Work with the CEO to create an HR strategy and build an organizational culture that aligns with the Carfirst Global and local  objectives
Develop and implement the reward strategy:salary bench marking,benefits management and annual compensation events such as bonus and salary review that align with the carfirst and OLX group strategic plan
Oversee Risk management within the people and orgazination excellence  function
Lead and facilitate the recruitment and staffing process in accordance with organizational guidelines, best practices, and budgetary guidelines
Culture and change management strategy,work plan in colloboration with culture &change management set objectives performance measurements ,standards and results to support adoption of the changes required by project  or initiatives 
Conducting  research,gather market intelligence,audit culture,review systems,processess and HR policies.
Ensure that continuous enhancement of HR procedures and policies
Develop and implement a comprehensive onboarding system throughout the entire employee life cycle
Create strategies that enhance staff development, engagement, and career progression
Address key HR issues and avoid potentially costly events that might interfere with company goals
Provide strategic focus in the creation of training and staff development initiatives
Develop and spearhead a growth-focused appraisal process, including conducting mid- and/or end-of-year reviews
Work with the Chief Financial Officer to ensure that the company’s compensation systems and goalposts are periodically reviewed and enhanced to ensure motivation, retention, and attraction of employees
Support HR initiatives by guiding HR managers and supervisors in line with company goals
Oversee administrative systems, especially contracts for review by Operations and Finance, payroll processing, and outplacement resources for terminated employees

Strategic HR
Talent Management
Talent Acquistion
HR policies & Procedures
Total Reward Strategy
Corporate Governance

HR consutlsncy
Talent Management
Labor Laws
IR
Talent Acquistion
Disciplinary case
Compensation & Management

divpActively liaise with CEO/Strategic gurus, HR, and management of various organization to discuss issues related to organization development ,people Excellence HR outsourcing, people management, and CSR and design management development programs to achieve desired results.Key AccomplishmentsDelivered strategic HR & legal directions, guidelines, and consultancy services to the senior management and organization regarding HR programs, policies, and procedures.Efficiently created and supervised employee onboarding and training program for constant staff development on HR policies and company mission and vision.Oversaw various functions, such as compensation & benefit survey, training & development, Salesforce training, business intelligence, and organization development.Created a talent pipeline by implementing leadership development tools and processes such as talent identification and action plans, succession planning, training, and coaching./p/div

Shoulder the responsibility for performance management auditing, project management, employee training & development, HR analytics/auditing, lead talent review, and strategy formulation & communication.
Effectively developed, implemented, and led leadership training program and talent management strategy for a successful, efficient succession planning programs.
Played an integral role in leading HR strategic initiatives through balanced scorecard, corporate social responsibility, employee value preposition, image-building, and work force handling.
Designed and executed talent pool strategies of various functions/departments of organization, such as recruitment, selection, orientation, performance management, on-boarding, talent maturity, growth, and culture.
Partnered with the recruiting team to standardize an effective recruiting/hiring process for identifying, developing and retaining high potential associates, resulting in reduced unemployment costs.

divpemPositioned as a Consultant, Employee Champion, and Change Agent to resolve all HR related issues, such as industrial relationship management, employment/labor laws, business analytics, IR & labor laws, and talent management./em/p
pAchieved business objectives with employees and management in designated business units by devising policies./p
pMaximized team productivity by employee communications, performance management, and succession planning./p
pPromoted a union free work environment through series of employee relation programs, improving the sharing of ideas, creating more open dialogue and generating a bottoms-up idea process that improved overall operations./p/div

Collaborated across organization, serving as liaison between management/employees to resolve work-related issues.
Built synergies with the recruiting team to standardize an effective process for identifying, developing and retaining high potential employees.
Successfully identified causes of personnel problems and developed recommendations, which improved organization's personnel policies and practices.
Attracted and retained high-performance individuals by driving recruitment, new-hire orientation, compensation, performance management, benefits, and labor relations, while devising various training programs.

Rendered keen eye for details to design documents for recruitment, select training & development, oversee promotion, resignation, and performance appraisal, and interview the candidates. Led administrative tasks, including employee communications and operational support of HR business 
Streamlined and supervised HR sections & functions and administrative activities, signed appraisals of team, and provided reports to the CEO and GM in a timely manner.
Responded to employees’ inquiries to ensure swift resolution of problems with the aspects of insurance coverage.
Offered consultation services to employees and managers on human resources issues, such as employee relations, benefits and sound work place practices, and employees’ medical & health related issues and policies.
Oversaw efforts of administrative employees to assure adherence to quality standards, deadlines, and procedures.
Created, analyzed, and retained files/records of all employees in personal documents/computer on daily basis while maintaining data confidential and non-accessible to unauthorized individuals.

divpResponsibilities /p
pLiable for HR, Talent and Culture,organization development ,Performance Management, Developing  HR Policies, Procedure and Proceses,Total Reward, and portfolio functions, creating note for approval, budgeting learning programs, and presenting reports to the Director./p
p Filled three most senior positions before the deadline and achieved the 95% target of recruitment and selection/p
p Successfully implemented the Performance Management system in allotted  Business unit  and achieved  90%  KPI and 97% fair evaluation.Strategically achieved talent & Culture KPI and obtained excellent  weightage by the immediate supervisor/p/div

divpOversaw manpower planning & organogram, talent acquisition activates, new joiner documentation, employee orientation/employee relations training & development, and exit interviews./p
pAccomplished various HR functions while providing full administrative support to the HR Managers./p/div