SHIVA SHANKAR M.

Key Results Areas:

Oversight of factory operations as the HRBP to ensure seamless operations by promptly redressing grievances related to health, occupational safety, and welfare for over 1,000 workmen, staff, and contract workers.

HR Business Partnering:

Responsible for hiring for all positions, from GETs to group managers, and managing contract labor as per the CLRA.

Managing full-cycle recruitment for over 30 positions annually across operations departments.

Collaborated with department heads to understand talent needs and create recruitment strategies that align with organizational goals.

Enhanced sourcing strategies by implementing AI-driven tools for resume screening and improving job advertisement targeting reduce hiring time by 30%.

Lead manpower planning initiatives across all departments, ensuring that workforce needs are aligned with business growth and objectives.

Developed and implemented a comprehensive workforce planning model that decreased manpower costs by 12% while ensuring optimal staffing levels.

Conducted regular staffing analyses and collaborated with department heads to identify talent gaps and forecast future hiring needs.

Developed and successfully implemented a company apprenticeship scheme within three months, achieving key objectives while managing costs effectively.

Partnered with senior management to align HR strategy with long-term business goals, ensuring resources were allocated to the highest priority areas.

Managed the candidate experience from application to onboarding, achieving a 95% candidate satisfaction rate.

Managed employee performance from goal setting to continuous feedback and the conduct of mid-year and annual appraisals.

As part of the Succession Planning initiative, I created a HI-POT pool in consultation with the line managers at the executive and managerial levels.

· Partnered with functional heads to identify all business-critical positions and recognize potential successors.

Plant Industrial Relations & HR Operations:

· Handling all aspects in the employees’ Hire to Retire Lifecycle, including separation on account of death of employees.

· Cultivated strong relationships with trade unions and promoted a positive work environment.

· Handled industrial relations and legal matters, managed employee discipline, and issued warning letters, charge sheets, orders, and memos. Conducted inquiries in accordance with the company’s standing orders.

· Accountable for issuing cause notices and providing counseling to employees to minimize absenteeism and boost productivity.

· solely responsible for drafting the management COD for the wage settlement for a workforce of 395 employees.

· Served as the company representative at legal forums, union committee meetings, and statutory bodies, including the Department of Labour, Inspectorate of Factories, and other government-partnered authorities.

· Continuously monitored the workplace environment to proactively identify potential concerns or issues.

· As a Welfare Officer, responsible for managing welfare measures such as cleanliness, waste and effluent disposal, lighting, drinking water, latrines and urinals, spittoons, safety, washing facilities, canteen, shelter, rest rooms, and lunchrooms, in accordance with the Factories Act and Contract Labour Act.

Employee Engagement:

· Designed and carried out employee engagement initiatives that align with the annual engagement calendar and stay within budget.

· Organised overseas business trips and leadership programs for union body members.

· As the HR representative on the Sports Committee, responsible for overseeing the company's sports initiatives, boosting team morale, and promoting a healthy and fit lifestyle for all employees.

· Customized engagement activities for differently abled employees and their families.

Strategic business partnering:

· Design and deliver focused solutions around talent assessment, retention, change management, team building and other BU specific requirements.

· Partnering with stakeholders in organization level HR initiatives and help scale the business.

· Assess and forecast HR-related needs and proactively communicate with business leadership

· Executing the business unit restructuring plan, conducting talent reviews and succession planning

· Co-creating/influencing decisions that shape up the Business Unit's success.

Employee Induction:

· Induction of new recruits to assigned BU and Orienting new recruits to organizational culture and introducing senior leadership to them.

· Addressing queries of new recruits & analyzing the process improvements and improving the new joiner's experience.

Process and Compliance:

· Ensuring proper implementation of HR policies and processes to minimize deviations and Provide HR policy guidance and interpretation

· Coordinating with legal team for appropriate disciplinary action

Rewards and Recognition:

· Ideating and executing R&R framework for assigned BU within timelines and Budget

· Leveraging organization tool for employee Rewards and Recognition

Performance Management System:

· Ensure timely completion of various milestones like goal setting, self- assessment, feedback from appraiser, reviewer review and final calibration of all employees.

Ensure career progression through promotions and succession planning.

· Administering the Performance Improvement Plan (PIP) in the business unit Identification and retention of high potential associates.

Employee Engagement:

· Ideate and drive HR initiatives for the BU Planning employee connect sessions like high potential associates, senior leadership interaction, townhalls, client visits, retention discussions etc.

Recruitment:

· Hiring and identify manpower requirement as per approved organization chart of Plant and to recruit functional head and below level employee at the plant and create talent pool.

· Coordinate with BU Talent Acquisition team to update recruitment database.

Policy Implementation

· Ensure 100% implementation of policy amendments & guidelines at plant level.

· Monitor adherence to the policies, raise issues of non-adherence and ensure resolution of it within timeline.

OD Initiatives

· Drive PMS process through conducting KRA awareness sessions, ensure timely submission and its review.

· Submit finalized KRAs to BU/corporate, facilitate mid-year & final review process and handover appraisal letters as per received from corporate team; ensure all PMS related concerns are addressed within timelines.

· Identify training needs from PMS, prepare employees skills matrix and give training requirements

Employee Engagement

· Preparing employee engagement annual calendar for plant.

· Budget Preparation for welfare activities like Annual Get together, various days & festival celebration, Birthday Celebrations, marriage gift, communication meeting

Administration Functions

· Oversee Supervise the management of all administrative activities including housekeeping, canteen, security, executive transportation, garden, uniform distribution, issue of PPEs, travel & hotel bookings, etc.

· Vendor Management and their payment.

· Co-Ordinate for execution of Admin Improvement Projects.