Sanjeev Kumar
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Five Tips To Select The Candidate Through Telephone
These tips are applied for checking candidate ( one of me...more >>
HR Structuring Procedures
1. Pre-Recruitment Process a. Receipt of requirement of manpower from various ...more >>
About Sanjeev Kumar
An innovative Human Resource professional with proven abilities of multi-tasking and a flair for integrating theoretical concepts with practical inputs from the fields of HRM with more than Eighteen years of experience. Areas of expertise include effective Talent Management and Acquisition Strategies Competency Management Change Management Employee Engagement; Career development, Career Transition and Training
Experience includes designing innovative HR processes to improve the effectiveness of organizational processes and staff Programs to identify High Potentials and corresponding Individual Development plans, Performance Management Systems Human Capital Metrics Indexes, Succession Planning, Talent Reviews and Development initiatives, Implementation of new HRIS platforms, Talent Acquisition Strategy Market Mapping and Analysis Led positive employee relations environments through Mentoring and improved employee morale
Experience includes designing innovative HR processes to improve the effectiveness of organizational processes and staff Programs to identify High Potentials and corresponding Individual Development plans, Performance Management Systems Human Capital Metrics Indexes, Succession Planning, Talent Reviews and Development initiatives, Implementation of new HRIS platforms, Talent Acquisition Strategy Market Mapping and Analysis Led positive employee relations environments through Mentoring and improved employee morale
Sanjeev Kumar ’s experience
Head/ VP/ GM-HR
at
Astonfield
, Mumbai, INDIA
September 2012 – Currently Working
Industry: Oil and Gas/Power/Infrastructure/Energy
Functional area: HR / Administration / IR
Role Scope: Head People Practices works as a Strategic HR
business Partner and contributes to the development of, and the
accomplishment of the organization-wide business plan and
objectives. To Plan, Direct, Guide Implementation of initiatives,
and effectively manage: Talent Acquisition, Talent Management,
Employee Relations, Change Management, succession planning,
Global compensation and Benefits, HR operations Reward
Strategy. Formulating & benchmarking functional best
practices to focus on development of abilities to meet present
and future goals and mission set by the organization.
Structuring and implementing innovative policies on
strategic HR and change management; designing HR solutions for
organization based on business needs; monitoring effectiveness of
HR Initiatives rolled out and making changes. Resourcing
both internal and external manpower; evaluating the skills
required, identifying the possible sources, selecting the best
candidate and negotiating & fitting them into the system;
ensuring cultural fit with the organisation. Identifying
training needs through Needs Analysis; designing and delivering
training modules for different levels based on Needs Assessment
Survey; maintaining the training database. Managing
Appraisal process across the levels and establishing framework
for substantiating Performance Appraisal system linked to Reward
Management; formulating & implementing incentive & other
remuneration policies. Conducting Salary Survey &
structuring the Compensation packages; administering salary
negotiations, payroll system, incentive plans, various benefits &
long term plans for employees. Handling grievances of
employees to maintain a healthy work environment; facilitating
Employee Satisfaction and Community Development activities.
business Partner and contributes to the development of, and the
accomplishment of the organization-wide business plan and
objectives. To Plan, Direct, Guide Implementation of initiatives,
and effectively manage: Talent Acquisition, Talent Management,
Employee Relations, Change Management, succession planning,
Global compensation and Benefits, HR operations Reward
Strategy. Formulating & benchmarking functional best
practices to focus on development of abilities to meet present
and future goals and mission set by the organization.
Structuring and implementing innovative policies on
strategic HR and change management; designing HR solutions for
organization based on business needs; monitoring effectiveness of
HR Initiatives rolled out and making changes. Resourcing
both internal and external manpower; evaluating the skills
required, identifying the possible sources, selecting the best
candidate and negotiating & fitting them into the system;
ensuring cultural fit with the organisation. Identifying
training needs through Needs Analysis; designing and delivering
training modules for different levels based on Needs Assessment
Survey; maintaining the training database. Managing
Appraisal process across the levels and establishing framework
for substantiating Performance Appraisal system linked to Reward
Management; formulating & implementing incentive & other
remuneration policies. Conducting Salary Survey &
structuring the Compensation packages; administering salary
negotiations, payroll system, incentive plans, various benefits &
long term plans for employees. Handling grievances of
employees to maintain a healthy work environment; facilitating
Employee Satisfaction and Community Development activities.
Head/ VP/ GM-HR at CEC INTERNATIONAL,TIWAN , Delhi, INDIA
October 2005 – January 2008
Industry: Construction/Engineering/Cement/Metals
Functional area: HR / Administration / IR
Strategic Planning & Execution, Organizational Development,
Resources Management(Recruitment & Retention, Performance
Management & Appraisal, Training & Development) Employee
Relations & General Administration Tasks, Industrial Relations,
Compliance & Governance Regulatory Issues
Resources Management(Recruitment & Retention, Performance
Management & Appraisal, Training & Development) Employee
Relations & General Administration Tasks, Industrial Relations,
Compliance & Governance Regulatory Issues
Head/ VP/ GM-HR at HIGH POINT RENDEL , Delhi, INDIA
January 2003 – September 2005
Industry: Construction/Engineering/Cement/Metals
Functional area: HR / Administration / IR
•As Head-HR the primary responsibility was to set the Human
Resources Policies (Strategic HR) and performing in all areas of
Human Resource Management System. •Assessing and integrating
critical people processes, systems and policies; implementing
strategic HR initiatives; defining goals; Strategizing workforce
assessment and Talent Acquisition. •Concentrating on strategic
HR focus to increase employee productivity and corporate revenue
through the effective use of people management
programs •Developing recruitment processes and procedures that
are streamlined, user-friendly and consistent in relation to
Engineering project getting accomplished in the organization.
•Managed the employee relations program including employee
counseling and guidance, interpretations of policies, equal
employment opportunity programs, etc. Assisted management in
handling performance issues by integrating Performance Appraisal
ideas, providing innovative solutions and developing best
practices to ensure optimal support of the
organisation. •Set-up KRAs (Key Result Areas) for all
employees across the departments depending on the SLAs (Service
Level Agreement).
Resources Policies (Strategic HR) and performing in all areas of
Human Resource Management System. •Assessing and integrating
critical people processes, systems and policies; implementing
strategic HR initiatives; defining goals; Strategizing workforce
assessment and Talent Acquisition. •Concentrating on strategic
HR focus to increase employee productivity and corporate revenue
through the effective use of people management
programs •Developing recruitment processes and procedures that
are streamlined, user-friendly and consistent in relation to
Engineering project getting accomplished in the organization.
•Managed the employee relations program including employee
counseling and guidance, interpretations of policies, equal
employment opportunity programs, etc. Assisted management in
handling performance issues by integrating Performance Appraisal
ideas, providing innovative solutions and developing best
practices to ensure optimal support of the
organisation. •Set-up KRAs (Key Result Areas) for all
employees across the departments depending on the SLAs (Service
Level Agreement).
Recruitment Mgr at COMNET INFORMETICS PVT LTD , Delhi, INDIA
October 1997 – December 2002
Industry: IT-Hardware and Networking
Functional area: HR / Administration / IR
• Assisting in making the Organizational Chart and defining the
hierarchy in the organization. • Database access of Naukri
for spooling out CVs & doing Job postings. • Scrutinizing
CV’s, preliminary screening and carrying out selection
procedures of candidates from Entry to Executive levels
especially Engineers & Supervisors. • Handling interviews and
recruitment procedures •Supporting the New Joinee
Formalities •Salary negotiations and issuing appointment
letters. • Restructuring the current salary structure &
appraisals • Handling Employee Grievances and
issues. • Visiting Operational Sites and making an HR
Report. • Assistance in making HR Policies, defining safety
and harassment issues. • Maintaining employee records,
updating, maintain individual employee file and compiling data
in coordination with various departments. • Handling Labour
Compliances, PF and PT matters of all employees. Taking
care of office administration & Coordinating with all
departments. Taken initiative in installing Swipe cards &
preparing attendance report. • Introduced identity card
system, formatted leave application forms, resignation forms,
prepared Questionnaire, aptitude test form, prescreening
form. Solely prepared the Leave application card.
hierarchy in the organization. • Database access of Naukri
for spooling out CVs & doing Job postings. • Scrutinizing
CV’s, preliminary screening and carrying out selection
procedures of candidates from Entry to Executive levels
especially Engineers & Supervisors. • Handling interviews and
recruitment procedures •Supporting the New Joinee
Formalities •Salary negotiations and issuing appointment
letters. • Restructuring the current salary structure &
appraisals • Handling Employee Grievances and
issues. • Visiting Operational Sites and making an HR
Report. • Assistance in making HR Policies, defining safety
and harassment issues. • Maintaining employee records,
updating, maintain individual employee file and compiling data
in coordination with various departments. • Handling Labour
Compliances, PF and PT matters of all employees. Taking
care of office administration & Coordinating with all
departments. Taken initiative in installing Swipe cards &
preparing attendance report. • Introduced identity card
system, formatted leave application forms, resignation forms,
prepared Questionnaire, aptitude test form, prescreening
form. Solely prepared the Leave application card.
Recruitment Mgr at PUNJ LLOYD GROUP , Delhi, INDIA
May 1991 – September 1997
Industry: Construction/Engineering/Cement/Metals
Functional area: HR / Administration / IR
End to end Recruitment Process.
Implementing policies and
procedures. Processing of employee payroll across the
organization. Implementing PMS and annual salary
revisions. Identification and assessment of employee training
needs. Organising training programs. Evaluate the
training effectiveness. Maintaining and updating the employee
personal files. Generating value based HRMIS for management
decision-making. Keeping up to date of statuary compliance
procedures. Processing of employee payroll across the
organization. Implementing PMS and annual salary
revisions. Identification and assessment of employee training
needs. Organising training programs. Evaluate the
training effectiveness. Maintaining and updating the employee
personal files. Generating value based HRMIS for management
decision-making. Keeping up to date of statuary compliance
Sanjeev Kumar ’s education
MBA [HR],
N I P M [1988/July]
, KOLKATA
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