Motivated and result driven HR Management Professional. Strategic and logical thinker, adept with highest level of analytical skills and thoroughly updated with the new trends in Human Resources.
Currently i'm serving as the Corporate Assistant Talent & Culture Manager at Pride Hotels Group. It has been an incredible journey of approximately three years with Pride Hotels Group and an overall six years in the hospitality industry, working with esteemed brands like ITC Hotels, RAMADA, and The Park Hotels.
Industry: Hotels & Resorts
Department: Human Resources
Job Level: Management
Job Role: Assistant HR Manager
Nationality: India
Current City: Pune
Current Country: India
Education Level: Post Graduation
2018 - Present (6 Years)
Pride Hotels Ltd, India
DUTIES RESPONSIBILITIES - STRATEGIC <br> <br>1. Recommends and defines operational objectives and develops specific short-and long-term plans to achieve organizational growth. <br>2. Provides guidance and focus to the department to develop and implement business plans <br>3. Researches analyses new products, pricing services in the market and introduces these ideas in lines of the operational budget to achieve maximum profitability. <br>4. Identifies key drivers of business success and keeps team focused on the critical processes to achieve results; ensures integration of hotel goals in departmental game-plans <br>5. Integrates business information and foresees events which may directly or indirectly affect the department’s business plan and works on an effective strategy to address the same. <br>6. Establishes, in co-ordination with Senior Management Team and PR, plans, objectives and strategies to build a positive image thereby maximizing customer satisfaction and goodwill. <br>7. Prepares and participates in the Monthly Review. <br>8. Develops and monitors strategies, procedures and policies for controlling expenses. <br>9. Plans for future staffing needs. <br>10. Is in charge of all employee related strategies and initiatives <br>11. Prepares the HR plan and all related activities in consultation with VP OPS- defines ideal manpower. <br>12. Creates a synergistic leadership team and business environment that consistently delivers positive business results and strives on improving the same <br>13. Develops and continuously monitors all HR strategies and employee related issues in the hotel, including recruitment, selection, compensation benefits, performance appraisal, employee reward recognition, employee welfare and engagement activities, disciplinary actions, wage settlement, union related issues etc. <br>14. Develops and implements a plan for CSR initiative for the year - indicating the theme and institutions to address. <br> <br>OPERATIONAL INTERPERSONAL <br> <br>1. Makes key decisions regarding day-to-day operational issues; removes obstacles to success and ensures adequate resources are available to achieve business results. <br>2. Periodic travel to all the hotel units for review and guidance. Agenda to be shared before travel to the respective hotel unit. Travel plan to shared well in advance for approval and meeting points to be circulated. <br>3. Reviews financial reports for the department and works on it for enhancing revenue managing costs <br>4. Identifies opportunities to increase profits and create value by encouraging innovation and driving necessary change. <br>5. Serves as the one-point-contact for all activities and communication related to the department <br>6. Maintains strict vigilance over the established hotel policies and procedures and takes immediate corrective measures whenever deviations are noticed. <br>7. Reviews findings from various sources like CFS, ICSS, Safety Audit, Internal Audit, Hygiene Audit, Mystery Audit initiates corrective/preventive actions based on the same in consultation with the HODs. <br>8. Ensure all the local laws, rules and regulations are strictly adhered to. <br>9. Analyses employee satisfaction results for the hotel to identify key dis-satisfiers as well as high satisfiers among employees and makes plans to minimize the dis-satisfiers and sustain/improve the strengths. Develops initiatives to “engage” associates and create an energized work place <br>10. Recruits Executive Committee members and HODs who demonstrate strong functional expertise, creativity and entrepreneurial leadership to meet the business needs of the organization. <br>11. Recruits other executives and staff as per company guidelines, job specifications in line with the organization values. Activities include (but are not limited to) sourcing of resumes, interviews, Mapping of Salary expectations with existing executives, compensation benefits, joining formalities. <br>12. Monitors manpower numbers and ensures that they are within the ideal manpower standards – and payroll cost is within budget. At the same time also ensures that the budget allocated for employee welfare activities are adequately utilized <br>13. Analyses lead time to recruit results and ensure that all vacancies are filled in the least possible time, with the right quality of people. <br>14. Maintains and continually reviews personnel policies, procedures and practices, updating and \\ or recommending improvements as appropriate to Management. <br>15. Manage the complete performance appraisal process- ensure all executives have got clearly defined objective KRAs and ensures that the target setting (KRA Part A), Mid year Review (KRA PART B) and Final Appraisal (KRA PART C) are completed in time and in accordance with corporate HR Guidelines. <br>16. Based on the final decision of the executive increments, hands out the letters to the concerned and implements the salary correction as decided. Also, in consultation with VP OPS, prepares career development plan for all executives. <br>17. Facilitate the appraisal process for staff – and decide on increments based on the same. <br>18. Wherever applicable, leads the management team in negotiations with the union(s) for the settlement and implementation as well as other issues. <br>19. Contributes to the development and implementation of improved methods of work and better utilization of staff and enhanced productivity in all areas. <br>20. Counsels hotel personnel as needed in areas such as career planning, training and development-as well as in interpersonal issues etc. <br>21. Participates in developing and implementing programs to ensure employee health, security and safety. <br>22. Reviews hotel benefits and compensation levels in comparison with competitors and makes recommendations to ensure the hotel remains competitive within the local employment market as appropriate. <br>23. Ensures the hotel and all contractors are compliant with all statutory requirements eg. <br>PF, ESIC, Gratuity and other Acts. <br>24. Prepares and submits periodic reports for management’s use in accordance with VP OPS and government requirements, such as HR MIS Report, health and safety, accident reports, etc. <br>25. Maintains and updates files on employee records, legal documents and other Personnel matters, efficiently and with confidentiality. <br>26. Maintains an exhaustive and regularly updated notice board with relevant information. <br>27. Monitores the other rewards and recognition programs. <br>28. Helps to identify HIPO(High-Potential)/HSHW employees and implements means to develop and retain them as part of succession planning for key positions <br>29. Analyzes the attrition numbers and rework / refine HR strategies to minimize the same. <br>30. Ensures that all the mandatory exit formalities are fulfilled – including completion of exit interview and using the feedback for improvements. <br>31. Assists in maintaining and creating a positive atmosphere within the hotel that allows for open two way communication that ensures morale and productivity reach the highest possible levels. <br>32. Ensures all staff is aware of company benefits and make these available. <br>33. Regularly interact with all employees in various units to understand the grievances <br>34. Ensures all staff facilities are maintained in good order and cleanliness.
