Sample resume for generalist HR and formats

Sample resume for generalist HR and formats

Name:
E-mail:
Phone:


Seven plus years of experience in generalist HR role primarily in HR Strategies, Manpower Planning & Budgeting, HR Policies, HR Formats & Process Development, Talent Acquisition, PMS,

Employee Induction, Talent Management, HR Operations, HR Analysis & MIS, T&D, Organizational Development, Compensation & Benefits, Payroll, Employee Communication, Employee Relation, Employee

Engagement, Succession Planning, HR Automation, HRIS/HRMS/ERP, Compensation Management, HR Benchmarking, Survey & Feedback Mechanism, R&R, Employee Grievances, Trend Reports, Bell Curve,

Visio, Compa Ratio.

PROFESIONAL EXPERIENCE

ABC PRIVATE LIMITED April 2010 till date
CORPORATE HR BUSINESS PARTNER (HR GENERALIST)
-April 2010 till date: working as Corporate HR Business Partner (Generalist Profile), responsible for partnering with Core Business Vertical (Sales & Support) and driving HR Talent Management

for PAN India.
-
DELIVERABLES
-Framing out the required manpower planning and budgeting along with the Business Head of assigned vertical based upon their budget for FY.
-Drive HR strategy to acquire the manpower within pre-decided compensation broadbanding structure with the Business Head via various sources such as Portal, Campus, Employee Referral, IJP,

Professional Networking, Consultants, Advertisement and Poaching etc.
-Draft the HR policies for the assigned vertical and ensures its effective promotion and implementation.
-Design the Organizational Chart, Career Mapping Flow, Job Description, Job Evaluation, Compensation Structure, KRAs, Compensation Broadbanding and Compensation Benchmarking for the assigned

vertical within defined TAT and budget allocated.
-Prepare the AS-IS and TO-BE analysis of existing HR processes and do the required restructuring in the HR process and carry out the HR Automation part to make the HR function as system

driven to boost efficiency and cost rationalization.
-Identify the prospective leaders and successors of all senior management cadre and design their succession plan to develop the future business leaders from within the system.
-Work with the Business Leaders on alternative business models to boost their revenue along with minimizing the cost which could be either in-house or outsourced sub-functions.
-Prepare the Training Need Identification report for the assigned vertical and find out the most optimum delivery model.
-Responsible for OD Interventions in the assigned vertical to make the organization as a best place to work.
-Drive the employee engagement activities to keep the employees engaged with the organization and boost the retention level.
-Responsible for conducting the sessions on existing and new interventions to keep the employees aware with the system and manage the change.
-Conduct regular auditing of HR processes and functionalities and drive the changes based upon the Business exigency.
-Drive HR dashboard, HR analysis, HR MIS, Trend reports and HR presentations.
-Responsible for Performance Management System of assigned vertical and churn out the promotions and increments based upon the forced distribution, normalization and bell curve methodology

with due timeliness and budget.
-Responsible for handling and developing the HRIS system.
-Motivate and retain the valuable asset through various R&R strategies.
-Manage the entire HR operations for the assigned vertical.
-Balance the business needs with the HR strategy and place the most feasible service available to the Business Heads.

XYZ LIMITED (ESSEL GROUP OF COMPANIES) February 2006 – April 2010
MANAGER – CORPORATE HUMAN RESOURCES

DELIVERABLES:

-Aligning Human Resources to the strategic goals of the organization in capacity of a Business Partner.
-Ensuring Talent Acquisition and closure of Managerial Staffing requisitions with optimal source/channel mixes and seamless pre/post joining practices and induction.
-Designed and implemented online PMS system “PRIDE” for 2500 odd employees.
-Responsible for carrying out the TNI, identify Individual development plan and co-ordinate for the in-house and off-the-shelf training programmes.
-Ensuring HR Induction, Employee Engagement Programmes on PAN India basis.
-Responsible for Employee Relations, Talent Engagement Index (Gallop), Employee Feedback and Employee Satisfaction Survey.
-Responsible for strategizing and implementation of HR Policies, Compensation & Benefits, Flexi Compensation Structure, Payroll, Organizational Grading System, Job Broadbanding, Job

Description (HAY), Job Evaluation (HAY), Succession Planning, Employee Engagement, Career & Competency Mapping, R&R, HR Connect, HR Automation, Talent Identification, Compa Ratio, Bell Curve,

ESOP Structure and many more.
-Administrator of ERP/HRIS/HRMS Management process and responsible for AS-IS and TO-BE analysis of SAP implementation.
-Ensuring regular HR Analysis, HR Dashboards, HR MIS and HR Reports to cater the need of Head – HR and Management.
-Responsible for OD Interventions to boost the level of Organization via improving the engagement level.
-Designed and implemented HR Portal to cater day to day information and transactional need of employees.
-Ensuring the drafting and implementation of benchmarked HR Policies to set up the desired protocols.
-Responsible for PF, ESI, Exit Interview and Full & Final proceedings.

PERSONAL QUALITIES

-Self motivated
-Like to work on challenging timelines
-Rationale and analytical approach
-Proactive, strategic thinker and problem solver
-Team player and individual performer
-Always keen to learn and adopt the changes

EDUCATIONAL QUALIFICATIONS:
--
--
--
--

Personal Details

Date Of Birth:
Languages Known:
Address