rajasekar R

Recruitment and Talent Acquisition:

• Developed and implemented comprehensive recruitment strategies resulting in significant increase in quality and diversity of candidates.
• Oversaw entire recruitment lifecycle, including job posting, sourcing, screening, interviewing, and onboarding.
• Conducted thorough candidate assessments to ensure alignment with company culture and job requirements.
• Collaborated with department heads to identify staffing needs and devise workforce planning strategies.
• Framed Job Positioning guidelines for New Hires [Qualification vs Designation Matrix]
• Lead time for Recruitment : White Collar (30days) , Blue Collar (7days)
• Negotiated with Department heads to convert suitable vacancies by Fresher Hiring (Graduate Engineer Trainees) thus by allowing fresh minds into the Organization & reducing lead time by 15 days
• Closed all positions through Job Portals with in the lead time & saved recruitment cost without any recruitment consultants.
• Implementation of Dexterity testing for operator recruitment process (Purdue peg board & Tangram).
• Key Initiatives : Online Assessment for Freshers, New Hire Background Check, Personality Profiling, Induction Kit, Annual Induction Program (New Joiners meet with MD)

Training and Development:

• Designed and delivered comprehensive training programs to enhance employee skills, productivity, and job satisfaction.
• Conducted needs assessments to identify skill gaps and developed targeted training initiatives accordingly.
• Led career development initiatives, including mentoring programs and succession planning.
• Key Initiatives : LEAP (HoD Leadership Development Program), SLEP (Shopfloor Leadership Empowerment Program) , Learning Club for HoD's & HoS, Korean Language Training to Indian Staff's. Online Training Module(Skillsoft / Percipio)

Performance Management System:

• Designed and implemented a comprehensive performance management system, including goal setting, performance evaluations, and feedback mechanisms.
• Collaborated with department heads to establish clear performance expectations and metrics for each role.
• Conducted training sessions to educate managers and employees on performance management process and its importance.
• Led annual performance appraisal process, ensuring timely completion and on time PMS Results communication to Employees
• Developed online performance evaluation system to ensure consistency and fairness.
• Spearheaded idea of 360 Degree Assessment for Department Heads
• Provided guidance and support to managers in conducting effective performance discussions and setting performance goals for upcoming year.
• Identified underperforming employees and developed Employee Performance Enhancement Program [EpEp] to address performance gaps.
• Key Initiatives : Implemented Competency Management system & Moved Entire PMS process into Online for Ensuring Transparency

Compensation and Benefits:

• Designed and managed comprehensive compensation and benefits programs, ensuring market competitiveness and employee satisfaction.
• Conducted salary surveys and benchmarked positions to determine appropriate compensation levels.
• Managed annual performance review process and strategized based on Business Requirements
• Conducted in-depth analysis of performance data and recommended appropriate merit increases for Individual performance
• Led compensation and benefits communication initiatives, providing clear and transparent information to employees regarding their total rewards package.
• Collaborated with Korean Management and Finance teams to develop budgets and allocate resources for compensation and benefits programs.
• Key Initiative : Introduction of Base Hike + Merit Hike + Hike Calculation based on Average Designation to ensure Fairness in Compensation

Employee Relations & Labour Compliances:

• Developed and enforced company policies and procedures, ensuring compliance with labor laws and regulations.
• Acted as trusted advisor and mediator, handling employee relations issues, conflicts, and grievances.
• Led investigations into workplace incidents and implemented appropriate corrective actions.
• Developed and implemented employee engagement initiatives, such as employee feedback surveys, focus groups, and town hall meetings.
• Provided guidance and support to managers and supervisors in addressing performance or behavioral issues.
• Monitored employee satisfaction and morale through various mechanisms, such as exit interviews and Culture surveys.
• Collaborated with management and legal team to ensure fair and consistent application of policies and procedures.
• Stayed informed about changes in labor laws and regulations, and advised management on their implications for employee relations.
• Key Initiative : Closed Two Wage Settlements with Technicians Committee Amicable without any IR issues.

HR Analytics and Budgeting:

• Budgeting : Yearly Manpower Plan , Salary & Expense Budgets
• Implemented HR analytics tools and generated reports to provide insights on key HR metrics and trends.
• Conducted data analysis to identify patterns, anticipate challenges, and recommend data-driven solutions.
• Prepared and presented reports to senior management, providing actionable recommendations for improving HR strategies and practices.
• Key Initiative : Introduction of HR Minibook to capture all metrics related to HR on monthly basis

• White Collar Recruitment
• SAP Process Champion - India
• PF & ESI Filing Online
• Training & Development
• HR MIS Reports

• Operator Recruitment : Bulk Hiring of Diploma & ITI Candidates
• Manpower Planning (Fixed& Variable) monitoring against budgeted.
• Review and Update Organization Chart on Monthly Basis.
• HR MIS/MCM/MRM
• Process Owner SAP HCM Module (Includes Payroll)
• Induction Training to all New Joiners.