Dec 2017 – Feb 2019 · 1 yr 2 mos · Suzhou, Jinagsu,China & Pune, Maharashtra, India · On-site

• Reporting directly to the Managing Director & Vice President Asia Pacific, I work closely with the global and regional management teams to enable the implementation of Chromaflo's human resource strategy in the Asia Pacific region. I oversee all HR functions for offices/facilities and employees in the following countries; Australia, India, Malaysia, Thailand, South Africa & China.
• This position involves the development, implementation and management of human resources systems, policies, procedures and support for the organisation at departmental, local, regional and global levels. I am involved in all strategic company decisions within the APAC region, including but not limited to any M&A's and the integration that follows these.
• Key areas of management for Asia Pacific include:
• Recruitment, Selection and On-boarding
• Employee Relations/Grievance Resolution
• Terminations, Redundancies and Restructures
• Performance Development
• Human Resources Policies and Procedures
• Training, Development and Succession Planning
• Remuneration and Employee Benefits
• Payroll Management
• Due Diligence for Group company and following integration activities
• Enterprise Agreement (EA) Negotiations
• Mergers & Acquisition Integration
• Key achievements in this position include:
• Restructure of organisation in China, Malaysia and Singapore
• Integration of business and people after M&A for all of Asia Pacific
• Due Diligence for all Plants in Asia Pacific
• Successful negotiation with significant cost savings for a 4 & 3 year EBA in Dandenong & China
• Implementation of Online Payroll Leave Systems (Micropay Meridian - Australia; ADP - China; ADP - India)
• moved the HR Department to be paperless

Apr 2014 – Nov 2017 · 3 yrs 7 mos · Paris, France & Mumbai, Maharashtra, India · On-site

• ➡️ 𝐑𝐞𝐰𝐚𝐫𝐝𝐢𝐧𝐠 𝐀𝐬𝐩𝐞𝐜𝐭 𝐨𝐟 𝐇𝐑 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: The most rewarding aspect of being an HR leader is the ability to positively impact people's lives, nurture talent, and influence communities daily.
• ➡️ 𝐁𝐚𝐥𝐚𝐧𝐜𝐢𝐧𝐠 𝐆𝐥𝐨𝐛𝐚𝐥 𝐓𝐞𝐚𝐦𝐬: To balance the needs of geographically dispersed teams, HR leaders must focus on fostering team cohesion through physical meetups, effective communication, and understanding cultural differences.
• ➡️ 𝐋𝐞𝐚𝐝𝐢𝐧𝐠 𝐓𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲 𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧: Leading a team through a major technology implementation requires extensive communication, user involvement, and setting a firm transition date to ensure successful adoption.
• ➡️ 𝐌𝐚𝐧𝐚𝐠𝐢𝐧𝐠 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐃𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐜𝐞𝐬: HR leaders must recognize and address unconscious biases and cultural misunderstandings to facilitate effective communication and decision-making across a global workforce.
• ➡️ 𝐁𝐚𝐥𝐚𝐧𝐜𝐢𝐧𝐠 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐀𝐝𝐚𝐩𝐭𝐚𝐭𝐢𝐨𝐧: HR leaders should emphasize the organization's values and culture over individual cultural norms to maintain consistency and alignment within a diverse workforce.
• ➡️ 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐢𝐧 𝐂𝐡𝐚𝐧𝐠𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭: Effective communication, including feedback mechanisms, is crucial for successful change management, ensuring transparency and alignment throughout the process.
• ➡️ 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐢𝐧 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧: Leadership plays a key role in driving and sustaining organizational transformation by practicing what they preach, aligning on the 'why,' and staying committed to the change.
• ➡️ 𝐑𝐢𝐬𝐤𝐬 𝐨𝐟 𝐎𝐯𝐞𝐫-𝐑𝐞𝐥𝐲𝐢𝐧𝐠 𝐨𝐧 𝐀𝐈: Over-relying on AI for HR decisions can lead to unfair biases and discrimination, as AI algorithms reflect human biases and cannot replace human intelligence and oversight.
• ➡️ 𝐈𝐧𝐟𝐥𝐮𝐞𝐧𝐭𝐢𝐚𝐥 𝐋𝐢𝐭𝐞𝐫𝐚𝐭𝐮𝐫𝐞: "Who Moved My Cheese" emphasizes

Apr 2013 – Mar 2014 · 11 mos · Lonikand,Pune-Nagar Road,Pune,Maharastra,Pune,India · On-site

• 1. Collaborates closely with Plant Leadership and union representatives to ensure correct implementation and accurate interpretation of the contract terms, addressing inquiries, grievances, and other union-related issues for consistent application.
• ⁠2. Oversees the resolution of employee union issues, such as conflicts, disputes, and disciplinary matters, ensuring fairness, consistency, and timeliness.
• Leads the development of local collective bargaining agreements and associated negotiations with employee unions.
• 3. Implements annual Manufacturing People metrics within the plant, proactively monitoring and collaborating with the Regional HR Sr. Director and Plant Leadership to identify and address gaps.
• 4. Oversees and conducts investigations within the plant, ensuring that all disciplinary issues, grievances, and arbitration matters are handled in a timely and effective manner.
• 5. Assesses the severity of each case and escalates significant concerns to Employee Relations or the Regional HR Sr. Director as required.
• 6. Executes Corporate Labor and salaried COE designed products and services within the plant that impact both the hourly and salaried employee life cycles.
• 7. Fosters a positive and inclusive hourly and salary employee experience through proactive initiatives based on feedback through employee opinion surveys, suggestions, and open-door policies to boost engagement and address areas for improvement.
• 8. Leads strategic initiatives to address complex employee relations challenges by conducting thorough stakeholder management, risk analysis, and the evaluation of innovative solutions.
• 9. Leverages lean methodology in collaboration with internal departments, external vendors, auditors, and consultants to make decisions, problem solve and drive effective change management programs.
• 10. Works closely with safety and occupational health leads to address employee health and wellness concerns, conduct safety audits, implement wellness progr

Sep 2012 – Mar 2013 · 6 mos · Chakan,Pune,Maharastra,India

• 𝟭. 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: focuses on sourcing, attracting, and selecting top talent for organizations. It involves designing recruitment strategies, conducting interviews, and managing the hiring process.
• 𝟮. 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀: develop and manage compensation structures, salary benchmarks, employee benefits & incentive
• 𝟯. 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀: handle conflict resolution, employee grievances, disciplinary
• 𝟰. 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: focus on creating and implementing training programs to enhance employees' skills and knowledge. They conduct training needs assessments, design training modules & employee development initiatives.
• 𝟱. 𝗛𝗥 𝗜𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗦𝘆𝘀𝘁𝗲𝗺𝘀 (𝗛𝗥𝗜𝗦):specialists handle data management, reporting, and analytics, ensuring accurate &efficient HR processes.
• 𝟲. 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: They work on change management, design, culture transformation, and leadership development to enhance overall organizational effectiveness.
• 𝟳. 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: performance management set performance standards, establish metrics, and provide guidance on performance improvement and recognition programs.
• 𝟴. 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 𝗮𝗻𝗱 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻: Professionals specializing in diversity and inclusion promote and support diverse and inclusive workplaces. They develop strategies, policies, and initiatives that foster diversity, equity, and inclusion across all aspects of the company
• 𝟵. 𝗟𝗮𝗯𝗼𝗿 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀: This specialization involves managing relationships with labor unions and addressing labor-related issues for example bargaining agreements, resolve disputes, and ensure compliance with labor laws and regulations.
• 𝟭𝟬. 𝗛𝗥 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀: HR analytics professionals collect, analyze, and interpret HR data to provide insights on workforce trends, EE, TM

Nov 2007 – Aug 2012 · 4 yrs 9 mos · Sanaswadi,Pune-Nagar Road,Pune,Maharastra,India

• Reporting to the Chief Executive Officer, was hired to oversee design, strategy and build on the HR & Admin Function with a real focus on setting up HR department for four new greenfield plants, talent development and creating an award-winning culture.

Oct 2003 – Oct 2007 · 4 yrs · Sanaswadi,Pune-Nagar Road,Pune,Maharastra,India

Aug 1998 – Sep 2003 · 5 yrs 1 mo · Pune, Maharashtra, India