Salman Rizvi

Talent Management:

• Developed & applied CNCA (Core-Non Core-Ancillary) model to identify business critical, mission critical, enablement & maintenance roles.

• Strategic Workforce Planning (especially for going global in B2B & B2C) and assessment for critical & unique roles.

• Collaborated with departmental heads to create customized career paths and growth opportunities, enhancing employee retention rates.

Talent Development:

• Conducted Talent Development Workshop to identify high potential/performance employees capable of filling critical roles in the organization.

• Conducted thorough gap analysis to assess the current talent pool's readiness and identified areas for development to ensure a strong talent pipeline.

• Designed and implemented a comprehensive competency mapping framework to align employee skill sets with organizational goals and roles.

Performance Management System:

• Led PMS Team in customization & upgrade from Microsoft R3 to Microsoft D365.

• Designed & implemented comprehensive PMS that aligned with organization’s goals, resulting in improved clarity, transparency and fairness.

• Successfully conducted Objective Setting, Mid Year Assessment and Final Year Assessment for over 350 employees.

Future Capability Building:

• Detailed study and development of framework for Future Capability Building in retailing, especially for going global

• Implemented cross-functional up-skilling and re-skilling initiatives to equip employees with the necessary skills to adapt to future needs.

Employee Engagement:

• Conducted EE surveys to gather insights and feedback, resulting in actionable initiatives that improved overall employee satisfaction.

• Led efforts to revamp onboarding processes, ensuring new employees have a seamless and positive integration into the organization.

• Acted as a change agent, facilitating organizational change initiatives and ensuring smooth transitions during periods of transformation.

Learning & Development:

• Conducted TNA to identify skill gaps and training requirements across all departments and levels in the organization.

• Created learning road maps for various departments (S&M, PD, Operations etc) to have standardized learning.

• Developed and executed a comprehensive learning and development strategy aligned with business goals and growth initiatives.

• Collaborated with subject matter experts to design and deliver tailored training content (internal & external trainings)

• Utilized instructional design principles and e-learning platforms to enhance the accessibility and effectiveness of training materials. • Trainings/awareness sessions conducted as a trainer:

• Uniform Behaviors (500+ employees)

• Mentoring Skills (200+ employees)

• Away Day, experiential learning on team synergy (250+ employees)

• Performance Management System (500+ employees)

• Mission, Vision, Values (2000+ employees)

• How to conduct Performance Feedback Session (200+)

HR Digitalization:

• Led the project of LMS, migrating from traditional classroom-based training to a digital learning platform. Digitalization of content into 2D motion graphics

• As a business lead, conceptualized and led the project of i-connect for over 2200 employees. Interloop’s first ‘internal communication & EE mobile app’

Organizational Surveys:

• Conducted ‘Lean Culture Survey’ with 3500 employees (executive & non-executives) to map the current situation and design interventions to address gap.

• Conducted & facilitated “Employee Engagement”, “Capability Audit Survey” and “Organizational Network Analysis” surveys.

Strategic Communication:

• Started different platforms for two-way communications (open house, leadership OH, Organizational SWOT, awareness sessions, focus groups etc)

• Utilized data-driven insights to refine communication strategies, ensuring messages were timely and relevant.

TA & Recruitment:

• Oversee the recruitment process, including job postings, candidate sourcing, interviewing, and selection.

• Collaborated with hiring managers to ensure alignment between staffing needs and business objectives.

Employee Onboarding & Offboarding:

• Managed the onboarding process to ensure a smooth transition for new hires into the organization.

• Handled offboarding processes, including exit interviews, to gather feedback and improve retention.

Performance Management:

• Oversee performance appraisal process and provide guidance to managers on conducting performance review

• Assisted in creating and implementing PIP & BIP

Training & Development:

• Identified training needs within the organization and develop training programs.

• Implemented career development initiatives and mentorship programs for employees.

Employee Engagement:

• Developed and implement strategies to enhance employee engagement, satisfaction, and retention.

• Started initiatives like, “Wellness Wednesday”, “Blessed Friday”, “Yoga @ Workplace”, “Importance of Mental Health @ Workplace” etc.

• Arranged events like, sports events, annual dinner, summer fiesta, spring festival, breakfast with CEO, National Day events etc.

Recruitment & Staffing:

•Assisted in the recruitment process by posting job vacancies on job boards and the company website.

•Screened resumes and applications to identify potential candidates. •Scheduled interviews and communicate with candidates regarding interview details. •Conducted reference checks and background verifications as needed.

Employee’s Record Management: •Maintained accurate and up-to-date employee records, both physical and electronic.

•Ensured all employee documents, such as contracts and certifications, are filed appropriately. ❑ Learning & Development: •Coordinated employee training sessions and workshops. •Managed training records and assist in the tracking of employee development.

HR Documentation & Reporting:

• Prepared HR-related documents such as employment contracts, offer letters, and termination letters.

• Generated and maintained HR reports on key metrics, such as turnover rates, recruitment status, and training completion.

General Administration:

• Oversee the physical infrastructure of organization, including office spaces, equipment, and utilities.

• Ensured the safety and security of employees and assets.

• Managed the distribution of mail and handled incoming and outgoing correspondence

• Promoted a safe and healthy workplace by enforcing safety policies, conducting safety training, and managing compliance with health regulations.

• Facilitated internal communication channels and ensuring that employees receive important announcements and information

Recruitment & Staffing:

• Handled the recruitment process, which included creating job postings, screening resumes, conducting interviews, and making job offers.

Onboarding:

• Handled onboarding of new staff, plan their cross exposure onboardings and ensured that the individual follows the plan.

Termination and Separation:

• Managed the offboarding process, including exit interviews, return of company property, and ensuring that all necessary paperwork is completed.

Employee Relations:

• Served as a POC for employees, addressing their concerns, resolving conflicts, and maintaining positive relationships between management and staff.

HR Record Keeping:

• Maintained accurate employee record, this includes managing personnel files, payroll records, and other HR-related documentation.

Health and Safety:

• Ensured workplace safety and compliance with health regulations at workplace.

Employee Engagement:

• Involved in initiatives to boost employee morale and engagement, such as organizing team-building activities, events, surveys etc.