Vijay Kumar Patel

Email: Vijaypatel5072008@gmail.com Address: 371/2 Mahalaxmi Nagar

Phone: 8839141967 Indore 452001(M.P.)

SUMMARY:

Develops policy and directs and coordinates human resources activities, such as employment, compensation,
labour relations, benefits, training, and employee services by performing the following duties.

EXPERIENCE:

Human Resource Executive in Jaypee Group Ltd (June 2013 to August 2014)
Human Resource Sr. Executive in Telexel India Pvt Ltd (September 2014 to March 2015)
Assistant Manager Human Resource in Telexel India Pvt Ltd (March 2015 to March 2017)
Manager Human Resource in Telexel India Pvt Ltd (March 2017 to November 2019)

EDUCATION:

10th + 12th Kendriya Vidyalaya 2009 (CGPA 6.4)

BBA Devi Ahilya Vishwavidyalaya 2014 (Percentage 61%)
MBA Devi Ahilya Vishwavidyalaya 2016 (Percentage 67%)

ROLE & RESPONSIBILTY:

HR OPERATIONS

 Develop efficient processes for the HR functions

 Develop / improve robust mechanisms and processes to manage Employee concerns and grievances
 Develop / improve systems and processes for effective management of Vendor HR functions for
outsourced employees
 Assume ownership for adherence to internal audit spot checks and timely update and completion of
compliances
 Plan and Lead the delivery of quality HR services through adherence to HR SOP’s, guidelines and
organization policies
 Closure of all HR related activities
 Timely closure of payroll processes and inputs
 Facilitate Management retrial and employee benefits
 Ensuring teams are up to date on key HR developments.

LEARNING AND DEVELOPMENT

 Work closely with the Leadership Team to develop and build short term and long term learning and
development strategies of Employees
 Lead the employee and organization engagement strategies and initiatives
 Develop systems and processes for effective implementation of internal training programs in
accordance with the development needs identified in Performance Management / Talent Management
processes
  Assume leadership and responsibility for providing support to the teams across the organization for
development activities such as cross cultural initiatives, coaching etc.
 Responsible for preparing, managing and monitoring the staff training budget and ensuring its timely
administration and maximum utility in accordance with the development plans
 Ensure monitoring systems in place which will give an analysis on progress and key achievements

PERFORMANCE MANAGEMENT

 Work closely with leadership team for ensuring accomplishment of processes in performance
management.
 Ensure timely completion of the Annual Performance & Development Objectives / KRA and quality
Performance reviews as per timelines.

EMPLOYEE ENGAGEMENT

 Design and develop the engagement and communications strategy and supporting plans.
 Manage all communications channels to ensure consistency and relevance.
 Advise organization on employee engagement initiatives ensuring alignment with the vision and
principles and values.
 Support Work stream Leads to design and implement effective employee engagement involvement
relevant to each work stream.
 Understand and anticipate program
 Risks and issues and develop communications involvement to address them as appropriate.
 Monitor and review the effectiveness of engagement involvement and take any necessary corrective
action.
 Continually monitor organization sentiments and report general themes and potential risks.
 Work with the Employee Relations work stream to ensure the change strategy and program
 Communications support the workforce transition and are adaptable with HR policies.
 Regularly cooperate with the Internal Communications Manager for the division development.

TALENT MANAGEMENT

 Develop mechanism for talent retention for various levels of the organization
 Facilitate talent management processes for various levels of the organization
 Lead process for effective communication of content, process and responsibilities to all managers and
implementation of development plans
 Facilitate the development of all individuals to ensure placing the right people in key roles leading to
succession plans for the organization
 Monitor progress along with the line managers towards development plans on a periodic basis to
ensure implementation of the plans
 Work with the Leadership team for further implementation and looking at succession planning

STAFF MANAGEMENT AND LEADERSHIP

 To supervise, guide and develop the direct reports using organization performance management
system
 To build internal capabilities in both people and processes
  Plan for invest on building a cohesive HR Team who works closely with other departments across the
organization
 To provide support on HR aspects to all department of organization as and when required

HIRING MANAGEMENT

 Lead all recruitment related strategies and plans including innovative search techniques for the
organization in collaboration with the respective Managers
 Provide Leadership focus on cost effective way of hiring through innovation and close monitoring of
budgets.
 Identify, analyze and build networks to find qualified passive candidates as per organization selection
requirements
 Lead and develop systems and processes for effective hiring and management.
 Build external networks and relationships with recruiters which will help in getting the right candidates
 Plan and lead new employee orientation to foster positive attitude toward organizational objectives
and culture
 Lead the exit process and support the teams with the analysis around attrition.

CHANGE MANAGEMENT

 Contribute and provide input / advice on any strategic reviews / change management processes

ORGANISATIONAL CULTURE AND DEVELOPMENT

 Responsibility for senior level decision making and day to day management on strategic direction of
the organization with specific focus on Organizational Development
 Develop the HR strategy based on the organizations HR & OD strategy
 Ensure compliance of Anti-Harassment Policies and any other disciplinary issues as outlined in HR
policies
 Ensure structure approach towards managing employee grievances while ensuring compliance to the
local law
 Facilitate the presence of a desired culture through necessary culture building initiatives
 Initiatives towards employee engagement for ensuring healthy work culture within teams

SKILL & CAPABILITY

 Excellent communication and people management skills for stakeholder management apart from
experience of working in a large organization with contemporary HR practices.
 Understanding of the development sector
 Ability to think conceptually and strategically and play an advisory role to senior management and
teams
 Leadership skills, including the ability to supervise and motivate a diverse team
 Ability to support staff from a distance
 Outstanding listening, consulting, facilitation and diagnostic skills
 Superior Collaborative and relationship management skills
 Problem solving, decision making and delegation skills
 Ability to prioritize and manage conflicting priorities
SKILLS:
 Listening skills
 Communicating clearly
 Leadership skills
 Financial planning Skills
 Measure & assess staff training
 Passion for continuous learning
 Learning & development innovative change
 Learning systems management
 Project management
 Quality assurance & controller
 Training Needs Analysis
 Interpersonal skills

PERSONAL DETAILS:

DOB: 01/02/1992
Location: Indore, MP
Hobbies: Photography, Traveling