• Reformed and realigned the HR plans and policies in conjunction with the company’s overall strategic and
development plan
• Developed HR role into that of a respected strategic partner while successfully leading a Culture of Change
• As a Business Partner, Review and redesign Performance Management System and implement it in the entire region
• Coach team on performance management and took it to next level through KPIs, Objective Setting
• Being an HR expert, performed turn over and manpower requirement analysis. Also oversaw the induction programs for the new recruits
• Designed and implemented a new “Career Ladder” based on role and competences
• Introduced & developed salary structure via conducting extensive market research
• Introduced PI & PLI as a tool in recruitment process
• Responsible for end-to-end recruitment in the most appropriate and effective manner
• Worked out on the compensation plan and policies by studying and analyzing the current compensation trends in the market
• Developed and implemented successfully the performance appraisal system for retail field staff including “Store Managers & Salesman”
• Managed successfully the monthly payroll processing with 100% reconciliation and employee satisfaction of 500+ employees also collated and prepared payroll data with proper validation to ensure quality information is submitted for payroll processing to Finance department
• Established a proper organizational structure via HR business partnering initiatives
• Maintained good internal communication within the company
• Developed various reports using MS-Excel Dashboard reporting techniques for management decisions
• Conducted various in-house training sessions resulted in effective man-hours utilization
• Participated in developing Job Descriptions for regional retail management
• Introduced and successfully rolled out “Competency Framework” for retail field management
• Conducted timely meetings with HR Head to dis

• initial interviews of DM and ASM
• Documentation for selected candidates & there orientation
• Maintaining data bank
• Conduct Posting Ads in newspaper
• Coordinate with different institute to arrange suitable candidates
• Conduct assessment test & interview
• Issue and record all HR documents
• Ensure changes to employee records are updated
• Regular visits to retail store
• Manage sales staff attendance
• Handling employee queries
• Ensure timely payroll
• Verify and check staff salaries
• Distribute pay slips to all sales staff
• Manage salary related query
• Helped in making CDP (Continuous Development Performance) module for shop managers
• Helped in making appraisal forms for shop managers
• Conducted CDP session to whole sale and retail team
• Conducted CDP session for District Manager and Area Sales Manager
• Ensure the carrier progression in the staff to keep them motivated

Conduct Training Need Assessment
• Identifying area of opportunities in sales staff
• Conduct training sessions for retail field staff and wholesale staff
• Managing Excellence center
• Manage training budget
• Prepare feedback and reports on training groups
• Identify best practices and make recommendation for process implementation
• Constructing and timely upgrade training modules
• Co-ordinate with district manager for training needs of district
• Conduct Visual Merchandising training for retail field staff
• Conduct induction training for new candidates
• External training programs were conducted for following brands:
o Hob Nob (bakery concept)
o Copper Kettle.
o Stone Age
o US-AID (training project)