Seema Oberoi

Profile Snapshot

A versatile & seasoned professional with over 24 years of experience in:

Strategic HR Planning/Operations Organization Design and Intervention Performance Management

HR Operations Management Talent Acquisition & Management Leadership Engagements

Strategic Business HR Partnering HR Systems & Processes Employee Relations & Communication

· Hands on experience in managing modern HR Systems with deftness in maintaining harmonious industrial relations among management and employees through efficient administration and resolution of grievances

· Well versed with SOX DNV 27000, SAP & People-soft and statutory compliance PAN Asia & Africa

· Demonstrated abilities in providing best practice strategic HR, Compensation & Benefits, Organization Performance initiatives that ensures the delivery of valued and quality services focused on enhancing organization efficiency and effectiveness

· Holds the distinction of partnering with business & planning strategy to increase employee engagement across the business unit

· Capable of maintaining inter-relations between people across all hierarchical levels

· An enterprising leader with the ability to motivate personnel towards achieving organizational objectives and adhering to industry best practices

Core Competencies

· Determining critical results and performance indicators with employee input and documenting them on the performance plan

· Steering Employee Engagement initiatives across the organization and ensuring employees queries and problems are addressed on time

· Formulating HR policies, ensuring compliance and contributing to the development of corporate HR policies

· Updating and implementing HR policies and communicating them across the organization at all levels

· Ensuring motivational climate in the organization, including adequate opportunities for career growth and development

· Interacting with process heads for human resource plan to have a forecast of upcoming businesses and build pipeline of necessary and critical positions

· Providing active support in the selection and recruitment and ensuring that right people with the desired level of competence are brought into the organization

Notable Accomplishments

· Holds the distinction of being represented in surveys amongst Best Companies

· Awarded as the “Quality Champion” consecutively for two years for maintaining the internal processes and systems in DB

· Ability to move the hiring scorecard from 25 employees to an alarming 850 employees in AHA, from 182 to 380 in TE and from 600 to over 1500 in Fernas

· Implemented QMS - ISO 9001:2000 successfully

· Led the cost optimization and consolidation exercise for Fernas with a cost saving targets

· Tie-ups with Top B-schools and institutes to build talent pool and build brand name of TE

· Managed Seamless integration Model(s) through Optimal utilization of manpower by way of rationalization thus amounting to a huge savings in the employee cost

· Pivotal in contributing towards merger & acquisitions

· Designed performance management system based on MBO philosophy to help employees have focused attention on their key result areas and align individual roles and responsibilities with the company objectives

· Communicated & implemented performance management process across organization. Responsible for completing the appraisal exercises within stipulated time

· Implemented performance appraisal guide containing guidelines for effective appraisals as references book for both appraisers and appraises

· Conducted seminars to carry on Individual Performance Management in the system

· Initiated Performance Assessment Workshops to ensure the process and tools are understood

· Spearheading the planning and implementation of activities associated with HR Programs/projects in multi-states and sites for B2B and B2C businesses impacting over 1500 employees in AHA

· Instrumental in the implementation of HR and Business initiatives that supported the business goals with a good working knowledge of business practices

· Implementation of operating ratios for all LOBs for manpower budgeting, costing, planning and strategies

· Designed and deployed various employee engagement initiatives at the field level impacting close to 1500 employees on the ground in areas such as Spot Recognition, Engagement surveys through cost effective models, HR Connect Forums, Skip-level meeting from Mid to Senior level management

· Designed and implemented 3 Succession Planning and Leadership Development Model(s) with the help of Talent Review Board metric

· Initiated the framework for LDPs to create the next level of leadership in FINO on the basis of their revenue contribution & strategic contribution towards organizational development

· Created and reviewed existing field policy basis business performance and engagement level of employees

· Developed a program on Powered By People commitment Awards

· Coordinated various employee engagement studies to identify improvement areas in people