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Network Power<100 people
Roles
66%
Business Owner
🧑‍💼33%
C-level Executive
🗿33%
HR
Geos
🇨🇱33%
Chile
🇬🇧33%
United Kingdom
🇮🇳33%
India
Work Background
Group General Manager HR & Operations
Food IndustryGroup General Manager HR & Operations
Mar. 2016 - Oct. 2023India
General Manager Human Resources and Operations
Food General Manager Human Resources and Operations
Mar. 2016 - Mar. 2016Aligarh Area, IndiaEntire Gamut of HR and Operations Management
AGM( HR and Admin.)
FoodAGM( HR and Admin.)
Jun. 2015 - Feb. 2016Heading Human Resources function for the entire organization comprising of 1000 employees and handling a team of 7 members. • Implementing HR Systems developed a HR Policy and Procedures Manual with defined HR Service Standards. • Strategizing Annual Employee Recruitment Budgets, Manpower Plans, and handling the entire Recruitment Process. • Designed an Employee Orientation Program for the new employees; with focus on selling skills, product knowledge through structured learning, role-plays, case study and video live customer service experiences. • Developing a preferred wok culture that leverages the far-reaching visions of the group, improving communication and building energized teams, through various Employee Communication Programs. • Organizing an Employee Satisfaction Survey to gauge employee motivation and feedback to management. • Designed an Organization Structure with effective reporting levels, clarity of structure and clear lines of authority. • Developed Job Descriptions with Individual Performance Measures and Weight ages based on Hay Methodology. • Introduced Hay Management Process for Job Analysis, Job Evaluation, Grading Structure, Broad and Sub- Banding. • Implemented a unified and competitive Compensation & Benefits Program. Designed effective Grades, flexible Band Structures, Job Position Titles (keeping the need for promotions & up gradations); & done a fitment exercise • Designed a robust Performance Management Process to recognize and reward performance through ‘pay for performance culture’. • Conducted gap analysis to identify Training and Development requirements across the organization, creating an annual training calendar in line with business requirements for specialized and generic training programs.
HR Head
Rahman Industries limitedHR Head
Oct. 2008 - May. 2010Accountabilities  HR Budgeting  Policy Formulation and Implementation  Manpower Planning and Talent Acquisition  SOP formulation and Implementation  Online Performance Management System rollout.  Appraisals and Confirmations / Extension / Terminations  Induction of new Joinee.  Training and Development  Employee Engagement Initiative  Online Leave and Attendance  Employee Friendly CTC Structure  Salary and Wage Administration  Contract Labour Management  Statutory Compliance  Exit Interview and F&F formalities / Settlements / Recoveries  Employee Relationship Management  Compensation and Benefits  General Administration(s) Function  Monthly / Yearly HR Review  Personal Files Handling  Excise  Liaison
Sr. Manager HR
NAM ConsultantSr. Manager HR
Sep. 2007 - Sep. 2008Indore Area, IndiaRecruitment,Training and campus Interview.
Lead- HR and Admin Plant
Allanasons LimitedLead- HR and Admin Plant
May. 2010 - Aug. 2014Aligarh Area, IndiaHR FUNCTION:- Monitoring Budgets for HR & Admin Manpower planning & formulation of the strategies to achieve the desired outcomes. Hiring the talent through job portals, employee referrals, consultants, campus placements, arranging walk-in interviews. Conducting interviews & sourcing the right talent. Process owner in handling pre & post joining formalities the new joinee (s). Competency mapping & developing the team. Handling total Training & Development cycle. Identifying areas of improvement through performance management system & focusing on weak areas. Finalizing the Key result areas for various departments for PMS. Confirmation process initiation & monitoring it’s records. Developing Standard operating procedures (SOP’s) & policies related to HR. Formulation & Execution of HR formats. Strategies on employee retention. Guiding Exit Interviews & making CAPA on feedback received from employee. Implementation of Staff Increment process based on PMS Employee motivational programs Contract Labour management Employee remuneration, revisions & Bonus finalization Finalizing the HR related agreements Employee Engagement Activates ADMINISTRATIVE FUNCTION: Handling the complete administrative activities related to Security, Guesthouse, Company Vehicles, Office Associates, Stationary, Hotels & maintaining the hospitality. Preparation and finalization of admin related annual contracts. Monitoring on time hazardous waste disposal in line with legal calendar. Formulating & Execution of admin related SOP’s, Formats & Policies. Facility Management. Contractor management. DEVELOPMENTAL ACTIVITIES: Working on organizational Opportunities for Improvements (OFI’s) Employee career succession planning & Development. Quality systems ISO 9001, FSMS 22000 in-line with organizational growth. Formulation & Execution Great Place of Work (GPTW) activities. Auditor & Auditee for inter-departmental audit.
Assistant Manager-HR Corporate
PT educationAssistant Manager-HR Corporate
Sep. 2006 - Aug. 2007Indore Area, IndiaROLES:- Recruitment– Attracting the best talent to the organization and reduced cost of recruitment process by 20% and Traveling is 30% in my profile. Assigning responsibilities as per requirement to an individual, PTETSL does faith in job rotation and complete development of an individual. Retention and optimum growth of personnel as per the needs of the institution – Attrition rate in PTETSL was 8% before Sep.2006 and it is reduced to 4% through talent nurturing and providing proper counseling to the employees in their work and family matters. Identifying and addressing the individual and group training needs across various offices of the organization, being most important part of training institute training needs are identified after quarterly performance review. Performance Review– Undertaking periodic performance review and carrying out remedial training/grooming if needed Systems and Quality Audits– Undertaking systems and quality audits of all 62 centers of the organization Acting as an ambassador for the institutions HR policies and practices for all PT centres. Handling Team of more than 12 HR Executives in 600 PT Employees taskforce. Coordinator of PACT, Annual Training Programme of PTETSL. Training is key of PT Systems and being All India Co-coordinator I need to take care of end to end Training programme PACT(PTETSL’s Annual Competency Programme) Campus Recruitment in Premier Institutes of Indore e.g. SGSITS, IET-DAVV, SVIM, IIST etc. Organized Jobfair across M.P. with Dainik Bhaskar (Hindi Daily of M.P.) and coordinated for Gwalior, Career Fair with Nai Duniya and Radio Mirchi. Assisted Institution Programme Group Team for launch of CTP (Corporate Training Programme) in Indore and Surat etc. Other HR Issues:. • Preparing HR Manual and Employee Handbook. • Payroll Administration with Ma Foi Consultant Chennai( Mine Vista) • Preparing module of MIS, ESS and MSS (HRMS) of PT Education with Information and Technology Group team

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