NiranjanMishra_(HR )
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Niranjan Mishra is an HR professional with over 19 years of experience in areas such as strategic HR planning, talent acquisition and management, change management, and industrial relations. He is currently seeking a position where he can utilize his skills in managing employee training programs, competency assessments, performance management, and maintaining positive union relationships. His career has included roles managing HR operations and industrial relations at companies in the energy and manufacturing industries.
NiranjanMishra_(HR )
- 1. NIRANJAN MISHRA 205,OM APPARTMENT, SIMILIPADA, ANGUL,ODISHA (M)7489957562,9438610789 Email: mishra30_niranjan@hotmail.com ; niranjanmishra07@gmail.com Summary: HR professional with more than 19 years of experience in areas of Strategic HR Partner ,Organization Development (OD), Change Management, Talent Acquisition & Talent Management, Strategic HR planning , Performance Management , Liaison & CSR ,Industrial Relation. The incumbent will be handling multiple Unions, taking care of Manpower Planning of workmen, Handle labour unrest, conduct Competency mapping Workmen, manage Safety & Security of employee, administer Reduction of overtime & Absenteeism, Improve relationship with union and Management. He is required to Motivate & Identify surplus employees to opt for voluntary retirement, Redeployment wherever necessary. Implementation at both units of long Term Wage settlement & Bonus settlement. Key Skills: 1) Create/refine assumptions for a dynamic/rolling manpower planning and resource gap identification process (link into Business plan). 2) Track and enhance recruitment process efficiency and effectiveness (quality, cost) and manage the manpower resource pipeline. 3) Enhance & Exercise the existing processes for Campus (Graduate Engineer and MBA) and experienced hires as well as roll out of new schools. 4) Assist with the business performance planning and management processes from a people perspective. 5) Enhance effectiveness of scheduling process (leverage for optimum utilization and competency enhancement) 6) Enhance existing Performance management (improve timeliness/efficiency and effectiveness of project/annual appraisals for Consultants/Senior Consultants and effectively roll out and implement firm wide PMDP process for Managers/Senior Managers) 7) Develop a competency enhancement (technical/soft skill) program, link with development needs from project/annual evaluations/needs analysis and roll out training calendar) 8)Enhance Group Structure effectiveness for strengthening “employee engagement” and sense of belonging to the Practice (frequency of meetings, content, knowledge sharing, and mentoring the belongingness) 9) Enhance internal communication process effectiveness (one on one with HR, Group Head - Group members, Shop level Head to practice personnel) 10) Build and execute retention strategies for high performers - tracking their individual careers/preferences 11) Ensure a quick response time in HR policy administration (clarifications and establish principles where none exist) 12) Build a strong “mentoring” culture and builds skills in the practice for counselling for performance enhancement.
- 2. 13) Conceptualise and implement reward and recognition schemes to keep the “feel good” factor and bring some fun in the workplace 14) Building a strong Industrial Relation by introducing monetary & non-monetary recognition program for peripheral Rural being. 15) Creates ,Manage, alumni initiatives created, if any Major Challenges: 1. To carry out competency assessment for workmen and to ensure to provide training as per identified gap in co-ordination with HRD. 2. To provide Training for the required workforce, motivating to perform skilled jobs, skills up gradation and job enrichment. This is a continuous challenging process. 3. To improve the workmen morale and their work commitment, through changing workmen attitude to reduce the absenteeism and improve the quality of work life. 4. Facilitate Line Management for optimum utilization of manpower by eliminating non-value adding jobs. 5. To inculcate better work practices / ethics among the workforce to achieve better quality output. 6. Reduction of manpower Identifying non-value adding jobs for reduction of manpower. To provide necessary information to Head HR for reduction of manpower 7. Implementation of Long Term Wage Settlement and providing multi-skill training to surplus workforce, which is a continuous process. 8. To fill up vacancy created by retirement / voluntary retirement etc & re-deployment based on the requirement of Departments. Work Experience: Currently with : RELIANCE POWER LTD, GM-HR ,SASAN WITH CURRENT CTC , 24 LACS PER ANNUM FROM APRIL 2013. Apart from Talent acquisitions , the present major work through is as below : 1. Maintaining cordial industrial relations / work Environment To have cordial relation with union Regular interaction with Head of the departments and Union members Informing changes to employees & Union members 2. Recruit after Competency assessment for workmen. To prepare competency assessment form and sending the same to department for identifying the Recruitment against gap. To ensure training as per identified gap with co-ordination of HR 3. Identification of competencies and multi-skill development. Periodical training, coaching and counseling for required workmen for skill development To encourage of multi-skill training programme for future sustenance technology development 4. Develop and sustain healthy Liaisoning relationship. Develop and sustain healthy relationship with Govt. agencies and neighboring communities Cultivate and build relationship with applicable Govt. agencies / neighbors’ during incident free time 5. Implementation of Projects beneficial to organization. Identify, plan and implement projects leading to sustained improvements in productivity, conservation of resources, improving the availability of human force for immediate deployment. 6. Cross-functional activities. To foster and harmonize relationship within the department and across the plant, so as to ensure team work and maximize output through customer satisfaction 7. Productivity linked wage agreement Issuing counter demands Planning and Executing improvement methods like merging, duplication of job, reduction of position by Multi- skilling etc. 8. Canteen
- 3. Maintain Health & Hygiene Cost control Preparation & Supply of food as per schedule 9. Over Time Advise the workmen to avail the leave with permission Control Absenteeism Implementation of multi skill activity 10. Statutory Authorities Statutory Compliance under various applicable labour laws Implementing suggestions given by the Authorities 11. Manpower planning Downsizing the manpower by way of VR, Merging & Multi skilling etc. 12. Cultural & Social Events Cultural programme Competitions- Safety & WCM Farewell to retired employees Awarding Meritorious employee Children 13. Internal contractor Attendance certification Wage administration Welfare aspects 14. External Contractor Issuing Gate pass Verification of ESI code number Organizing ESI Inspection. LANCO GROUP OF COMPANIES, INDIA SEPT 2010 to APRIL 2013 Organization : LANCO THERMAL , BABANDH, ODISHA Position : HEAD – HR ( AGM ) Job responsibility : Enhance the organization effectiveness of LANCO BABANDH POWER PROJECT through effective partnering with corporate regions with an additional special responsibility as Head – HR for Odisha, Babandh Site. Key Performance Areas • Designing of people related systems & processes (conceptualization to implementation) to enhance effectiveness & efficiency • Talent resourcing & retention Management • Culture building & Change Management • Leadership & Management development through LEO implementations • Employee Engagement • Performance Management • HR Strategic business planning for projects • Grievance Handling of employees as well as Union management • Statutory Compliance & employees welfare • Identification of Training need for employee & enhancement of L&D at site level • Liaisioning with Statutory Administrative body to strengthen Industrial Relation at Plant • Competency and Capability assessment through skill inventory test.
- 4. April 2008 to Aug 2010 Organization : ADITYA ALUMINIUM (ADITYA BIRLA GROUP) Position : Dy Manager -HR ( Head Mines & Refinery site) Job responsibility : Enhance the organization effectiveness & people capability building , Brand building through CSR , Statutory compliance & liaison with local Admn to enhancement of productivity. Key Performance Areas • Designing of people related systems & processes (conceptualization to implementation) to enhance effectiveness & efficiency • Leadership & Management development • Performance Management • Training & Development • Identifying Organization Health & Safety issues and address those through effective interventions • Village Laisioning & Branding of organization through different CSR activities. • Change Management. • Contract Labour Management & Designing of Statutory Compliance framework of Contract labour engagement. • Statutory Compliances & laisioning with local administration. • Management of Security & facilities of employees Also having the additional responsibility of managing & leading Corporate level OD projects as a part of the Aditya Birla OD team. Dec 2007 to March 2008 Organization : BRG IRON & STEEL CO ( BRG GROUP ) Position : Manager – HR Job responsibility : To work on various assignments in the area of HR & admn Key Performance Areas • Designing of HR systems & processes (including change management) • Designing of Statutory Compliance framework of Contract labour engagement. • Designing & conducting training programs June 1995 to Nov2007 Organization : JINDAL STEEL & POWER ( OP JINDAL GROUP)
- 5. Position : Asst Manager– Human Resource & Admn & Head - HR Jindal Open Cast Coal Mines Job responsibility : To work on various assignments in the area of HR & Admn works at Coal Mines. Key Performance Areas • Designing of HR Process at Coal mines projects related to Contract labour Management / Organizational Transformation involving the following Diagnostic Time Motion Study in order to identify the issues and areas of improvement for productivity. Design the necessary interventions / initiatives for development of establishment , colony,hostel & facilities at coal mines Village laisioning & CSR to enhancement of Branding & Smoothening the performance of transportation for coal shifting to plant site. • Execution of CMPF implementation and designing of HR systems & processes at coal mines • Execute search assignments for senior level requirements Qualifications: Post graduation : Master Degree in Industrial Relations & Personnel Management (Management) (MIRPM) from the Nagpur University, Nagpur,1990-1992( Ist Dvn) PG Diploma : PG Diploma in Industrial health & safety ( PGDISH ) ( Safety ) from Sambalpur University, Sambalpur, Odisha , 2011 ( IInd Divn ) Graduation : Bachelor of Commerce from Utkal University,Bhubaneswar (Commerce) 1986- 1989 ( General class ) Training Programs Attended • Project Management • Quality of Life • SAP-HR & MM Modules • Team Building • Managerial Effectiveness • Spend Analysis on Contract Labour Management Personal Details: Fathers Name : Late Sri Srinibas Mishra
- 6. Date of birth : 20th June 1970 Gender : Male Marital Status : Married Languages known : English, Hindi , Odiya , Bengali & Marathi ( NIRANJAN MISHRA )
- 7. Date of birth : 20th June 1970 Gender : Male Marital Status : Married Languages known : English, Hindi , Odiya , Bengali & Marathi ( NIRANJAN MISHRA )