A relationship between you and a recruiter should always be one of trust and guidance from both parties. As part of my role as a recruiter I try to offer guidance on what makes an effective CV.A CV is reviewed (and judged) within a matter of minutes.. If not seconds by the recruiter as well as a hiring manager. For this reason alone you HAVE to make sure you present the CV in a CLEAR layout where the most important information to the specific role STANDS OUT. The aim is to capture the attention so they give your CV more time and a second review.Quick tip: Bullet points, skills tables etc all help to break the information into small chunks and make it easier to read.The first thing I look at in the CV (even before your qualifications) is your current role and (most importantly) responsibilities. For that reason alone its worth spending the most time on this part of your CV.Quick Tip: Dont put too much extra information at the beginning of your CV some of the information can be entered at the tale end of the CV Education, qualifications etc. The current role should be on the 1 page or the top of the 2 page.Make sure your work experience for each role includes your day-to-day responsibilities. Also any project information and the contribution YOU made. When I search for suitable candidates I look to see that you have covered 70-80% of the role that the Hiring Manager is looking to fill which offers you 20-30% growth within the new position should you be successful.Quick Tip: Dont assume a recruiter/HR knows what your responsibilities are because of your job title most recruiters arent technical take out the guess work and break down your day to day job.Put yourself in the shoes of the hiring manager what type of experience and information would they want to see? For example: I have spoken to Lead Engineers / Chief Engineers/ Team Managers that want to move into more of a business facing corporate role but their CV lists all technical responsibilities and NO commercial activities (like managing budgets, timescales, project delivery etc) - If you keep getting called about the wrong type of roles then take a second look at your CV.If you are going to write a covering letter then make sure its specific to the role you are applying for. A covering letter is not always necessary; but if you are going to do one then ensure you match the responsibilities listed in the job advert to your experience over your career so far remember we are looking to match 70-80% of these (or more) and additionally offer you an area of growth.Quick Tip: Dont be afraid to list each of the responsibilities from the advert and underneath each one list an example from your career.The above is just my thoughts built from experience working as a recruiter (across industries). They wont reflect the same opinions as everyone out there but the information available to you offers you the opportunity to choose the right path unique to you.If you want any further guidance or have questions you would like to approach me about then please contact me: Kristina.Page@Modis.co.ukKristina PageKristina Page AUTHORRecruitment and Induction/ OrientationTraining and DevelopmentPerformance Management SystemsImplement Talent Management Program in coordination with Corporate HRManage and control departmental expenditure within agreed budgetsOrganizing employee engagement activitiesPrepare and send various HR reports.=====================Specialties: Organisation Development & Change management, Employee Engagement Intiatives, Talent Management, Learning Content Development, Ability to conceptualize & execute large scale Learning Interventions, Event Management, Payroll & Compensation Management, Performance Management, HR startup Specialist, People Manager interventions, Leading Gen Y projects, Soft Skills Trainer, Internal CommunicationsOD: Designed and implemented OD projects like gross margin Improvement Program, Partnerd in Raymond Cultural Transformation Journey, Engage A LSIP, Gen Y task force, Warehouse Transformation Project etc. Deal in a complex Stakeholders environment.Good understanding of Psychometric tools-MBTI, Firo B, Belbins, TA. Leadership Development: Partnered to develop & execute Leadership interventions with Hedrick & Struggles,SHL,CCL, Michigan,IIM Bangalore. Facilitated Leadership pipeline based modules.Designed a unique People Manager Intervention. Partnered to create RLA ,Leadership Competencies & Archetypes. Developed Leadership Journey workshops for the Talent Pool Members. Executed various Leadership offsites, 360 degree feedback process, coaching process for Sr. Leaders Learning: Design & implemented the Learning Strategy for 2009-10, 10-11. Laid foundation for 9 Functional Schools. Set up Raymond Learning Center Ignite. Created the Learning SOP. Launched E-Gurukul An E-learning platform in Raymond. Developed Content for instructor led workshops and E-Learning modules. Partner with Business to identify strategic business impacting learning solutions.Employee Engagement: Understanding of Engagement Models-GPTW, Gallup & Aon Hewitt. Expertise in the Aon Hewitt model in customizing the survey, Administration, building visibility awareness across organization, Conducted FGD's, Develop Action Plans. Manage employee expectations. Develop Recognition Culture.Designed & Implemented Leadership Connect plan. Talent: Manage Raymond Leadership Academy Internal Hi Pots programs. Lead the L3-Middle Management independently from identification, assessment, orientation, design Talent Progression roadmaps, Talent review process. Critical Role / Critical Talent list and make development plans and succession tracks. Create Functional career streams. Manage careers@raymond, Career Mela. Buddy program, Internal Assessor for Talent Identification process.Managing Training & Development, HR Process Development & OD for all group companies i.e. Principal Pnb AMC, Principal Insurance Broking Company, Principal Consulting & Principal Financial Planners.=======================OVER 20 YEARS OF EXP. IN HR/ IR/ ADMIN/ COMPLIANCE AT LARGE BUSINESS HOUSES WITH GOOD COMMUNICATION, INTER PERSONAL, TEAM BUILDING, DECISION MAKING, NEGOTIATING & COUNSELING SKILLS, MANAGED HEAD OFFICES & BRANCHES, MULTIPLE MANUFACTURING FACILITIES, EXPOSURE IN VARIED INDUSTRIES LIKE MANUFACTURING AUTO COMPONENTS, AYURVEDIC & HERBALS MEDICINE/COSMETICS AND GARMENT (WOVEN, DENIM, LEATHER) EXPORT HOUSE.SPECIALTIES - SPECIALTIES IN FORMULATING POLICIES AND PROCEDURES, EXTENSIVE EXPERIENCE IN RECRUITMENT / STAFFING, TRAINING AND DEVELOPMENT, PERFORMANCE MANAGEMENT, EMPLOYEE RELATIONS, COMPENSATION AND BENEFITS, INDUCTION, PAYROLL MANAGEMENT, FACT ACT, EPF, ESIC, COURT CASES,NEGOTIATION WITH LABOR UNIONS, CHANGE MANAGEMENT, ADMINISTRATION, SECURITY, INTERNATIONAL BUYERS COMPLIANCE.I WOULD LIKE TO WORK IN AN ORGANIZATION, WHICH CAN EXPLORE MY TALENT, KNOWLEDGE AND LEADERSHIP QUALITY TO THE MAXIMUM. I WISH TO CONTRIBUTE MY EFFORTS FOR THE ACHIEVEMENT OF PERSONAL AS WELL AS ORGANIZATIONAL GOALS.Key Assignments/ Projects: Managing HR Development process for all group companies of Principal. Design Training Module , Manager Training Calendar, Developed content & Trained employees on Soft Skills, Training MIS. Initiated & implemented various employee engagement activities like Sales Contests / Picnics / Star of Principal Awards / Employee Rewards / Event Celebrations. Organized more than 100 AMFI and Gurukul (Investor Education programs). Process owner for Employee satisfaction surveys & PMS. Design a Talent Management System. Prepare Job Descriptions for various positions in AMC. Impact: the company AUM increased from 6000 AUM to 18000 AUM.Key Assignments/ Projects: Training Needs Analysis & formulation of IDPs. Deliver training programs on various soft skills across the 7 group companies. Content Development. Assisting Head L & D in implementation of key strategic OD initiatives like MDP for SBU heads, young engineers, ICWA up gradation module, retirement planning module, Mentoring initiative. Generating MIS. Conduct GET & Mentoring audits. Process owner for Management Trainee Induction & Lateral Hire Induction at group level. Process owner for all Employee engagement initiatives at group level.A dynamic Human Resources Professional with OD & change affinity and capability having experience of more than 15 years encompassing HR strategy and operations in IT, Service and Consulting industries, Developing and implementing HR Systems and Processes.Track record of over 8 years in the HR solution development acting as a consultant and change catalyst, associated with organisations in the HRM consulting domain as extended HR service provider for businesses. Proven ability in understanding the business pragmatically and contextually while developing HR measures to mitigate the HR challenges.Strong conceptual understanding with research mentality enabling development of appropriate HR & OD interventions aligned to business objectives inculcating strong HR value proposition.Ability to make use of diagnostic tools such as questionnaire, interview discussions etc for problem identification to enable measures supporting solution building.Possesses dynamic leadership qualities with adequate business acumen and relationship management skills.Proven skills of managing multiple projects, leading, coaching and motivating a young team.Possessing cross cultural experience, with experience in Indian and middle-east geography handling multiple projects.Specialties: HR architecture - strategy, systems and processesCompetency modeling, Assessment Development centresCompensation Management - benchmarking/variable pay Performance Management SystemsProject management & deliveryRelationship managementBusiness/Operations management - strategy, forecasting, resource managementTeam managementHR Consulting member focusing on the organisational effectiveness with special emphasis on performance, culture and rewards elements of organisation.Recent consulting engagement with a leading financial leasing organisation, Muscat.- Completed a MBO based performance management process design encompassing role definition, performance management process, measurable criteria (KRA/KPI), templates/forms, rating scales etc spanning all roles, covering entire organisation - Successfully competed a multi-rater feedback analysis (360 degree) and report as part of the leadership assessment for all HODs.- Contributed to develop objective setting for the upcoming year for managers and members successfully.Recently completed a HR policy design (specific areas in the HR policy and processes) for an international managed services organisation in Bangalore. Currently working on developing a PMS for a public limited company in Chennai. The scope of engagement is also to develop a variable compensation for the organisation.Organization diagnostics (Critical success factors, capability, culture, engagement etc) Capability development (competency assessment and development) HR service model (HR Audit, systems, processes and measures) Organization design (structure, roles and authority) Performance management (design, KRA/KPI development)Senior HR Consultant and location head for Chennai & Bangalore for HR consulting business portfolio - preparing proposals, understanding client requirements, solution approach presentations, actual solution delivery.Responsible for approach design for consulting requirements and project delivery. Also responsible for knowledge creation and dissemination, member development etcContributed over 90 lacs with over 40 assignments in the year 2011 and over 30 assignments crossing 80 lacs for the year 2010. The projects handled did cover organizational change, compensation surveys and design and HR architecture for the SME segment Successfully led the project for a change management initiative for a Japanese JV organization in the elevator industry. Where developed the roadmap for change based on an organizational diagnostics (administered through questionnaire and personal interview with all employees). The focus was on "leadership" and "HR actions" including the ambiguous HR policies (less employee friendly as well) and low orientation towards "talent management"Currently managing a change management project for the leading brand of "bread and bakers" in NCR & Delhi region. The organizational diagnostics and culture assessment had provided insights on leadership issues and cultural issues which are to be revamped. Developed an organization design with possible career path for employees and banding based on role complexity. Suggested the Assessment Development center for identifying employee current stature and competencies to possible role fitment. This is an ongoing assignment, and there are many areas which are being planned as the OD interventionHandled India & Middle East consulting assignments. Have been successful in project delivery management and customer satisfaction for middle east clients in the areas worked- Compensation & benefits benchmarking study & suggestions- HR systems & process development=====================Effectively managed the entire Payroll Process delivery on a monthly basis for 75000employees across 200 clients with the help of delivery team.Heading delivery team to handle Retiral Fund&Trust Management (PF,Gratuity&Super Annuation) for 20000 employees monthly.Instrumental in development of interfaces for ERP systems including SAP,Oracle,BAAN,PeopleSoft,Tally etc for Payroll HRIS records as well as accounting Journal Vouchers.Rebuilt 30 members operation team within a span of 6 months time.Successfully built entire operations & processes within 4 months time,defining and rolling out SLAs and timelines for all the clients.Client Retention Pegged at 60% from the existing 35% in the first year,88% in the second year and 100% after that.Revenue from the new clients first month onwards wherein earlier it took more than 3 months.Over 6 years tenure the department's profit ratio to the revenue is 40% from the year 1 which was under loss.Instrumented and introduced review mechanism with Team.Received 3 promotions in the last 6 years.Incorporated SSAE16 controls and obtained the audit report in a record time of 30 days.Currently managing large operations independently, across geographies.Certified & Trained ISO Auditor.Implementation of BCP & DR policy and successful adherence to it.Introduced various revenue generation modules based on my experience which are Comp & Ben Structuring,Benchmarking,HR Policy framing, Goal Alignment, PMS, Attendance & Leave module,Business Expenditure, SaaS, PF Trust management other than payroll services.Generated business worth Rs.25 lakhs through networking and various ways of business leads. Increased turnover to the tune of Rs.5 core through client retention and cost control over a period of 3 years.Built a mandate requirement worth Rs. 80 lakhs over 6 months. Incorporated various Marketing & Business strategies for the Organization development. Roadmap definition for the HR Services as well as for the products--------------------------------------------------------------Designation Manager Talent Transformation ( Organizational Development)Job Description Functional CompetenciesResearch OrientationKnowledge of Critical Incident TechniquesCreativityStrong Expertise in various Competency Models and FormatsIn-depth Awareness of OD Concepts, Tools and MethodsStrong Expertise in Assessment Center Scorecard Formats and Assessment Center Report WritingHigh Span of Attention, Comprehension & RetentionWorking Knowledge of MS Word, Excel & PowerpointBehavioural CompetenciesProbing Ability Should be able to execute a focused stream of intelligent questionsTeam Player Should contribute to collective brainstorming, planning & implementation; Should thrive in an atmosphere of inter-dependenceInterpersonal Effectiveness Should be able to communicate & interact with precision & clarity; and set up comfort-zones with diverse individualsInfluencing Skills Should be able to sell ideas, overcome objections and persuade stakeholders to reach a mutually agreeable conclusionResilience & Persistence Should possess a never-give-up attitudePlanning & Organizing Should be scrupulously methodical & systematic in all work-elementsRoles and Responsibilities A diverse array of challenging L & OD Initiatives targeted at internal customers (all verticals within the firm) such as:Competency Mapping & BenchmarkingDesign & Delivery of Assessment CentersDevelopment Centers (linked to Succession Planning)Training Need Analysis (across multiple departments)Customization & Calibration of the Leadership Competency FrameworkOutbound Training ProgramsDesign and delivery of Leadership ProgramsOther Projects as and when requiredDesired Profile 8 to 10 years in Organizational Development (OD)Should have completed solo-assignments : Design of Instructional Tools for Training** Content (Activity-worksheets) Customization of Learning Aids for Training** Faculty (Role Plays / Case Studies) Competency Mapping/Benchmarking Selecting & Defining Core Competencies forspecific positions; Calibration of Measurement Scales for Competencies; Training Need Analysis Identification of Competency Gaps using scientific methodsShould have participated/contributed to projects on Design of Assessment Center Tools (In Basket Activities / Games / FGDs) Writing & Compilation of Assessment Center Reports Design of Development Center Tools (Business Simulations) L&D Audit Evaluation of participants before and after the Training SessionsExperience 8 - 12 YearsIndustry Type Retail / WholesaleRole Outside ConsultantFunctional Area HR, Recruitment, Administration, IREducation UG - Any Graduate - Any Specialization PG - M.A - Psychology, Sociology, M.S/M.D - Any Specialization, psychology DOCTORATE - Any Doctorate - Any Specialization, Doctorate Not Required========================================- Union Management and Handling of legal issues. - Management of contract labour. - Developed & maintain good relations with various government authorities. - Salary negotiation with union. - Multiple union handle. - Negotiation with unions demands. - Action taken to remove contractor labour. - Managing all local Unions with good relation. - Contractor labour training. - Hunger strike closing. - Till date 20nos strike closed without a single day plant stoppage. - Good relation with all political parties. - Managing with Media to make good relation. - Attained around 200nos meeting with union & govt dept about labour issues. - Handling Multiple Union at Paradip plant. - Charter demand closing without any hampering Production. - Discussing with Local Pollution union for not to disturb our operation. - Maintain all rules & regulation as per Govt Instruction. - Maintain Good relation With Port Authorities. - Handling multiple union at Port Jetty area for Unloading Ship. - Maintain Good relations with Neighbor Industries. - Maintain good relation with each & individual employees. - Employee Relations & Involvement - People Development - Recruitment - Joining / Exit formalities for employees - Induction process - Formulation of policies and procedures for a new organization (SOP) - Preparation of monthly reports (HRMIS) - Reward and Recognition - Community Development - Safety & Housekeeping of the plant - All Recruitment for the Eastern region =========================================================================Union Matters, Collective bargaining, LTS, PMS, Recruitment, Discipline, Productivity, Culture, Change Management, Training & Development, Salary & Wage administration, HR BudgetingLocal language must be known. ob description - The General Manager HR (Employee Relations & Compliance) is responsible for providing subject matter expertise on the prevention and resolution of complex employee relations issues. He/ she will be responsible for contributing to the overall success of the company by partnering with the HRBPs, Managers, among others, in the handling of corrective action process and in providing strategic intervention to reduce ER issues in the workplace. He/ she will also be providing the day to day solutions/ advice to HR Partners. Responsibilities include: Providing advice on: - Issues with risk of significant litigation or systemic/widespread implications to a LOB/Firm - Issues posing serious risk of media attention - Complex health-related workplace issues - Negotiated Departures - Programmatic and sensitive reductions in force (RIFs) - Mediations Investigate and address issues arising out of: - Employee complaints made via appropriate channels including escalations to the CEO and Head of Human Resources - Allegations of harassment, discrimination or retaliation relating to the Companys Equal Employment Opportunity policy - Allegations by or against HR employees - Serious Code of Conduct or policy violations - Termination Appeals - Severance Appeals Preparation of report: - Creating relevant reports/ statistics - Analyzing case trends and providing recommendations/ interventions Project-related work: - Development and facilitation of Employee Relations Skills training & Create awareness - Review and development of HR policies - Provide insight to and analysis of ER metrics - Acquisitions, Divestitures, Outsourcing, Insourcing and Joint Ventures - Any other projects as may be assigned Qualifications Education/Experience Requirements: - Bachelors Degree in Human Resources Management with Law / Labour Law courses - 12-15 years of HR experience in the Manufacturing/ BPO industry which includes advising on employee relations matters - Strong/ effective people management, influencing skills Knowledge and Skill Requirements: - Detailed knowledge of employment laws and regulations - In-depth expertise of corporate policies/procedures and business practices. - Possesses financial ,business and HR related industry trends and applies them in decision making, where appropriate. - Understands the needs of the business/client and appropriately adapts approach, decisions and activities to best meet long and short term objectives. Ability to work in a global, matrixed, and complex business - Results-oriented; takes ownership of and drives clients and stakeholders towards an appropriate resolution of issues - Ability to make sound judgments under significant pressure and influence across all levels and roles in the Firm including colleagues in HR and with senior level leaders. Effectively partners across multiple stakeholders with competing priorities. - Easily identifies and assesses a difficult situation and makes the tough call while preserving and strengthening relationships - Ability to negotiate and mediate an appropriate outcome balancing the needs of employees and the Firm - Ability to multi-task in a fast paced environment; adjust readily to multiple demands, shifting priorities, and rapid change with composure. - Strong analytical and decision-making skills; combined with the ability to think innovatively - Strong organizational/time management skills - Strong understanding of Corporate Risk and Control policies - Strong people management skills - Excellent verbal and written communication skills - Team-oriented and collaborative approach - Demonstrated success in project managementob description - The General Manager HR (Employee Relations & Compliance) is responsible for providing subject matter expertise on the prevention and resolution of complex employee relations issues. He/ she will be responsible for contributing to the overall success of the company by partnering with the HRBPs, Managers, among others, in the handling of corrective action process and in providing strategic intervention to reduce ER issues in the workplace. He/ she will also be providing the day to day solutions/ advice to HR Partners. Responsibilities include: Qualifications Education/Experience Requirements: - Bachelors Degree in Human Resources Management with Law / Labour Law courses - 12-15 years of HR experience in the Manufacturing/ BPO industry which includes advising on employee relations matters - Strong/ effective people management, influencing skills Knowledge and Skill Requirements: - Detailed knowledge of employment laws and regulations - In-depth expertise of corporate policies/procedures and business practices. - Possesses financial ,business and HR related industry trends and applies them in decision making, where appropriate. - Understands the needs of the business/client and appropriately adapts approach, decisions and activities to best meet long and short term objectives. Ability to work in a global, matrixed, and complex business - Results-oriented; takes ownership of and drives clients and stakeholders towards an appropriate resolution of issues - Ability to make sound judgments under significant pressure and influence across all levels and roles in the Firm including colleagues in HR and with senior level leaders. Effectively partners across multiple stakeholders with competing priorities. - Easily identifies and assesses a difficult situation and makes the tough call while preserving and strengthening relationships - Ability to negotiate and mediate an appropriate outcome balancing the needs of employees and the Firm - Ability to multi-task in a fast paced environment; adjust readily to multiple demands, shifting priorities, and rapid change with composure. - Strong analytical and decision-making skills; combined with the ability to think innovatively - Strong organizational/time management skills - Strong understanding of Corporate Risk and Control policies - Strong people management skills - Excellent verbal and written communication skills - Team-oriented and collaborative approach - Demonstrated success in project management=======================================Recruitment and OnboardingExposed to the full Lifecycle of Employee Recruitment, Selection, Onboarding and Induction.Learning and DevelopmentResponsible for Full Lifecycle of Learning for the Production Employees encompassing Training Need Identification, Training Delivery and Post-Training Assessment. Rewards & RecognitionLaunching and administration of various Reward and Recognition Activities for the Production Employees.Employee Engagement & CommunicationOrganizing various Employee Engagement activities such as Forum Discussions, Family Connect, Welfare Programs and Sports etc.Ensuring Involvement and Participation of Employees in various Participative Forums. Statutory Compliances and LiasoningContract Labour Management Managing Contract Labour Compliances for various Contactors and Suppliers. Statutory Compliances Ensuring compliance with all the applicable legal prvisions.Government Relations Liasoning with Labour Authorities, PF, ESI, LWF and Employment Exchanges as a part of relationship building.OthersBuilding Relations with Employer associations like CII, Indore Management Association and Association of Industries, Dewas as representative.Benchmarking with Other Industries and sharing of best practices for enhanced HR Processes.1. Being directly involved in wages & salary administration and manpower planning, I need to do regular one to one interactions with the employees of different categories on various issues related to manpower, wages & salaries, recruitment, seniority, promotion, welfare facilities, training etc. 2 Involved in the process of outsourcing / rationalization / contract engagements of manpower for different operational / functional areas. Directly responsible for the areas of wages & salary administration, recruitment, seniority, promotions, union negotiations, etc.3. Represented Management in Conciliation Proceedings with the Labour Commissioners, Labour Tribunal on various disputes related to manning, wages and salary administration.4. Involved in dealing with several important legal cases on service matters with Counsels.5. Acted as an Enquiry / Presenting Officer in Disciplinary Proceedings.6. Organised in-house training programmes as Faculty for all categories of staff members on behavioural topics as well as on Wages & Salary Administration.7. Though, by profession I am in Personnel & IR job, business development activities and meeting people are my passions, which was recognised by my Port and as a Member of the Trade Promotion Cell, I was actively engaged for business development activities.Specialties:A Major Indian Port, having direct operations in Civil Engineering (building of roads / townships / jetties, etc), Plants & Equipments, Hospital, Marine, Railways & Cargo Handling Operations, has employee strength of more than 3600, varying from Un-skilled Labourers to Executives / Bureaucrats. Need to do regular interactions with the employees of different categories on various issues related to manpower, wages & salaries, recruitment, seniority, promotion, welfare facilities, training etc.