DR. KULADEEP KUMAR REDDY YEDURU
GENERALIST HUMAN RESOURCE MANAGER WITH EXPERTISE IN TALENT MANAGEMENT \ ACQUISITION & EMPLOYEE ENGAGEMENT
Dr. Kuladeep’s objectives are very simple; to make his company’s objectives his own, to live their values in his every day work, over achieve their targets and effectively deliver against their strategy. He is a loyal and honorable employee and he is committed to ensuring all actions are aligned to the company’s objectives.
An astute and dynamic professional with more than 16 years’ experience in HR, Operations, Corporate Affairs and Senior Management with multi–tasking abilities in driving individuals’ efforts towards achievement of organizational goals. Successfully handled the roles of a Change Agent and Business Partner in IT, ITES, Manufacturing and multi-business corporations.
Career background in Management, Leadership and Training is underpinned by advanced studies in Human Resources Management providing the backdrop to Leadership in HR, Training and Development, New Initiatives in HR Strategy, Talent Acquisition, Organizational Development, Employee Engagement and Comp & Ben functions in IT, ITES, Manufacturing and multi-business conglomerates. Acknowledged for capacity to inspire, lead, mediate, and deliver predefined goals despite a diversity of personal agendas, tight deadlines, changing priorities and business environment.
Has in-depth experience & expert knowledge in Talent Acquisition, Talent Management, Talent Development and Talent Engagement functions. Extensive & enriched contacts in Recruitment market for global & domestic business and has recruited 10000 + resources in my career most in the Senior Management Roles.
HR Best Practices:
• Conducting various HR related activities on regular basis, viz.:
• Town Hall meeting.
• Brainstorming Sessions and Generating Periodic Reports.
• HR Help Desk / Single Window / Line HR.
• HR Audit Internal & External.
• HR Issues Escalation Matrix, Applying various retention measures to control attrition.
• Fun at work (Cultural Meet / Quiz / Functions / Get Together / Outing).
• Back at Home (Family Get Together / Groups).
• Review Exit Interviews & Retention Plans.
Professional Strength:
• Taking initiative and accepting Responsibilities Cheerfully.
• Being a part of the solution to any work problem – if happened - and not the problem itself.
• Ready to learn anything and to have any required Training.
• Accepting Others Opinions through Listening and Understanding.
• Making Very Strong Presentation in any aspect.
• Willing to ‘Travel an Extra Mile’ when work needs that.
• Assignments are challenges for growth and development.
Core Competencies
-Manpower Planning & Talent Acquisition - Induction & On-boarding - Compensation Benefits
- Employee Engagement - Training & Development - Policies & Procedures
- Performance Management Systems (PMS) - Organizational Development - MIS & Analysis
- Human Resource Information System - Payroll & Statutory Compliance - Exits & Separation
- Vendor Management - Market Intelligence - HR Best Practices
Key Deliverables
Talent Acquisition & Retention
? Driven the Annual HR Planning process including headcount budgeting, headcount allocation, HR Planning & Staffing Function Excellence for the organization. Work closely with external Search firms, proactively identify talent needs and staff open position with high-quality talent. Preparing the hiring plan based on the job specification and job description
? Spearheading end-to-end hiring & recruitment life-cycle for sourcing the best talent from diverse sources.
? Forecasting & managing the budgets for recruitment and competency based manpower planning.
? Handled Internal Job Posting & Job Rotation policies for providing opportunities to existing employees.
? Driving the annual manpower plans and implementing the same based on the projected manpower requirements for organization in line with the business and growth plans.
? Screening the resumes, testing the applicants, for Middle and senior positions.
? Developing / implementing new recruitment / selection policies as per staffing projections.
? Succession Planning up to Departmental Head
? Handling salary negotiations and compensation administration in line with the industry standards.
Induction & On Boarding:
? Managing orientation program for employee to the business and culture.
? Induction- On boarding of new Incumbents by designing an Induction Program of New Joined with a structured way
? Scheduling and conducting the Induction/Orientation Programs for smooth transition of new entrants. Completing Joining formalities for all new hire.
? Prepare welcome note and circulate to all concerned and introduce the new entrants to all employees.
? Educating the employees about the policies – Roll Outs.
? Coordinated Scheduling & conducting Training Schedule for the new hire.
Compensation Benefits & Payroll:
? Constantly monitor any variance between the budgeted and actual salaries and headcount.
? Handling salary negotiations, payroll system and compensation administration for middle and Sr Levels.
? Managing various activities related to compensation management payroll administration and to make all necessary co-ordination for a smooth and efficient pay roll processing operation (variable compensation, incentives, expatriates compensation, special payments).
? Gather all necessary data to benchmark salaries and benefits.
? Ensuring adherence to the payroll calendar timelines for payroll output in accordance to TAT.
? Coordinating the full cycle of the payroll matters with the payroll vendor to ensure that the payment made to employees is accurate and complies with the statutory requirements.
? Compile all data needed for the annual salary review, and the annual performance appraisal analysis.
? Looking after comp. revisions/promotions, preparing and issuing salary change/promotion/transfer letters and salary information, Compensation fitment decision aligned to company policies.
? Look at all programs from a strategic review perspective.
? Revisit Incentive Plans and foster a pay for performance culture where opportunities allow, particularly in the area of bonuses and annual increases
? Review C&B policies and programs and liaise with various levels of management to establish areas of concerns which may be addressed using C&B techniques
? Responsible for rollout, spearheading and closure of annual and mid- year compensation review cycle
? Manage Incentive Plans and ESOPs for Senior Management
? Management of specific Retention Bonus and Hot Skill programs
? Monitor and support compensation market analysis and job pricing by way of regular C&B surveys
? Ensure effective communication and training on implementation of C&B programs
? Member of the global comp team and represent in various C&B forums (internal and external).
Employee Relations & Engagement:
? Regularly discussing specific issues with employees regarding their grievances, hindrances and undertaking steps for resolving them.
? Developing / updating and implementing compensations plans, reward & recognition schemes, HR policies and communicating them across the organization at all levels.
? Conducting Employee Surveys / Poll to analyze the results and drive initiatives based on the findings.
? Strengthening employee engagement initiatives like People Committee, Fun & Charity, Leadership, and Offsite.
? Defining the job responsibilities and ensuring role clarity by using performance driven parameters.
? Handling activities pertaining to employee retention and keeping attrition under control.
? Implementing the Employee Referral Program to institutionalize a referral culture among employees.
? Establishing the Employee Relation Committee to act as a catalyst in addressing issues and concerns.
? Organize fun/ team building activities and encourage participation of team members.
? Conducting Developmental Workshops for employees to enhance skills.
? Handle issues pertaining to salary, incentives, leaves etc.
? Coffee with CEO (Employee of the month Program) & Star Employee ( Employee Development Plan) are initiative under this category
? Initiated various communication forums like monthly & Quarterly Open Houses
? Identifying patterns, trends and root causes for making recommendation(s) to Management to improve motivation, increase retention, engagement and efficiency of employees.
? Looking after the employee lifecycle related activities from joining to resignation of employee.
Training & Development:
? Map competencies of team members with Training & Development team to determine training needs.
? Identify key skills, specialty skills and propose training needs accordingly, preparation of training modules, calendar, schedules & batches for imparting training on various topics including measurement of effectiveness.
? Understanding & Conducting the training requirements for employees & organizing training programs, workshops (using both Internal/External resources) for Technical, Managerial & Behavioral topics.
? Budgeting & organizing customized training programmes based on the training need analysis to enhance the manpower skills & efficiency.
? Interface with top management and external vendors and suppliers for the implementation of corporate training or training programs to meet the business needs where appropriate.
(PMS) Performance Management Systems (Appraisal) & Implementation:
? Implementation of the PMS, Working towards change management and building strong performance driven culture. Co-ordinate and complete the Annual Performance Review of all the employees on time.
? Handling the Balanced Scorecard based Performance Management System and identifying scope for improving the same.
? Hands on experience in Balanced Scorecard Implementation
? KRAs for the various departments. Annually issue the appraisal forms, to train employees on defining their KRA’s, to ensure timely submission of the forms from various departments co-ordination of Monthly performance review meet, Data analysis of the received ratings
? Handling Performance Management & Employee Development System, including the probation appraisal.
? Imparting training on PMS, Defining KRA, Self Appraisal, Mid Term Review and retention Management.
? Initiating rewards & recognition program & implementing incentive system for employee motivation.
? Coordinated and driven Performance management activities and employee surveys.
? Implemented credible goal setting and performance review process for all dept owners to focus on their goals.
Human Resource Information System:
? Maintain up-to-date recruitment progress report, talent database and all related staffing communication for smooth running of the Human Resources Information System.
? Monitor & Ensure Regular and timely update of database for personnel records (personal details, position, salary, appraisal outcomes, and leave records) for correct and just-in-time information required on employee status.
? Ensuring all employee personal files are updated with necessary documentation.
MIS & Analysis:
? Preparing and presenting the Weekly/Monthly/Annual Reports pertaining to Payroll Recruitment T&D EG.
? Responsible for monthly HR review reports related to Headcount, Attrition, Hiring, Cost, Engagement, etc.
? Handling the MIS functions & analyzing activities pertaining to the HR function, review data and trends.
? Managing & reviewed various activities related to attendance.
? Reviews & Dashboards related to Monthly performance and Attrition analysis.
Policies & Procedures / Compliance:
? Defining plans, policies and strategies for greater operational effectiveness and manpower deployment.
? Developing / updating and implementing compensations plans, reward & recognition schemes, and HR Policies and communicating them across the organization at all levels.
? Review the staffs rules and regulations (or employee handbook) on a regular basis.
? Responsible for Auditing of all HR Processes & Policies to ensure the policies are amended on timely basis.
? Interface and Liaison with statutory authorities in connection with business operation.
Statutory Compliance:
? Ensuring completion of all year ending activities, including investment proofs submission, Form 16, etc.
? Coordinating with the legal professionals for legal issues and adherence to statutory requirement.
? Assuring that all the relevant statutory remittances are made as per timelines.
? Coordinating with the payroll & finance department to check the status of/for clearance of PF settlements (withdrawals / transfers) are processed as ongoing basis.
Exits & Separation:
? Review exit interviews and related tasks.
? Ensuring relieving documentation & deactivation of employee access to corporate network, Emails, premises and completion of exit formalities and recording of documentation.
? Analyze attrition data and develop strategies to manage and reduce the attrition, created a system to map attrition.
? Ensure F & F settlements for ex employees are processed within prescribed timelines.
Vendor Management:
? Managed Vendor account Relationships and devised methods to review the progress with each account.
? Manage performance of Vendor partners across India, Singapore & UK.
Market Intelligence:
? Manage the process of Identification of competing companies for each competency recruited and report the hiring practices and trends.
? Manage the process of Identification of competitors and the employees in key positions for each competitor.
? Ensure development and up gradation of database of critical intelligence information on vendors, competitors, potential hires from competitors, salaries, shifts across companies.
Professional Experience
Present Company
Working in Al Ahli Holding Group, Dubai, UAE as a Group Manager – Human Resource from 20th February, 2013 to Present. The Group has 26 companies under its Banner like Construction, Plastic, Iron Ore, Aluminum, Media & Entertainment, IT Infra, Steel Fabrication, Super Markets, Outlet Malls, Theme Park, Hotels & Fitness side of Business.
Role Group Manager – Human Resource in UAE
Responsibilities
• Understand the vision and objectives of Owners and develop HR & Admin strategy and tactical plan for its implementation
• Implement HR & Admin strategic and tactical plans as agreed with the Owners
• Develop and implement of policies and procedures, KPI’s and Schedule of Authority within the Group companies to align company operation as per the vision of the Owners
• Efficient and effective administration of all human resources within various departments of the group companies
• Defining and setting high level standards for all group company personnel (including key executives) to follow during day-to-day operations
• Develop and implement annual/quarterly HR/ manpower/ Head Count budgets Implement formal monthly HR & Admin reporting to the Owners (including Head Count budget and the actual)
• In coordination with Owners define and implement KPI’s for Business Unit Heads. Ensure monthly monitoring and reporting process for progress on achievement of KPI’s (KPI’s Vs Actual)
• In coordination with Business Unit Heads define and implement KPI’s for all group company key executives and Department Heads. Ensure monthly monitoring process for progress on achievement of KPI’s (KPI’s Vs Actual)
• Manage annual performance appraisals for all personnel within the group companies in coordination with Business Unit Heads and respective HR In charges
• Develop and implement training plan across the group companies to upgrade the skills of employees
• Design and implement Organizational structure, job descriptions, Goals & Objectives, KPI’s across all group companies
• Design and implement pay structures for all group companies
• Propose Organizational Structure changes in consultation with all the stakeholders
• Recruitment of suitable personnel/ professionals for Top Management role within various group companies
• Develop strategy for major/ radical changes within the group companies (if required) and facilitate change management in coordination with the key stakeholders
• Investigate and take decisions regarding disciplinary matters for all employees/ staff within the group units in coordination with the Business Unit Heads and Company HR In-charges
• Manage or oversee negotiation with company personnel as deemed necessary regarding wages and increments
• Overall management of hiring or termination of staff/ talent in line with requirements of the company’s needs
• Process payroll for employees of Al Ahli Holding Group in coordination with other group companies
• Manage the team of HR & Admin within the group companies
• Ensure highest ethical conduct of self and the employees of business units
Past Company
Working in Finesse FZ LLC, Dubai, UAE as a Head of Human Resource from 08th March, 2009 to 19th February, 2013.
Deputed to SISCOM, Riyadh, Saudi Arabia as Recruitment Manager & Employee Relations from 08th March, 09 to 31st June, 10
Role Head – Human Resource in Dubai
&
Talent Acquisition & Retention Manager (Recruitment & Employee Relations) in Saudi Arabia
Responsibilities
• Improved Relationship management techniques with clients and prospects, to ensure that we our requirements pipeline is healthy.
• Sole point of contact to understand all IT job descriptions from clients / prospects, which is then explained to the team to source the right profile in less time to the client.
• Attrition management techniques to sense early warnings of back outs from candidates
• Handling all aspects of contract negotiations/ signing/invoicing/ payments follow up.
• Devised head hunting techniques based on the recruitment intelligence being built within the company
• Was responsible for optimum utilization of the resource pool and ensure minimum resources in free pools
• Employee Relations and Corporate Alignment:
• Creating harmony between organizational and personnel goals with a view to ensure achievement of organizational mission. Hands on experience with Off Campus Recruitment \ Staffing
• Regularly discussing specific issues with employees regarding their grievances, hindrances and undertaking steps for resolving them.
• Determining motivation & satisfaction levels of employees through personal interaction & surveys.
• Managing Employee grievances and employee relations
• Leadership Development Program:
• Co-designer and process owner for the leadership development program - an initiative for building leaders within the organization
• Tracking and identifying star performers from various vertical/practice across centers
• Responsible for tracking the progress of the individual, this goes as an input for the performance appraisal of the employee
Past Company
Worked in Invensys Development Centre India Pvt. Ltd, Hyderabad, India as Manager – Talent Acquisition \ Employee Relations from 19th November, 2007 to 6th March, 2009
Role Manager – Talent Acquisition \ Retention & Employee Relations
Responsibilities
• Interaction with Resource Partners (RP) and Client Partners (CP) on sourcing needs and fulfilling the same with excellent turnaround time.
• Responsible for getting the candidate for an onsite interview, accordingly coordinate with the client/candidate and Admin dept. for his/her travel, stay and transportation.
• Negotiate rates / salaries with candidates / sub vendors
• Release offers with the help of Recruiter to the selected candidates and follow-up regularly till they join
• Interact and build good professional relationship with candidates / clients / consulting firms.
• Well versed with Synergy an e- recruitment site developed for In-house Recruitment.
• Preparation of MIS on status of open requirement, closures, recruitment activities by the Team, Team performance report and submit to Management.
• Well versed in Internet job portals like Dice (for US candidates), Monster, Naukri, Career Builder and Hot Jobs (for US candidates).
• Well versed in both Onsite (America & UK staffing) and Offshore (India & Singapore) recruitment.
• Conducted Campus Interviews along with the Hiring Teams members.
• Handling the short term contract opportunities for the open requirements.
• Identifying potential vendors and submitting status reports on the vendor’s performance to the MGMT.
• Excellent exp. in negotiating rates with the vendors.
• Excellent in follow-ups with the vendors and making selection to closure.
• Assessing employee performance on a periodical basis, as per the specified company policies.
• Working towards improving PMS for providing rewards/appreciation’s for successful performers.
• Charting out promotions, bonus, and salary increments etc., based on employee performance.
• Creating harmony between organizational and personnel goals with a view to ensure achievement of organizational mission.
• Regularly discussing specific issues with employees regarding their grievances, hindrances and undertaking steps for resolving them.
• Determining motivation & satisfaction levels of employees through personal interaction & surveys.
• Monitoring leave/attendance system and leave data availability.
• Managing Employee grievances and employee relations
• Personnel files, Handling generation of offer / increment / promotion / confirmation letters, etc., created these & put into place all the relevant forms & documents required
Past Company
Worked in Catalytic Software Ltd., Hyderabad, India as Senior Manager – Generalist Human Resource from 04th October, 2004 to 15th November, 2007
Role Senior Manager –Generalist Human Resource
Responsibilities
• Grew the Team Size from 23 – 284 Employees in a span of 3 Years in Hyderabad. I was Responsible for the New Start Ups in Hyderabad away from the Campus. We had a City office where the primary focus was on SAP Domain.
• Coordinating with cross-functional departmental heads for assessing their manpower requirements.
• Maintaining a data bank of potential candidates/ ex-employees.
• Interfacing with recruitment agencies/ placement consultants for selection of appropriate candidates and forwarding vital information about the position requirements and associated remuneration and privileges.
• Managing the post-selection activities such as generation of offer/ appointment letter, induction, etc.
• Creating harmony between organizational and personnel goals with a view to ensure achievement of organizational mission.
• Regularly discussing specific issues with employees regarding their grievances, hindrances and undertaking steps for resolving them.
• Educating the employees about company policies and rules, to be followed.
• Determining motivation & satisfaction levels of employees through personal interaction & surveys.
• Monitoring leave/attendance system and leave data availability.
• Managing Employee grievances and employee relations
• Handle issues pertaining to salary, incentives leaves etc.
Past Company
Worked in TeamLease Services Pvt. Ltd., Hyderabad, India as Senior Career Consultant \ Team Leader – Sourcing SBU from November 2003 to October, 2004
Role Senior Career Consultant \ Team Leader
Past Company
Worked in CellExchange (India) Pvt. Ltd., Hyderabad, India as Manager – Resourcing from March 2002 to November 2003
Role Manager – Resourcing
Responsibilities
• Coordinating with cross-functional departmental heads for assessing their manpower requirements.
• Maintaining a data bank of potential candidates/ ex-employees.
• Interfacing with recruitment agencies/ placement consultants for selection of appropriate candidates and forwarding vital information about the position requirements and associated remuneration and privileges.
• Managing the post-selection activities such as generation of offer/ appointment letter, induction, etc.
• To strengthen the core development team from the existing 28 employees to 140 employees in a time frame of 6 Months.
Past Company
Worked in Peopleone Consulting (India) Pvt. Ltd., formerly known as Go4careers (India) Pvt. Ltd., Chennai & Hyderabad, India as Consultant – Recruitment & Outsourcing from October 2000 to March 2002.
Role Recruitment & Outsourcing
Past Company
Worked in Resource Management Consultants Pvt. Ltd, Hyderabad, India as Resource Executive –Telecom & Client Server from June, 1998 to September, 2000
Role Head Hunter
Responsibilities (in Resource Management Consultants, Peopleone Consulting & Team Lease Services)
? Independently handling Staffing \ Outsourcing (Flexi force) for Top Software Corporate in Hyderabad.
? Handling Front\Back end Business Development for Peopleone & TeamLease.
? Head hunting IT Professionals from the companies located in Hyderabad, Bangalore, Delhi, Mumbai, Pune, Trivandrum & Chennai.
? Mining of existing clientele for more Recruitment Mandates.
? Motivating the Team Members for achieving their target.
? Handling On-line Recruitment for US Clients Studying the requirements of the Clients
? Scrutinizing \ Skill-set Assessment
? Strengthening the Recruitment Team in Hyderabad \ Chennai \ Bangalore.
? Identifying the qualified candidates as per the requirement of Client
? Participated in the Salary Negotiation
? Follow UP with the candidate for joining the company
? Payment Follow up with the client after the candidate joins
• Achievements
? Responsible for their Sourcing SBU, building up team size & infrastructure in Hyderabad.
? Started the operations with ZERO resumes in database and achieved 3000 Active Profiles as of date from various parts of the world.
? Achieved the Targets set for the Entire Year (Ranked Number Three out of Seven Centers, Bangalore being the First)
? All the team members achieved their 80% of their target in order to qualify for Incentives.
? Closed critical requirement for our clients within a short notice.
? Closed Several Senior Critical Positions for clients starting Head HR till the Chief Technology Officer.
? Actively involved in the Performance Management System for Hyderabad Branch.
? Received Appreciation Letter from the company for IBM event held in Chennai.
? Received Appreciation Letter from SSI Technologies Ltd., Chennai for closing several critical positions for their company.
? Closed several critical requirements of senior profiles like BDM, PM and PL’s within a short Notice to our clients like Wipro, Aristasoft & Mentor Graphics
Academic Qualification:
Bachelor of Science, in March 1998, from Osmania University, Hyderabad, AP, India
Maters in Human Resource, in June 2002, from RISE University, London, UK
PGDHRM in Human Resource Management in December 2003 from NILEM, Chennai, India
Doctorate in Human Resource Development in October 2012 from RISE University, United Kingdom
Diploma in Computer Applications from Corporate Data, Visakhapatnam, AP
Awards:
Received Best Employee award on Jan 5th 2002 from Peopleone Consulting India Pvt. Ltd.,
Received an appreciation letter from PeopleOne Consulting India Pvt. Ltd., Chennai, INDIA
Workshops & Certifications:
Brain Bench Certified in Computer Fundamentals (Win 95/98).
Brain Bench Certified in HR Concepts (US).
Brain Bench certification in Managing People (U.K.).
Attended a Two-Day workshop conducted by XLRI on Competency Mapping and Psychological Testing