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Aparna Sameer Divekar

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Aparna Kulkarni - Divekar

The document outlines the experience and qualifications of an HR professional with over 7 years of experience leading HR activities such as talent acquisition, development, engagement, performance management, and rewards and recognition at two companies. Key responsibilities included managing all HR processes, competency mapping, training and development, and employee relations. The professional holds a B.Com degree and certificate in performance and potential management.

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+++ Date of Birth: 30th June 1 SUMMARY An HR Professional with 7+yrs of core experience in wide range of HR offerings. EXPERTISE Effectively lead and managed HR activities, good understanding of Business integrated HR approach, well versed with the online and system approach of HR Activities, Fair and practiced interpersonal, planning, analytical, and people management skills. PROFILE HIGHLIGHTS Talent Acquisition, Talent Development, Employee Engagement, Performance Management, Competency Mapping, Rewards & Recognitions, Budget, MIS. PROFESSIONAL EXPERIENCE AQUAPHARM CHEMICALS PVT LTD. Designation: HR Executive Since: Oct'15 RESPONSIBILITIES Manage all key HR processes – Performance Management, Competency Mapping, Employee connect and Engagement,ProcessImprovement, RewardsandRecognition, MIS, Annual Budget, Policy Making. Performance and Talent Management  Executionof Performance ManagementSystem –Roll out,Follow up, Salaryrevision/correction, letter issue.  Training of Goal Setting Process & PMS of new joinees.  Grade & salary rationalization as per market.  Ensure that performance management process is effectively applied across the function and follow up.  Involved in Appraisal, Promotions, transfers, annual revisions & succession planning  PIP Process-Performance Improvement plan for managing employees who have performed below expectations.  Anchored career planning discussions with employees along with their managers. Aparna Sameer Divekar 304, Vastushree-Emerald, Madhav Baug, Shivtirth Nagar, Kothrud-38 Mobile:-9970663804 Email: aparna_divekar@hotmail.com Date of Birth: 30th June 1985
Competency Mapping  Finalization of Unique Organization structure  Finalization of Unique jobs  Creating Competency Framework  Drive Communication and Launch initiative of Competency Mapping Project Employee Engagement  Create and execute and facilitate various activities related to Employee Engagement.  Engage, Connect, fun at work & talent development through Employee Engagement Strategy.  One to One discussion with all Employees across the locations to get an idea about their engagementinthe organizationintermsof – Job Satisfaction,Recognition,careerdevelopment etc.  Organizingsports, festival functions, variouseventsandotherawareness programmes, aimed at enhancing the Sense of bonding and oneness amongst the employees. Training and Development  Scientifically analyzing training needs, and mapping competencies.  Training Calendar and execution.  Organizing effective Training programs, tracking and following individual development plans with Quarterly review. Other Operations  Streamlining the Policies all across the organizational level for proper implementation.  Defining and designing Job Descriptions of all positions  Handling Employee grievances  Exit interviews & Exit Analysis.  Participation and analysis of various Compensation surveys.  Mentoring and counseling of employees  Acting as an Internal Consultant for all employees and Leaders to solve regular issues.  Responsible to roll out any company-wide programs and initiatives smoothly.  Monitoring Monthly/Quarterly/half yearly reviews – Probation / Confirmation
WHIRLPOOL OF INDIA LIMITED, Global Technology & Engineering Center, Pune, India. Designation: HR Consultant Duration: Apr'13 – Feb'14 Designation: Sr.HR Executive Duration: January’07 – Apr'13 RESPONSIBILITIES HR Consultant – Apr’13 – Feb’14 •ESpace – Partnered with Portal Development Team to Designed and develop the entire flow and implemented the online Human Resource information system. •This portal consistsof 9 modulesfromRecruitmenttoSeparation,soastostreamline the HR Processes and minimize the employee dissatisfaction. •Exit interviews and Exit analysis to derive possible action items for managers. •Technical and HR assessment of the candidates at the initial level and send the report to talent acquisition team to minimize the screening time. SR.Executive– Jan’07 – Apr’13 Talent Acquisition •Processownerfor the lateral recruitment across all levels and campus recruitment in India’s Premier Institutions – IIT’s.NIT’s. •Handled end-to-end recruitment which includes: Assessment of Manpower Requirements Preliminary assessment – Sourcing, Screening, Scheduling Interviews Final selection, fitment offer, Negotiation, appointment letters. •VendorManagement Process Orientation & Assimilation  Responsible for On –Boarding and Induction of all new joiners.  Introduced Buddy Programs.  Streamlining all the HR processes, policy making and appropriate forms & formats required to execute the same.  Facilitating Exit procedure – Guidance on the separation process, Exit interviews, F&F.  Assimilation Processes, Feedback & Metrics Capturing.
Employee Engagement & Relations  Facilitating the Employee Engagement & Managers Skill survey with focus group discussion to make final action plan to drive possible action items.  Promoted FUN @ WORK culture within the company.  Organizing“TownHall”,SkipLevel meetings,Policysessions,“OpenDay” to facilitate employee communication.  Employee Query Management and Grievance addressal- One point of contact for all queries/guidance on policies & procedures, employee counseling. Rewards & Recognition  Process owner for the Reward and Recognition.  Designed and lead quarterly nominations program for purpose of ensuring continuous recognition and appreciation of good work at the workplace. Training and Career Development  Scientifically analyzing training needs, and mapping competencies.  Maintaining Training Calendar & training records of all the employees.  Organizing effective Training programs, tracking and following individual development plans with Quarterly review.  Involved in Appraisal, Promotions, transfers, annual revisions & succession planning.  PIP Process-Performance Improvement plan for managing employees who have performed below expectations.  Anchored career planning discussions with employees along with their managers.  Initiated Skill gap metrics to track employees’ technical and soft skills competencies. Internal Processing & Payroll, Attendance  Review and approve the payroll data compiled for 400+employees on monthly basis.  Tracking Salary revisions, change in designations, new joinee salary structure, finalization and sending the same to accounts team for salary processing.  Reference check.  Attendance, Leave Management.  Implementation of Global processes for India Technology units.  Planning, Designing and rolling out internal surveys to gauge the pulse of the employees, analyzing the data and presenting it to the Management.  Tracking the transfers, onsite relocations from payroll compliance perspective.
EDUCATION  Perusing Certificate course of “Performance and Potential Management “from SCDL.  MPM - Pune University in 2007.  B.Com - Pune University in 2005 MAJOR ACHIVEMENTS AND AWARS:  Hiring cycle time reduction from 90 days to 25 days. Admirations:  Winner of ‘Star Award’ for closing maximum positions through Employee referral.  ‘Well Done Award’ for closing maximum positions before the deadline.  ‘Cheers award’ for leading and designing the Peers Nomination program. EXTRA CURRICULAR ACTIVITIES:  Awarded in Inter-Collegiate Dance Competition organized by CMRD.  Awarded For ‘Best Music’ in the Drama Competition.  Awarded for ‘Best Organized Team’ in the prestigious Purushottam Karandak Drama Competition.  College Cultural Secretary for 2 years.

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Aparna Sameer Divekar

  • 1. +++ Date of Birth: 30th June 1 SUMMARY An HR Professional with 7+yrs of core experience in wide range of HR offerings. EXPERTISE Effectively lead and managed HR activities, good understanding of Business integrated HR approach, well versed with the online and system approach of HR Activities, Fair and practiced interpersonal, planning, analytical, and people management skills. PROFILE HIGHLIGHTS Talent Acquisition, Talent Development, Employee Engagement, Performance Management, Competency Mapping, Rewards & Recognitions, Budget, MIS. PROFESSIONAL EXPERIENCE AQUAPHARM CHEMICALS PVT LTD. Designation: HR Executive Since: Oct'15 RESPONSIBILITIES Manage all key HR processes – Performance Management, Competency Mapping, Employee connect and Engagement,ProcessImprovement, RewardsandRecognition, MIS, Annual Budget, Policy Making. Performance and Talent Management  Executionof Performance ManagementSystem –Roll out,Follow up, Salaryrevision/correction, letter issue.  Training of Goal Setting Process & PMS of new joinees.  Grade & salary rationalization as per market.  Ensure that performance management process is effectively applied across the function and follow up.  Involved in Appraisal, Promotions, transfers, annual revisions & succession planning  PIP Process-Performance Improvement plan for managing employees who have performed below expectations.  Anchored career planning discussions with employees along with their managers. Aparna Sameer Divekar 304, Vastushree-Emerald, Madhav Baug, Shivtirth Nagar, Kothrud-38 Mobile:-9970663804 Email: aparna_divekar@hotmail.com Date of Birth: 30th June 1985
  • 2. Competency Mapping  Finalization of Unique Organization structure  Finalization of Unique jobs  Creating Competency Framework  Drive Communication and Launch initiative of Competency Mapping Project Employee Engagement  Create and execute and facilitate various activities related to Employee Engagement.  Engage, Connect, fun at work & talent development through Employee Engagement Strategy.  One to One discussion with all Employees across the locations to get an idea about their engagementinthe organizationintermsof – Job Satisfaction,Recognition,careerdevelopment etc.  Organizingsports, festival functions, variouseventsandotherawareness programmes, aimed at enhancing the Sense of bonding and oneness amongst the employees. Training and Development  Scientifically analyzing training needs, and mapping competencies.  Training Calendar and execution.  Organizing effective Training programs, tracking and following individual development plans with Quarterly review. Other Operations  Streamlining the Policies all across the organizational level for proper implementation.  Defining and designing Job Descriptions of all positions  Handling Employee grievances  Exit interviews & Exit Analysis.  Participation and analysis of various Compensation surveys.  Mentoring and counseling of employees  Acting as an Internal Consultant for all employees and Leaders to solve regular issues.  Responsible to roll out any company-wide programs and initiatives smoothly.  Monitoring Monthly/Quarterly/half yearly reviews – Probation / Confirmation
  • 3. WHIRLPOOL OF INDIA LIMITED, Global Technology & Engineering Center, Pune, India. Designation: HR Consultant Duration: Apr'13 – Feb'14 Designation: Sr.HR Executive Duration: January’07 – Apr'13 RESPONSIBILITIES HR Consultant – Apr’13 – Feb’14 •ESpace – Partnered with Portal Development Team to Designed and develop the entire flow and implemented the online Human Resource information system. •This portal consistsof 9 modulesfromRecruitmenttoSeparation,soastostreamline the HR Processes and minimize the employee dissatisfaction. •Exit interviews and Exit analysis to derive possible action items for managers. •Technical and HR assessment of the candidates at the initial level and send the report to talent acquisition team to minimize the screening time. SR.Executive– Jan’07 – Apr’13 Talent Acquisition •Processownerfor the lateral recruitment across all levels and campus recruitment in India’s Premier Institutions – IIT’s.NIT’s. •Handled end-to-end recruitment which includes: Assessment of Manpower Requirements Preliminary assessment – Sourcing, Screening, Scheduling Interviews Final selection, fitment offer, Negotiation, appointment letters. •VendorManagement Process Orientation & Assimilation  Responsible for On –Boarding and Induction of all new joiners.  Introduced Buddy Programs.  Streamlining all the HR processes, policy making and appropriate forms & formats required to execute the same.  Facilitating Exit procedure – Guidance on the separation process, Exit interviews, F&F.  Assimilation Processes, Feedback & Metrics Capturing.
  • 4. Employee Engagement & Relations  Facilitating the Employee Engagement & Managers Skill survey with focus group discussion to make final action plan to drive possible action items.  Promoted FUN @ WORK culture within the company.  Organizing“TownHall”,SkipLevel meetings,Policysessions,“OpenDay” to facilitate employee communication.  Employee Query Management and Grievance addressal- One point of contact for all queries/guidance on policies & procedures, employee counseling. Rewards & Recognition  Process owner for the Reward and Recognition.  Designed and lead quarterly nominations program for purpose of ensuring continuous recognition and appreciation of good work at the workplace. Training and Career Development  Scientifically analyzing training needs, and mapping competencies.  Maintaining Training Calendar & training records of all the employees.  Organizing effective Training programs, tracking and following individual development plans with Quarterly review.  Involved in Appraisal, Promotions, transfers, annual revisions & succession planning.  PIP Process-Performance Improvement plan for managing employees who have performed below expectations.  Anchored career planning discussions with employees along with their managers.  Initiated Skill gap metrics to track employees’ technical and soft skills competencies. Internal Processing & Payroll, Attendance  Review and approve the payroll data compiled for 400+employees on monthly basis.  Tracking Salary revisions, change in designations, new joinee salary structure, finalization and sending the same to accounts team for salary processing.  Reference check.  Attendance, Leave Management.  Implementation of Global processes for India Technology units.  Planning, Designing and rolling out internal surveys to gauge the pulse of the employees, analyzing the data and presenting it to the Management.  Tracking the transfers, onsite relocations from payroll compliance perspective.
  • 5. EDUCATION  Perusing Certificate course of “Performance and Potential Management “from SCDL.  MPM - Pune University in 2007.  B.Com - Pune University in 2005 MAJOR ACHIVEMENTS AND AWARS:  Hiring cycle time reduction from 90 days to 25 days. Admirations:  Winner of ‘Star Award’ for closing maximum positions through Employee referral.  ‘Well Done Award’ for closing maximum positions before the deadline.  ‘Cheers award’ for leading and designing the Peers Nomination program. EXTRA CURRICULAR ACTIVITIES:  Awarded in Inter-Collegiate Dance Competition organized by CMRD.  Awarded For ‘Best Music’ in the Drama Competition.  Awarded for ‘Best Organized Team’ in the prestigious Purushottam Karandak Drama Competition.  College Cultural Secretary for 2 years.