Hi harry,
In response to your suggestion attached here is a .doc file containing my resume. Very recently, my family and I have received visas ; re-location timing would hinge on very many factors (although I am eager to get started sooner than later), one of which I guess is quite obviously how fast we can get a job assignment, maybe not the best to kick-off, or even temp, that assures initial sustenance. Considering Canadian winter is not too far away which could be associated with a predicatble, natural downturn in business cycle (in terms of restricted hiring, not sure), what would be your advise on the timing for relocation, so that job opportunities are maximised. I can handle the winter, so on a personal level there are no issues.
I am also in touch with HRPAO, exploring the possibility of challenge exams that has the potential of crashing time-to-CHRP certification. Can you recommend me a site that provides an insight into Canadian Labor legislation? But, it seems the earliest I can have a CHRP designation will not be before December '2000. I also hear from some people who tried but did not quite make it women are natural choices for HR positions in Canada.So, how would a combination of these two factors impact me?
Your suugestions / recommendations on how to map out next steps, and the potential exhibited by my resume towards a more focussed search, will indeed be very helpful.
Thanks, much
Resume:
Experience
February ’96 till Feb’99 : Manager – HRD ( Trng & development, Performance Mgmt process).
February ’99 till date : Human Resources Manager , General Motors India, WHOLLY-OWNED SUBSIDIARY OF General Motors Corporation, Detroit, USA.
1976 till 1996 : Indian Army, under the MoD, Govt. of India. Took early release to join GM.
Current Job responsibilities, at GM India (Opel brand cars assembly operation ; current products Opel Astra & Corsa).
As HR Manager HR Planning & Budgeting, Recruitment & Selection, Staffing, Performance Management, Progression and Succession plng, Career-pathing, Developing HR Policy framework, Compensation & Benefits Planning, Orgz. Restructuring/rightsizing per business needs, and International Service Personnel (expatriate) Administration.
As actg. Director-HR (appointed Oct’00) Leading and implementing the entire range of Human Resources functions , providing generalist HR services and advise to the line mgmt; including Employee Relations, maintaining Labor-related statutory compliances, T & D, Employee Health & Safety, and General Affairs (Security, transportation). Lead the unit Human Resources Meetings and represent GM India HR at Regional Asian & Pacific Operations HQ.
Achievements
1. Conceived and developed the HR Business Plans bottom - up, as well as the HR Budgets in support of Business Plans. Linked Business Plan to Performance Management system
2. Streamlined the Manpower Plng., Recruitment , Selection , Training & Development , Performance Management, bringing these in line with GM norms worldwide. Also, aligned Security, Admin., health and hygiene practicess and services per GM corporate norms.
3. Developed and executed two different Assessment Centers completely in-house ; the first for recruitment / selection of fresh shopfloor Technicians and the second providing growth for members of the Staff team to Executive levels. In the process exceeded the General Motors benchmark recommendations of the “Blue Ribbon Committee”, at 10% of the costs quoted by European Assessment firms ( DDI, UK & tpm, Germany). Content & process won appreciation of GMC Chairman, Mr. John F. Smith Jr. Resultantly, this was one of the key contributors in GM India being awarded the President’s Council Honors in 1997.
4. Conceptualized, designed & imstitutionalized Career Growth strategies for shopfloor technicians as well as Staff employees in the typically GM ‘Lean Manufacturing’ System
5. Planned & implemented the 1998 , 99 and ‘00 Compensation / Benefit Program and Annual salary revision. In the process, commonized salary grades across company, which included shopfloor employees. Introduced Merit plan, among others.
6. Recognized as a key facilitator in keeping motivation levels up among people in the down-market scenario of the Indian/Asia Pacific automobile industry. Championed the internal recruitment process, thereby providing growth, established “ Multiskilling / Flexibility” concepts at the core of OJT and basis for further growth / merit increases / promotions.
7. Conceived and led rightsizing initiative, to face up to present challenges without inviting legal exposure, ‘industrial disharmony whatsoever, while continuing to retain talent; developed innovative & legality - free headcount reduction practices. Exploited ‘double-hatting’ opportunities, leveraging synergies.
8. Currently leading the top mgmt. Human Resource Committee meetings and representing GM India at Personnel Directors’ at APO HQ , Singapore.
9. Leading the key initiative of transitioning HRM efforts from transactional to business-partnership orientation.
10. HRIS : switching over to Peoplesoft, per GM worldwide Corporate strategy
11. Internal Communications: Responsible for designing & editing the Co. Newsletter “NEWSWHEEL”........October 1998 issue rated among top 10 % of all such GM put-outs worldwide
12. As Part of Core Group and Steering Committee, installed ISO –9002 & 14000 in GM India.
13. Designed and launched a pilot on Performance Management System at GMI, linking it to the annual Business Planning exercise.
14. Successfully completed a number of project assignments, leading a culturally diverse team drawn from the region (including Holden-Australia)at GMAP HQ office in Singapore.
In the Indian Army Operational mgmt. of a Cavalry Regiment comprising 700 personnel, weapon systems & logistics, Staffing,Training, Career growth , motivation & administration of personnel.
15. On conclusion of Cadet training at National Defence Academy & the Indian Military Academy, was awarded the President’s Commission in the Armored Corps
.
16. Rated “Certified Instructor” on Tank / Armored vehicles Gunnery Course. Thereafter made responsible for Gunnery skills enhancement in young officers at the Armored Training Center & School.
17. Rated “Instructor” at the Military Management trng Program, designed for middle level officers to make them adept at integration, optimization & management of battle-field resources.
18. As part of a team, modernized & automated the Training process at the Army Headquarters, New Delhi, in its Training Department. Nominated the Armored Corps representative on the Gunnery Training Simulator design team.
19. Coordinated the Army Headquarter initiative of establishing the largest automated & integrated Tank firing ranges in Asia. Interfaced with Public sector vendors in putting together the project at one of the lowest overruns in time / costs.
Education & Professional Qualifications:
1. 1999 Attended GM Asia Pacific Strategies for Business Leadership program
1. 1999 Peoplesoft ERP (HRMS) program
2. 1992 M.B.A. in HRM from Delhi University
3. 1975 B.Sc from the National Defence Academy (affiliated to JN University,(New
Delhi)
Proficient in MS Office.
Personal Information:
Very recently granted Canadian Landed Immigration status. Re-location plng. underway.
Pastimes: Sports; field hockey, Tennis & Squash racquets. Adventure sports : mountaineering, trekking, automobile rallies. Carpentry and interior décor.
Family : Wife, an advertizing professional. Children: son and daughter; minors.
References : On request
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Anyway, if I were to recommend one site that would be able to give you a good idea of sales/marketing positions, it would be