Amitava Basak

Experience

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  GE Power

  Feb 2011 - Jun 2011

  Hr intern

  streamlining the hr processes of ge energy for better efficiency

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  Tata Consultancy Services

  Jun 2012 - Aug 2019

  • manpower cost analytics for india and non-india geographies. focus on quality and lead time in reporting to enable agility in decision-making. • support cost to company finalization during policy and process review and maintain repository of best practices across countries for consistency at optimal cost.• work collaboratively with geography, regional, process hr teams, digitization group, offshore shared services and other stakeholders for c&b-related process improvements.• process improvement in global compensation practices, research and analyze market and internal benchmark data and propose improvement measures.• offshore support for respective geographies, with respect to analytics, data management, budgeting, communication and implementation of initiatives/standard compensation interventions, digitization support. show less • playing a key role in recruiting talent for diverse business portfolios of it infrastructure services• responsible for devising a staffing plan along with the resource management group, business delivery partners, and ensure execution of the same by recruiting and onboarding candidates with focus on cost, quality and time.• partnering with the internal sourcing team to ensure timely delivery of profiles to the business to consider for their open requirements.• responsible for partnering with vendors to identify talent for the niche skills and leveraging on the employee referrals through bring your buddy scheme.• responsible for salary negotiations and process compliance throughout end to end recruitment process, manage recruitment sla’s on cost, quality, time.• interacting with the onboarding team and background verification team to ensure candidate delight from offer to joining.• responsible to create awareness among the business teams on the tag process and policies.• responsible for reporting the weekly, monthly, quarterly hiring updates to business and recruitment senior leadership show less • drive the organization wide climate survey pulse and implement time bound action plan to address identified areas of concern.• identification of visible attrition trends and the root cause for the same. collaborating with business and various hr functions for an actionable plan to mitigate attrition• partnering with the strategic initiative team for deployment of online early warning indicator module• initiated and led team leaders hub- enmesh and catalyst for consumer banking-mortgages domain for sharing of best practices• partnered with business leadership to drive the annual rationalization cycle and address any queries/doubts pertaining to the same.• closely worked with employees to understand work related dynamics; provided inputs and insights to business leaders for developing strategies to increase productivity with effective hr policies and initiatives.• identifying and driving the entire gamut of engagement activities like one on ones, skip meetings and clique sessions.• manage the joining formalities, induction & orientation for new recruits to ensure seamless transition into new role.• ensuring 100% compliance on various issues like leaves, annual appraisals, resignations show less

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  Collins Aerospace

  Aug 2019 - Jul 2021

  Deputy manager human resources

  • hr business partner for two major business units – aerostructures & power and controls (500+ employees) • responsible for managing and implementing all aspects of hr including workforce planning, talent development and succession management, employee relations, employee engagement, rewards & recognition, performance management, retention, and change management initiatives that support the business unit in achieving its goals. • counsel and coach managers & employees on management best practices, hr processes, policies, regulations, and other sensitive hr issues. ensure resolution of employee relations concerns including management of compliance investigations with related analysis and documentation. • drive talent management program activities (including, but not limited to identification of high potential employees, development planning and succession planning) • collaborate & partner with hr coe’s on planning & implementation of various country wide hr programs related to – recruitment, branding, compensation and benefits, employee policies, culture, hr compliance and audits, enterprise-wide management initiatives, diversity & internal communications. • talent analytics & insights: empower leaders with high impact analysis and insights that help them take better talent related and business decisions. • talent market research / intelligence & study, competency mapping, strategic planning, hr analytics, strong business understanding, performance analysis, strong cultural awareness, and experience of working in a multinational environment. show less

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  Pratt & Whitney

  Jul 2021 - now

  Hr manager

  organization design: • review organization design and identify the functional capability gaps and build plans to mitigate.• supporting the function & global leaders on formalizing the talent strategies.capability building: • driving strategic discussion regarding org. planning and the hiring need and building managers’ capability on interviewing skills.• provide regular performance management guidance to managers – coaching, counselling, career development and disciplinary actions.• tri-annual reviews as part of the appraisal (connect) process, calibrations, organizational movements, consequence management and rewards.• enhance manager's capabilities on people processes.talent & succession management• quarterly reviews of talent– talent adequacy and succession planning• identifying opportunities for early talent and high potential• help create an idp with the right mix of experience & exposure. • track the progress on idps on a quarterly basis with the managers.• preparation of talent mis employee engagement• conduct communication meetings and focus group discussion with the employees.• close any open points from the communication meetings• conduct skip level meetings and share feedback• drive ‘culture’ in the site with various initiatives; coach and counsel the employees on culture and values• design and execute interventions as per the results from organizational pulse surveys• hr analytics: analyze the trends and metrics (hiring, attrition, training schedule adherence, fte utilization, talent gaps etc. ) to develop solutions for the respective business• consult & partner with the coe to develop programs and policies basis the trends show less