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Nirzari Sen

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Nirzari Sen

HR Manager

SNS Technologies

Nirzari Sen is a member of:

Parting Thoughts

I am a Gujarati by birth, but married to a Bengali. I am HR professional, a detail oriented leader and pragmatist by nature. I grew from a recruiter to Head of HR in the span of 8 yrs. I take pride in taking challenging tasks and completing it as per scheduled milestone and imply same for my team. I love to take challenges head–on and prove my mettle. I keep myself abreast with HR trends and reading related articles in my free time. I indulge myself in reading contemporary & fiction books during leisure hours. I do not hesitate in learning new practices and for that matter I am currently pursuing PGD in Strategic HRM from SCDL and simultaneously preparing for SPHR,

HR Strategies In Place

Rebuilding Business Model and aligning potential talent to that model.
At times diverse situations act as boon as well curse. Boon in a way when all your business engagements are focused in one direction and suddenly a wave of emerging technology comes in and tremble your stable workforce there can be only 2 paths visible – Heap of opportunity Or disruption in existing talent. Practically at SNS, whenever I have faced this scenario, the only helping hand to survive is ongoing training and development model.

Qualities that we Look For While Hiring:

Stable mind frame & attitude to mold as per situation. Whenever any candidate is going through my final screening for a job I insist on checking whether an individual has an inclination to mold itself as per any given situation or not. Practically implying on him is all together a different ball game. If he/ she succeed in justifying this quality he/she is a good cultural fit in my organization. My trait my validating answers are purely based on how he replies to my scenario based questions which last almost 45 minutes.

Attract good people, Retain Better Performers and Advance the Best:

As an Hr, you require 3 things to ensure you hire right talent, retain your potential performers & encourage your fast track employees. For right talent – Right set of JD, Technical evaluation and career mapping is required. For retaining your potential performers – clear IDP & succession planning is required. For Fast track employees – individual challenging assignments with onus of ownership and accountability is required.

Helping to develop the country

Self learning, putting fundamentals to practice and working out viable business solution.

Advice For Fellow HR Leaders:

Constant learning is the key to success surely, Never stop learning, the moment you do you become a dead investment. HR is not rocket science, its about understanding human mentality. If you have flair in knowing people and you think you can understand them too and in times of crisis you can empathize with them too, you have a trait of HR and you can develop your career in HR.

Current HR Trends:

Unlike in late 90’s when an HR was considered as peripheral in sustaining business, today HR is considered as a pillar in building the business. HR is considered today as a human capital driver who is responsible for Change Management in transforming and re-organizing human resource as per business need.

Relationship with HR and Top Management

Make an Impact, Get Heard and Be Valued is the mantra HR practices with CEO at SNS. If you have an Idea, get it to table, we will validate & nurture it in a profitable way is the first thing which you will hear from my CEO and it clearly depicts his belief on his subordinates as partners. This belief is very important as it gives an individual a niche learning skill

Improving Education system

The way your fundamentals cannot be taught without books; practical knowledge cannot be implied without industry experts. The course should be packaged in such a way where practically you have an industry expert throwing some light on the topics taught in the syllabus

HR Challenges: