Sandeep Suresh

Experience

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  Ma Foi Strategic Consultants Pvt Ltd

  Nov 2004 - Jul 2006

  Executive - CRD (Turnkey)

  Key Responsibilities:• Handled a Team of five members across Cochin, Trivandrum, Coimbatore, Trichy and Tirupathi Business Partner locations. • Responsible for the End to End recruitment process of our key ITES clients.• Liaison between the Academy and the Procurement division to enhance the revenue opportunities. • Anchoring Campus activities across Tamil Nadu, Kerala and Tirupathi on behalf of our clients.• Was responsible for starting up the ITES recruitment process in our Cochin office.• Ensuring the Quality is maintained as per the client’s requirements.• Involved in Brand Building exercises such as setting up and administering kiosks in malls, taking part in job fairs etc.• Understanding client requirements, sourcing and headhunting candidate profiles accordingly if required.• Handling Walk-in Interview process (conducting Group Discussions, administering tests, short listing candidates and arranging interviews with the client) Show less

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  Infotronics Pvt Ltd

  Jul 2006 - Apr 2008

  Assistant Manager - HR

  Key Responsibilities:• Co-ordinate with the respective Managers with regards to their Manpower Requirements and workout relevant strategies to fulfill the same keeping in mind the TAT. • Handle the Payroll process for the entire Business Unit.• Co-ordinate with managers and ensure 100% accuracy in the Monthly Incentive Payout. • Maintaining and updating all relevant Employee Database pertaining to the HR Department.• Update and Coordinate with the Managers for Appraisals pertaining to members of their respective teams. • Generate reports relevant to Attrition and STPI for the management.• Coordinate with the Finance Department with regards to TDS, PF and Professional Tax deductions from employees. • Point of contact for all escalated Employee Grievances.• Generate Offer Letter (OL) and Non Disclosure Agreement (NDA) as and when new employees join the company. • Issue Relieving or Service Letters according to the tenure of the employee. • Generate Tenure Extension letters for the temporary employees and closely track their cycle. • Bridge the gap between HR Department, other Support Departments and Operations; to ensure smooth process flow. Show less

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  IBM

  Apr 2008 - Feb 2015

  HR Business Partner

  Key Responsibilities:• Partner with Business on Talent Management, through structured interventions.• Strategize and Support Business in Retention of Top Performers.• Work with the Business Groups in implementing innovative solutions that could support Employee Engagement.• Review and Analyze Performance data of Practitioners and provide strategic solutions for improvement.• Provide ongoing support to the People Managers and the Business Leadership on HR Related matters.• Identify and Educate People Managers on People Management aspects through structured Learning Interventions.• Support People Managers in leveraging and deploying HR Programs within their spans.• Support the Business Leaders in Rolling out a comprehensive Rewards & Recognition programs on a Quarterly basis.• Identify and Deliver upon projects that can enable Business perform better.• Work with Business Leaders and enable them with Succession Planning and Pipeline Creation.• Support the Business Leadership with the Pulse of the Practitioners, gathered through Skips, 1x1s, Exit Interviews Etc.• Support and Facilitate Performance Reviews and TBDMs.• Coordinate with Peers and implement best practices from other locations, competencies, verticals and geographies. Also create Best Practices that can be implemented outside my span.• Enable Talent Management through Mentoring, Job Shadowing, Stretch Assignments Etc.• Represent the HR fraternity during Client Visits and Audits at the location. Show less

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  WNS

  Feb 2015 - now

  Sr. Group Manager - HR (HR Business Partner)

  Key Responsibilities:• Partner with Business and Functional Stakeholders on End-to-End employee life cycle requirements; through structured short term and long term interventions• Review and Analyze people matrices to provide strategic recommendations for improvements.• Engage with the business, through the Annual Performance Management cycles• Drive the Talent Management agenda through Succession Planning and ensuring the Development Framework in delivered through collaboration with L&D• Effectively engage with business leadership, on key Change Management initiatives; while ensuring seamless delivery within the assigned work group. • Provide ongoing support to the People Managers and Business Leadership, to take informed decisions involving Policies and Procedures. Show less