Praveen Athri

Role HR Business Partner • Engaging with business leaders and guiding them on HR strategy, Manpower planning, helping the business to achieve the desired result by bringing the performance driven culture., reward and recognition, change management, feedback sessions, helping the project managers to drive the focus topics as per OD interventions, creating various communication forums like open house, recognition programs, town halls, skip level meetings, periodic target review meetings etc to voice out their opinion. • Talent Management-(Planning-Attracting-Developing-Retaining-Transitioning) a) Understanding Business strategy, Workforce planning, Employer branding, Talent Scouting and development. b) Leading appraisal process across the levels and establishing framework for substantiating performance appraisal system linked to reward management c) Employee development initiatives.(Development centers, development discussions with high pots, Individual development plans, External interventions, position evaluations, Identification of Key talents and Key positions, Succession Planning etc. • Employee Relation(ER); Employee Engagement a) Steering Employee Engagement initiatives across the organization. b) Ensuring prompt resolution of employee grievances to maintain cordial management-employee relations and achieve dedication by workers. c) Regular interactions with various worker committees and periodic meeting with Blue collar employees in different communication forums. d) Contract Labor Management, plant welfare activities etc. e) Disciplinary management. f) Supplementary Manpower Recruitment. • Training & Development a) Conceptualizing and developing training & development initiatives for improved productivity, building capability . b) Identifying training needs across levels through mapping of skills required for particular positions and analysis of the existing level of competencies •Employee Wellness: Well-being champion for GSC India.

First Stint: HRBP for Bosch Building Technology , Thermal technology and Senior colleagues (GM &above) of Bosch India. Key areas of work: Engaging with business leaders on HR strategy, Manpower planning, helping the business to achieve the desired result by bringing the performance driven culture, Driving the performance improvement plans, reward and recognition, change management, feedback sessions, creating various communication forums like open house, recognition programs, town halls, skip level meetings etc. Talent Management- Key position identification, success profile creation, mapping the key talent from talent pool, career development discussions, succession planning, development centers, position evaluation, performance management, learning and development etc. HR operations- Policy review, preparation and implementation of people communication and engagement plans, handling the employee engagement survey, Great Place to work initiatives, employee grievance, employee mobility etc. Corporate HR Function. Special projects: Associate survey and Talent Associate review, Great place to work, integrated talent Management, Position evaluation. Second Stint: Plant HR/IR at Bosch Jaipur. .Key areas: Maintain healthy ER at plant level, Salary/Wages management, Performance Management, Training and Development, Manpower MIS, driving workers career development programs, Contract Labor management, Compliance management, Grievance & Disciplinary management, Audit management, managing employee engagement survey, Awareness sessions on labor laws and other critical topics like code of conduct,POSH etc, Managing court cases, Managing Employee communication forum like round table meetings, monthly union meetings, Open houses, internal committees etc. Special Projects: 1) Process improvement-Digitization of HR process, 2) OD thru GPTW initiative, 3) Compliance management tool 4) Contract labour optimization 5) Launch of industry 4.0 based attendance/access control system.

First Stint: Manipal Hospital Goa - From June 2013 to Feb 2016. Second Stint: Manipal Hospitals Whitefield Bangalore(Erstwhile Columbia Asia Hospital) - From Feb 2016 to April 2017 • HR Budgeting & ensure that expenses are aliened to the budget, Manpower planning and ensuring that the manpower numbers are optimal. • Talent acquisition(end to end), • Talent Management: Performance management, Development center(DC) initiatives, Identification of Key position/Key talents, Succession planning, position evaluation etc. • Learning and Development: Budget preparation, Outbound training programs, counselling/feedback sessions etc. • Special programs Management: Implementing & monitoring the Manyata (Manipal Reward & Recognition scheme) across the units. Facilitating application of (GPTW) Great Place to Work initiatives, Madhyam a Manipal career development program, EKTA-a process improvement initiatives across Units. • Statutory compliance: Engaging with PF, ESIC, Shops and establishment, labour department and board of apprentices; periodic returns return filing.• Compensation and Benefits • Handling the day-to-day grievances of the employees and supporting team members to handle the grievances, conducting the grievance committee meeting & POSH committee meetings etc.• HR Administration: .• People communication Plans: Monthly open houses/recognition programs, Qtrly open house, worker’s committees meeting, Skip level meetings, and department level meetings-Create plat forms to voice employee’s opinion. Significant Accomplishments • Proficiently worked towards establishing new unit (Green field Project) in terms mass recruitment& stream lining the people process • Efficiently streamlined the induction process, taken the necessary approvals from Govt. authority & initiating the training and development programs to cope up with the change management • Part of implementation team of MADHYAM (Career development program) and implemented across Manipal Units.

Corporate HR for Weir India and HRBP for Weir Engineering Services.

• Talent acquisition: Plan the future manpower requirement, Campus engagement, consultant engagement, written tests, HR rounds, Psychometric analysis, background verification, Onboarding management & Induction, Managing special programs like GET,DET etc • Learning and Development: TNI, training calendar, Training Budget, internal and external trainer/ agency engagement; design & conduct outbound training programs, arrange counselling/feedback sessions, Online training programs, ROI analysis etc • Employee engagement: Activities like team outings, family day, annual day, in-house sports and cultural events. • Industrial relation: Regular interaction with Union. Conducting periodic meeting with blue collar employees, Grievance handling, Disciplinary Management, Contract labor management, coordinating with govt agencies like labor department, factories and boilers department, engaging with unionized employees thru various communication forums etc. • Performance Management: Yearly/half yearly performance reviews, forced ranking/normalization/bell curve. • Continues improvement programs: Incharge for 5S implementation for all 3 EPG units , implementation of Suggestion and Kaizen schemes. co- coordinator for employee engagement survey at other EMERSON units.

• Talent acquisition: Plan the future manpower requirement, Campus engagement, consultant engagement, written tests, HR rounds Psychometric analysis, background verification, Onboarding management & Induction.. • Learning and Development: TNI, training calendar, internal and external trainer/ agency engagement; outbound training programs, arrange counselling/feedback sessions. • Performance management: Periodic performance reviews, Bell curve implementation, normalization, forced ranking, performance improvement plans etc. • Compensation and Benefits: Payroll management thru external agencies, Benefits management like loan, festival advances, LTA, medical, insurance, gratuity, and superannuation etc. • Statutory compliance: Engaging with departments like PF, ESIC, factory inspectorate, labour department and board of apprentices; periodic returns filing. • Industrial Relation(IR) and Administration: Contract labor Management, Periodic meetings with blue collar employees, Grievance handling, and Regular interactions with works committee, Handling canteen, security, transport etc. • People communication Plans: Monthly open houses/recognition programs, Qtrly open house, worker’s committees meeting, Skip level meetings, and department level meetings-Create plat forms to voice employees opinion. • Grievance handling: address the grievances related to salary, transport, housekeeping, security, canteen etc. • CSR: in-charge for internal social service group” SGCD Spoorthy”. Engage employees in to social service and conducted village camps • Digitization of HR process like appraisal system, monitoring of six sigma projects, online time office management, LTA/medical claims, shift management. Significant Accomplishments • Completed the standing Order Certification • Started In-house Social Service Group “SGCD Spoorthy” • Merit of winning 1st prize in the “ABK-AOTS DOSOKAI” 5S Annual Award • Launched CSR group at Saint-Gobain.