Ravi Pant

• Heading HR Operations for the Mayur Group
• Organized team-building events aimed at improving morale among staff members.
• Created a positive work environment by promoting collaboration among teams within the organization.
• Coordinated employee training programs, workshops and seminars.
• Reviewed job descriptions to ensure accuracy of position responsibilities.
• Ensured that all personnel files were up-to-date and compliant with applicable legal requirements.
• Monitored budgets related to HR operations including staffing costs, compensation packages.
• Provided guidance on disciplinary actions and employee terminations when necessary.
• Assisted in developing strategies for improving organizational culture through employee engagement initiatives.
• Managed payroll processing, benefits administration and other related HR functions.
• Oversaw recruitment, interviewing and hiring processes for new employees.
• Conducted performance reviews, provided feedback and made recommendations on employee development plans.
• Coached and trained leaders in hiring and interviewing, talent and succession planning and performance management.
• Advocated for employee needs and benefits, promoting engagement, transparency and interactive communication.
• Addressed and resolved escalated issues, leveraging strong conflict resolution and emotional intelligence.
• Created and implemented employee retention strategies.
• Launched innovative incentive program to achieve low turnover rate in highly competitive market.
• Developed employee orientation and training programs for new hires.

Key Result Areas:
- Identify, motivate, and retain talent to improve business performance.
- Nurture leadership pipeline for effective execution of business strategies, including growth, merger, acquisition, and diversification.
- Implement succession planning with 2-3 identified successors for each strategic position.
- Support employee development to address competency gaps in line with business strategies and fully realize their potential.
- Drive employees to deliver superior performance in their current role and prepare for future responsibilities.

Job Profile Covers:

a1) Talent Management (includes Succession Planning, Self Development Scheme, IDP, behavioral competency, Job Rotation, Induction of New Talent i.e. MT/GETs, Retention of High Pots)

a2) Talent Acquisition (as per organisational goals, Retention planning, strategic alignment, skill based recruitment, talent pool development,internal mobility, continuous improvement, campus hiring etc

b) Performance Management (incl. Goal Settings, Half yearly and Yearly structure review with HR facilitation, Increments/Promotion)

c) Training & Development (incl publishing Annual Training Calendar clearly stating topics, mandays targets etc. based on Business Priorities and ensuring alignment to Business Results; Training effectiveness assessment, Meeting Training targets).

d) Employee Involvement & Recognition (Ensuring 100% TEI, Tapping employee creativity for continuous improvement; Enhancing Employee Job Satisfaction; Promoting attitude of pride in success of business & team work; Recognizing employees for outstanding achievement and building/ promoting performance culture; Suggestion Scheme/ Kaizen; Quality Circles/ Kaizen/ 5S/ TPM Circles/ *CFT/ SGA (Small Group Activity) / Young Leaders Forum etc.

e) Reward & Recognition - For good work in CFT, Kaizen, TPM, Suggestion Scheme, exemplary work in any other area, employee of the month/ quarter/ year
Employee Satisfaction & Motivation Surveys – with the objectives to Track Employee Perceptions / Feelings on various organizational issues and take corrective action, as needed, Surveys for all category of employees with findings and action plan.

f) Innovative & Unique HR Practices and sustenance; digitization of HR Processes i.e. online availability of all HR Policies, learning material, employee details, leave, loan, F&F, resignation, Performance management etc.

g) Employer Branding; Visits to Business Schools / Engg. Colleges / Institutes of relevant technology and address Students on important topics; presentations by HR Managers in external seminars / associations. Corporate Social Responsibility (Population Control, Adult Literacy etc.); Market visit by HR team to visit dealers; National/State level HR Awards

h) Employee Engagement: Mentor-mentee programme for young talent, people involvement in QIPs,

i) Well being management: through 8 components i.e. Physical, Intellectual, Emotional, Spiritual, Environmental, Financial, occupational & Social/Surveys. (Annual Sports, daily sports, work place improvement, SDS, Mentor-Mentee, Mental Awareness Camps, Trainings, Festival Celebrations, Family visits, De-addiction Camps, Retirement celebrations, Best employee awards, Cloth distribution, Long service awards, Environment day/Safety week/Quality Month celebrations, Periodic Health checks, Grievance cells, Multi-specialty camps, Birthday/Wedding anniversary/new year celebrations, Picnic, Surveys-employee satisfaction, well-being, Ergonomics, Happiness index etc., )

j) Certifications: SA-8000, Sword of Honor (British Safety Council) for 5 star rating in EHS and Environmental Culture – Globe of Honor (British Safety Council)

• Operational Manpower Planning;
• Talent Acquisition; Performance Management System, defining KRAs, Midterm/Final reviews. Career Planning for High Pots;
• Employee Relations
• Statutory Compliances; Industrial Relations & Grievance handling;
• Administrative matters (Canteen, Housekeeping, Guest house) including liasioning;
• HR Processes i.e. defining JDs; Learning & Development including focusing upon adherence to training mandays, Trainees reaction, Transfer of learning, effectiveness of learning;
• Employee Engagement activities,
• Rewards & Recognition,
• Contract Labour Management;
• Payroll Management.

Talent Acquisition/Management (Recruitment, Training and Development, Employee Engagement) IR/Union (Industrial Relations, Union handling, and Disciplinary proceedings), Contract Labour Management; and General Administration (CSR, Liasioning with local authorities Police, Labour office, Court etc.)

Training and Development

Training and Development Function (which includes identification, planning and implementing training plan and ensuring effectiveness). T

Disciplinary proceedings:

Dealing with trouble makers. Taking care of necessary actions i.e. Show cause notices, warning letter, Charge sheet, conducting domestic enquiries.

Industrial Relations/Union

Responsible for the Industrial Peace and Harmony in the Factory. Timely resolution of employees’ grievances/issues. To get in touch with workers, operators in case they have any problems so that the same is timely resolved. Dealing with Union Leader and their representatives. Conducting regular monthly meeting with them.

Major achievement – adequately handled flash strike by the workmen. Negotiations with Union in different modes of meetings, implementation of 4 years LTS. Active member of the negotiation team.

Manpower Deployment/Contract Labour Management

Ensure proper manning - availability of manpower and availability as per the requirement of Production. To get in touch with the concerned contractors so that proper manpower is available in the plant as per sanctioned numbers/requirement. Ensuring compliance from all the contractors as per the defined acts.

Campus Placement of GATs (Graduate Apprentice Trainees)

Planning and execution of Campus placement of GATs for the plant. Also ensuring their planned training schedule in consultation with the Production and Engineering Manager.

Employee Engagement and welfare

To look after employee welfare measures and Employee engagement. Annual engagement calendar is prepared mentioning prime work to be done towards employee engagement/welfare. About 50 different engagement activities conducted every year covering all employees and their families resulting more bonding with them.

CSR –Taking care of projects related to Corporate Social Responsibility, Scholarship Scheme for children etc. different CSR initiatives taken in nearby areas; i.e. ‘Gyan Jyoti Scholarships for economically weaker students, Renovations of nearby Schools and Primary Health centre.

Liasioning with local authorities Police, Labour office, Court etc.

Proper liasioning with Police, labour office, Court and other government officials/ local authorities so that we are in touch with them and to avoid any misunderstanding. Good connections maintained with different authorities so that we have updates on important related aspects.

Security and General Administration

Security administration of the plant. To deal with grievances and sort out the issues. To take regular feedback from the security officer about the plant and accordingly, to sort out the matter or to take appropriate action.

Administration –Transport system of the company, Canteen Management, Guest management.

Deal with external agencies to bring deals for the employees - hotels, banks, Hospitals, insurances, etc.

· Implementation of HR Policies

To frame out and implement relevant H R Policies related to employees’ Joining, Housing loan, LTC, Medical, Transfer, Domestic Traveling, Overseas Traveling, Birthday Leave, Vehicle loan, Mediclaim etc.

· Employee Benefits

To take care of Employee Benefit scheme i.e. Health Insurance policies (Mediclaim, Health Check-up, Group Accident and Risk cover policies) for all employees and their family members so that the employees should not be worry about sudden financial crisis.

· Placement of Merchandisers (Modern Trade)

To ensure timely placement of Merchandisers (on rolls of Team Lease, a TPA) and also take care of their compensation part and timely disbursement of wages. Quarterly review of the performance of such merchandisers.

Regular compliances with Provident Fund, Labour Office, ESI Inspections under various Acts. Conducting necessary domestic enquiries.

· Liasioning

Liasioning with Government officials such as Provident Fund office (RPFC), Life Insurance Corporation of India, Oriental Insurance, Labour office for different concerned matters.

· Retirals

Managing Gratuity Trust, Superannuation Trust, Provident Fund Trust and also Leave Encashment and EDLI, Policy

· HR Budgeting

Preparing HR budget under different HR heads for the financial year basis for proper utilization of funds.

· Inspections

Handling Inspections under various Acts i.e. Provident Fund, Gratuity, Maternity, ESI, Contract Labour, and Bonus etc.

· Merger of Balsara group in Dabur

Timely Settlement of HR issues related to merger of Balsara group with Dabur India Ltd. Transfer of employees’ funds like Provident Fund, Superannuation, leave encashment policies. Conducted HR audit for the same.

· General Administration

To look after company guest houses, canteen, Company Transport facilities and Recreational activities for the employees/families.

· Trade Apprentices

Handled Recruitment and placement of Trade Apprentices in relevant areas/departments.

• Employee Welfare
• Recruitment,
• Time Office management,
• Wage Administration
• Performance Appraisal activities
• Statutory requirements