1. PK Kumbhar Mobile:+91-9923207903 ~E-mail: email@example.com
Senior Level AssignmentsSenior Level Assignments
~~ Human Resource Management ~ Administration ~ Industrial Relations ~ Personnel Management ~Human Resource Management ~ Administration ~ Industrial Relations ~ Personnel Management ~
Competencies - HR GENERALIST Role
Executive SummaryExecutive Summary
1. A dynamic 52 Yrs aged HR Professional with 35 years ( 03 Years of Indian MNC & 12
Years in Reputed INDIAN Companies ) with Rich Multi-Skill experience in Strategic HRM;
Recruitment, Resourcing & Development; Performance Management; Training; Compensation &
Benefits; Welfare ,Industrial Relations and General Administration. Responsible for leading
entire HR dept. set-up of the organization.
2. Business First’ philosophy, expertise in business strategy cascading across levels of HR
organization to align HR & IR activities to meet business needs. Collaboration and Consultation
to Management on PEOPLE matters to develop credibility of a true Business Partner.
3. Versatile background, solution orientation, highly adaptable, global outlook, sensitive to
diversity needs, equally at home in all social settings, keen and quick learner.
4. Excellent Greenfield & Plant expansion hands-on experience. In my career 4 mfg.
units successfully completed with TPM & TQM Process.
5. Strong relationship building across levels in the organization to get PULSE of the organization
and proactively design and implement intervention.
6. Strong conceptual skills and Hands-on experience in designing and implementing HR
intervention and IR policies to Improve Organization Capability. Program management skill to
lead structural intervention across organization.
7. Proficient in driving Communications agenda through Employee Engagement, Employer
Branding organsation. Demonstrated expertise in formulation and implementation of successful
HR strategies. Experience in implementing HR systems and policies, conducting training
programs towards enhancing employee productivity and building committed teams
8. Strategic engagement on Employee Relations matter, Rich experience of 14 wage
settlement with External / Internal unions so far . Strong understanding of legal
9. An enterprising leader with the ability to motivate personnel towards achieving organisational
objectives and adhering to industry best practices.
10. HR Leadership role encompassing Strategic and Operational HR. Responsible for
Recruitment, Corporate Training vertical, PMS for entire group, Implementation of SAP-HCM
module, Overseeing Compensation and Benefits and Pay for Performance scheme.
Professional ContourProfessional Contour
Sl.No Brief Snapshot of Company Capacity On Board
Amtek Auto Limited, Indian MNC, Managing 16 plants in
western and southern region of India . Total employees
more than 5500 Nos. Rich experience of multi units cum
location. Rich experience of green field as well as plant
expansion. Auto Industry. Multi union IR handling
-HR & IR –
October-2012 to till
2. 2 ISMT Limited, Pune ,Jejuri , Ahmednagar & Baramati
Employee size is more than 4500 Nos. experience of multi
units cum location. Specialised Steel and steel pipe
– HR & ER
( Corporate )
May -2012 to
( 6 Months )
Kalyani Forge Limited , Sanaswadi, Pune , Satara.
Employee size is more than 2500 Nos. experience of multi
units.Rich experience of green field as well as plant
HR ,IR &
to Jan -2012.
( 3.5 Years )
4 Bajaj Electricals Limited, Ranjangaon MIDC, Tal. Shirur,
Pune. Employee size is more than 2200 Nos.
Head –HR, IR
May 2007 to
(1.6 Years )
5 Mahindra Hinoday Limited , Pune .Employee size is more
than 800 Nos.
HR ,IR &
( 2.5 Years )
6 Precision Camshafts Limited – Solapur, Maharashtra, Auto
components Foundry unit.
HR ,IR &
July 2000 To Jan
( 4.5 Years )
7 Indian Air Force Warrant
Jun 1980 to Jun
2000 ( 20 Yrs )
Professional Exposure :
1. Talent Acquissions : Management of the complete recruitment life cycle for sourcing the best
talent from diverse sources after identification of manpower requirements. Manpower planning in
consultation with heads of different functional & operational areas driven various Recruitment
Activities from time to time, Ensuring high hit ratios in the recruitment procedure in terms of
numbers & Quality. Conducting the whole recruitment procedure to ensure timely closures of
vacancies and cost effective recruitment. Contributed to hiring talent within the recruitment
budget. Conducting the initial screening & Final Closure on the basis of communication skills,
Stability factors and profile/personality/organizational fitment of candidates for support and
functional positions Responsible for salary negotiations during the issuance of offer letters.
Designing and developing Job Descriptions/Key Result Areas. Manpower Rolling Forecasting
keeping in mind the Business Plan. Recruitment & Selection of right talent and deployment at all
levels. Good Exposure on MASS Recruitment. Induction of all new joiners. Integration reviews on
completion of 3 months and 6 months. HRIS, Budget & MIS: Site Leader for HRMS (People Soft).
Implementation of Performance Management Module at site. Monthly reports in terms Headcount,
Competition movement, and Attrition analysis. Annual functional Budget exercise for the Function.
Managing the complete recruitment life-cycle for sourcing the best talent from diverse sources
after identification of manpower requirements, Manpower Budget Planning for every year.
Planning human resource requirements in consultation with heads of different functional &
operational Areas and conducting selection interviews arranging and reviewing job analysis, job
3. descriptions and Human specifications. Putting in place selection procedures, test constructions
& administration. Handling all the functions of employee joining to leaving formalities.
2. Talent Management : Conduct sufficient need based behavioral and functional trainings to
meet the mandated Training, liaison with vendors to ensure programs which require outsourcing,
ensuring that the program happens with sufficient customization for meeting company's
requirement, Anchoring induction session and employee engagement activities etc. as required &
to keep oneself abreast of training content by participating in train the trainers and other
programs. Preparing training programmers calendar, designing programme content and co-
coordinating with trainers for organizing in house and outhouse training programs.
3. Performance Management : Drive Performance Management Exercise. Goal Setting, Mid-Year
Review and Final Review. Coaching all employees on designing of SMART Objective Coaching
Manager. Formulating and implementing increment, incentive and other remuneration policies.
Managing the appraisal process across the levels and establishing framework for substantiating
the performance appraisal system linked to reward management. Formulating and implementing
him Performance Appraisal System of 360 Degrees.
4. Learning & Development ( L&D) : L&D Process :- Responsible for executing the entire L&D
process, needs assessment, development and/or outsourcing of training programs, including
content, delivering of training programs and evaluation of effectiveness of training. L&D Design &
execution: - Designing, both in-house and with expert third parties, a solution which includes a
blended approach to learning such as coaching, classroom training, 1-2-1 sessions, action
learning & e-learning. L&D Reporting: - Develops and delivers management information reports to
track and Benchmark learning and development participation, costs, benefits, etc. L&D
maintenance: -Management of the training budget on Training Calendar. Learning &
Development-partner relationships: - Assists in managing external vendor relationship.
5. Compensation & Benefits: Working out various remuneration policies, including pay packages
for newly hired employees, and executing the same. Reviewing existing practices; identifying &
implementing practical solutions pertaining to reward, Compensation and benefits.; benchmarking
& conducting salary Surveys as well as moderation & realization of exercises. Compensation and
Benefits. Environment: - The environmental factors effecting compensation and Benefits, The
environmental factors effecting compensation and benefits, the environmental factors effecting
Compensation and benefits Changes in compensation due to collective bargaining, Changes in
compensation Due to collective bargaining, Rewards & Basics of Compensation: - Compensation
basics, Components of compensation system Equity theory, Building Internal Equity: Job
description, Establishing internal equity: job evaluation methods, using job . Rankings, creating
job grading, Creating point plans, Hay plan overview, Building External Equity: - Different
aspects of establishing external equity, Salary survey, Designing salary Surveys, Periodicity of
salary surveys, Building Individual Equity: - Performance pay options, Building performance pay
systems, Steps in introducing Pay performance system, Pay for performance: the challenges.
6. OD Initiatives : Formulating strategy and policies with focus on aligning HR with core business.People review
writ identification of high profiles, Development of HR manual containing all HR policies & periodic
review of policies, Developing HR Manual containing all HR Policies and Implementation PMS.
STETEGIC MANNING (Succession planning). To facilitate Employee Opinion Survey. Communicate
the result and part of core rope for the improvement projects identified.IDPs (identification of
Position) across the units,
7. Industrial Relation / Employee Relations: Excellent lead Industrial Relations function at
national level. To evolve effective system and processes to ensure a pervasive enabling culture
for optimum development of individual and organizational capabilities.
1. Formulate HR philosophy and strategies and liaison with the top Management.Make effective
human resource planning in accordance with the organizations business and strategic plan.
2.Aassess learning and development needs at plant of the individual and organization and deliver
the same through internal and external partners to enhance knowledge and skills. Create effective
work and job design and systems through employee compensation & benefits, performance
evaluation, communication, rewards & recognition, succession plan etc. .Conduct employee goal
setting and performance evaluation through appraisals at plant.
3. Build employee competencies essential for job performance. And create an avenue for higher
job satisfaction and work motivation. Constantly plan and design new methods and systems to
develop and strengthen HRD climate and constantly review the effectiveness.
4.Ensure cordial industrial relations and constantly monitor and control situation across the
country for higher efficiency & productivity and have effective dialog with employee unions
4. whenever required. Fulfill statutory compliances under various labour laws. Have effective liaison
with government authorities. Have control administration function
Instrumental in resolving strike situation. Settled labour cases through outside court settlement.
Negotiation and signed FOURTEEN wage settlement withs INTERNAL & EXTERNAL
unions. Address employee grievances and ensure that the overall morale at the location is of a
high order. Ensure that the overall discipline and work culture of the plant is of high order and
that all standing orders and practices are implemented in true spirit. Ensure wage and salary
administration of the plant personnel. Ensure wage and salary administration of the plant
personnel. Grievance Management.
8. General Administration: - Project Management - Handled entire 4 (Four) GREENFIELD
PROJECTS where taking care of entire HR and administration of Business unit in my 35 years
corporate career. Monitoring overall operations across SECURITY, HOUSEKEEPING, TRANSPORT,
CANTEEN, and GUEST HOUSES, LOCAL PURCHASING, GARDENING, horticulture and other assets
management areas. Arranging for necessary infrastructure involving purchase of capital
equipment’s; managing large scale movement of stores & ensuring optimum inventory control.
Finalist ion of administration contracts with different service providers like Canteen, Transport.
Contract Labour registration and deployment of contract workers at site. Policy formulation in
administration to optimize the cost. Mass Hiring, Actively involved in liaising with various
government departments and administrative authorities for obtaining necessary sanctions and
Academic CredentialsAcademic Credentials
From 10From 10thth
Std To PG Std throw-out First Class with Distinctions PassedStd To PG Std throw-out First Class with Distinctions Passed
1982 Diploma in Electronics and Telecommunications
1986 BE E & T C
1990 PG Diploma in Industrial Security and Safety Management.
1993 B A (Psychology and Communication Skills)
1996 M.P.M from Bhartiya Vidya Bhavan Mumbai with First Class
2003 P G Diploma in HRM
2006 Advance Diploma in Industrial Safety
Personal DossierPersonal Dossier
Date of Birth:- 1st
Address:- E-801,Alcove Hsg Soc , Pimple Saudagar, Pune 14.
Wife - House Wife
Children- Son & Daughter