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Greg Alden Fritchley

Date of birth: 27/03/1984 Nationality: Indian Phone number: +91-9632867004


Email address: [email protected], [email protected] Passport No:: T7551268

Profile

A dynamic and results-oriented HR Business Partner with a proven track record of delivering strategic HR initiatives to drive
organizational success. Seeking to leverage expertise in human resources management, business acumen, and collaborative
leadership to contribute to the achievement of corporate objectives. Dedicated to fostering a culture of employee engagement,
talent development, and organizational excellence while aligning HR practices with overall business goals. Committed to continuous
learning and professional growth in the ever-evolving field of HR management.

Education

2001 SSC
Guntakal (AP) Railway High School

2001 – 2003 Intermediate


Guntakal (AP) SSGS College

2003 – 2006 B.Com


Guntakal (AP) Sri Krishna Devaraya University

07/2020 HR | MBA
Bengaluru, India Xavier's Institute (XIBMS)

Work Experience

04/2023 – Present HR Business Partner


Randstad Offshore Service (ROS)
Job Responsibilities:
Strategic Alignment
Align HR Strategies: Develop and align HR strategies with overall business objectives, ensuring
coherence with organizational goals.
Collaboration with Business Leaders: Work closely with business leaders to grasp their needs
and challenges, fostering alignment between HR initiatives and business objectives.
Partnership Building
Internal Collaboration: Establish robust partnerships across HR functions to deliver value-added
services, enhancing collaboration between HR and other business units.
Value Addition: Provide value-added services to both management and employees through
strategic partnerships, enhancing organizational effectiveness.
Employee and Management Support
Trusted Advisor: Act as a trusted advisor to employees and management, offering guidance and
support on HR-related matters to foster a positive work environment.
Conflict Resolution: Assist in resolving employee relations issues, contributing to a harmonious
workplace environment.
Midrange Planning
Strategic Planning: Stay abreast of midrange plans of business units and contribute to HR
planning that aligns with organizational goals.
Proactive Approach: Anticipate future HR needs and proactively address them to ensure
alignment with evolving business objectives.
Cultural Understanding
Organizational Culture Promotion: Promote and reinforce organizational culture within business
units through the implementation of culture-enhancing HR initiatives.
Cultural Alignment: Implement HR initiatives that align with and enhance the desired company
culture, fostering a sense of belonging among employees.
Continuous Improvement
Process Optimization: Identify opportunities for process improvements within HR function,
driving the development and implementation of best practices.
Industry Insights: Stay updated on industry trends and HR best practices, enhancing the
effectiveness of HR programs through continuous improvement.
Financial Awareness

1/5
Work Experience

Financial Implications: Maintain a keen awareness of the financial implications of HR decisions


and initiatives, ensuring alignment with the organization's financial health.
Cost-Effective Practices: Work to ensure that HR practices contribute positively to the financial
well-being of the organization, optimizing resource allocation where necessary.
Talent Management and Change Management
Talent Acquisition Strategies: Develop HR strategies to attract and retain top talent, leveraging
knowledge of the competitive landscape in the industry.
Change Management Support: Play a pivotal role in change management initiatives, facilitating
smooth transitions for employees and management during organizational changes.
Tools Mastery
HR Technology Utilization: Utilize HR tools such as Darwin Box, GreytHR, PeopleSoft, Google
Forms, ADP, and myAdrenalin proficiently to streamline HR processes and enhance data
management.

05/2022 – 04/2023 HR Business Partner


Sigmoid Analytics
Job Responsibilities:
Employee Engagement and Retention
Employee Engagement Planning: Strategize and execute employee engagement activities to
foster a positive work environment and enhance employee morale.
Retention Initiatives: Collaborate with Business Unit (BU) Leads to develop and implement
initiatives aimed at increasing employee retention and satisfaction.
Policy and Process Management
Policy Development: Drive policy changes and process guidelines in collaboration with Business
Leads to ensure alignment with organizational objectives.
Communication Planning: Establish effective communication plans for associates and managers
to disseminate policy changes and updates efficiently.
Talent Management and Development
Mentorship and Supervision: Provide mentorship and supervision to Talent Management (TM)
team members, offering constructive feedback to enhance their performance.
Career Planning: Facilitate career planning for associates across skill sets through cross-
functional account-focused action committees, ensuring career growth opportunities.
Performance Management
Performance Improvement: Act as subject matter expert (SME) in Performance Management,
designing and implementing effective performance appraisal systems.
Feedback Mechanism: Share constructive feedback on the roles performed by TM team members,
fostering continuous improvement and development.
HR Automation and Process Enhancement
HR Automation: Design and implement HR automation using online portals to streamline HR
processes and enhance efficiency.
Process Optimization: Work on improvisations and upgrades to existing HR modules to ensure
they meet evolving business needs and improve operational efficiency.
Employee Wellness and Well-being
Staff Wellness Initiatives: Manage staff wellness initiatives and well-being sessions to promote
employee health and work-life balance.
Well-being Sessions: Organize and conduct well-being sessions to support the mental and
emotional well-being of employees.
Metrics and Reporting
Metrics Publication: Publish Business Unit (BU)-specific reports and metrics to the Leadership
team, providing insights into HR performance and employee engagement.
Data Analysis: Analyze HR data to identify trends and patterns, informing decision-making
processes and enhancing HR strategies.
Continuous Learning and Development
HR Skills Enhancement: Stay updated on HR best practices and industry trends, continuously
enhancing HR skills and knowledge.
Professional Development: Engage in continuous learning activities to develop expertise in
PeopleSoft, Human Resources Information Systems (HRIS), and strategic HR planning.
Collaboration and Stakeholder Management
Cross-functional Collaboration: Collaborate with BU Leads and stakeholders to drive
organizational initiatives and achieve business objectives.
Stakeholder Management: Build and maintain strong relationships with stakeholders across the
organization, ensuring alignment of HR strategies with business goals.
Tools Proficiency
HR Tools Utilization: Utilize HR tools such as Darwin Box, GreytHR, PeopleSoft, and Google Forms
proficiently to streamline HR processes and data management.
Technology Integration: Explore opportunities for technology integration to enhance HR
operations and improve user experience for employees and managers.

01/2013 – 05/2022 Human Resource Business Partner


Cognizant

2/5
Work Experience

Job Responsibilities:
Strategic HR Alignment
Business Alignment: Align business objectives with employees and management within
designated business units, ensuring cohesion with organizational goals.
HR Strategy Development: Develop HR strategies, policies, and practices to enhance
organizational effectiveness and employee engagement.
Talent Management and Development
Talent Acquisition: Lead campus recruitment efforts and facilitate HR handshake for all new
joiners, ensuring smooth induction and assimilation into projects.
Performance Management: Oversee performance management processes, including goal setting,
R&R, and talent development plans, fostering a high-performance culture.
Employee Relations and Wellness
Employee Relationship Management: Act as a point of contact for employee relations issues,
fostering positive employee relations and a supportive work environment.
Well-being Initiatives: Manage staff wellness initiatives and well-being sessions, promoting
employee health and work-life balance.
Resource Management
Workforce Resource Planning: Manage workforce resource planning for designated business
units, ensuring optimal staffing levels and utilization of bench resources.
Internal Deployment: Facilitate internal fulfillment and cross-skilling/up-skilling initiatives to
utilize bench resources effectively and meet client requirements.
Compliance and Audit
Policy Compliance: Ensure compliance with HR policies and processes, including retention/exit
policy, and participate in internal and external audits.
Employee Safety: Collaborate with the admin and employee safety teams to maintain a safe and
secure work environment for all employees.

Workforce Resource Management Role (2013 Jan - Oct 2015)


Resource Management
Resource Allocation: Manage resource allocation for North America EAS Business unit, liaising
between TAG and business stakeholders to meet client requirements.
Associate Engagement: Conduct extensive associate connects and internal job fairs to enhance
associate engagement and facilitate skill enhancement.
Data Management and Reporting
Data Accuracy: Ensure accuracy of resource data, including skills and contacts, to facilitate
effective resource deployment.
Reporting Dashboard: Develop and maintain reporting dashboards for internal deployment
percentage, release compliance, and bench strength.
Initiatives and Achievements
Utilization Improvement: Implement initiatives to improve bench resource utilization through
internal fulfillment and cross-skilling/up-skilling.
Stakeholder Collaboration: Proactively engage with stakeholders to understand client
requirements and suggest cross-skilling options for faster deployment.
Tools Mastery
Internal Tools Utilization: Proficiently utilize internal tools such as SAP, Peoplesoft, EAS, Talent
Work Bench, and Talent Marketplace to facilitate HR processes and data management.
Recognition and Professional Development
Awards and Recognition: Received awards for Best Ownership, Valuable Contributor, and SPARK
Award for dedication and productivity.
Udemy Certification: Completed Udemy certifications in HR 21st Century Talent Management, HR
in Business, Recruiting Talent Acquisition & Hiring, and Human Resource Management &
Strategic Planning Basics for Human Resources.

06/2012 – 12/2012 Development Manager Recruitment


ICICI Prudential Life Insurance
Job Responsibilities:
Leadership: Directed and supervised a team of 15 to 20 associates, providing guidance and
support to ensure optimal performance and productivity.
Talent Acquisition: Orchestrated the recruitment process for Development Managers, including
sourcing candidates, conducting interviews, and assessing qualifications against job
requirements.
Resume Processing: Managed the screening and processing of resumes, meticulously reviewing
qualifications and experience to identify top candidates for further consideration.
Job Description Validation: Ensured alignment between job descriptions and organizational
needs, verifying accuracy and completeness to attract suitable candidates.
Document Screening: Conducted thorough screening of resumes and supporting documents,
verifying credentials, qualifications, and other relevant information.
Interview Coordination: Coordinated interview schedules and logistics, liaising with candidates
and internal stakeholders to facilitate a smooth and efficient interview process.
Candidate Assessment: Evaluated candidate suitability and fit for the role, assessing skills,

3/5
Work Experience

experience, and potential contributions to the organization.


Offer Letter Issuance: Managed the issuance and rollout of offer letters, ensuring accuracy and
compliance with company policies and procedures.
Candidate Experience: Provided a positive and professional experience for candidates throughout
the recruitment process, serving as a brand ambassador for the organization.
Process Improvement: Identified opportunities to enhance recruitment processes and
procedures, implementing improvements to streamline operations and improve efficiency.

08/2007 – 05/2012 IBM Global


Job Responsibilities:
HR Practitioner & SME Role:
Collaborated with the Change Management team on business unit organization changes,
facilitating smooth transitions in payroll, department names, and role modifications.
Orchestrated movements between accounts, ensuring compliance with protocols and obtaining
necessary approvals.
Worked closely with Operational Excellence and HR partners to establish, update, and manage
positions for both new and existing employees.
Leveraged expertise in SAP, Peoplesoft, ESA, and HRMS tools to optimize HR processes and
systems.
Played a pivotal role in the banking process, specifically within LTSB Bank, focusing on credit card
collections, savings accounts, and loans.
Managed data processes related to customer address changes, consistently meeting deadlines
and targets.
Mentored new team members, aiding in their acclimation to processes and fostering a supportive
learning environment.
Assisted managers in preparing and maintaining performance reports, offering insights from
onshore operations and providing constructive feedback to enhance team performance.

Promotion as SME & Team Leader for HBOS Collections Team (Dec/2010):
Led a team of collection specialists, guiding their day-to-day activities and fostering a culture of
accountability and excellence.
Implemented strategies to optimize collections processes, resulting in increased efficiency and
recovery rates.
Conducted regular performance evaluations, providing actionable feedback to team members to
drive continuous improvement.
Collaborated with cross-functional teams to address operational challenges and streamline
workflows.
Acted as a subject matter expert, providing guidance and support to team members on complex
cases and escalated issues.
Facilitated training sessions and workshops to enhance team skills and capabilities.
Ensured adherence to regulatory guidelines and company policies to mitigate risks and maintain
compliance.
Fostered a positive team environment, promoting collaboration, innovation, and professional
growth.

04/2006 – 08/2007 Customer Services


First Source
Job Responsibilities:
Managed inbound and outbound calls for BSkyB Customer Services, providing exceptional service
and support to customers.
Handled payment collection calls, ensuring accurate processing and maintaining financial records
with utmost integrity.
Assisted customers in upgrading their Sky packages to HD packages, demonstrating thorough
product knowledge and understanding of customer needs.
Conducted customer satisfaction surveys to gather feedback and identify areas for service
improvement.
Resolved customer inquiries and concerns promptly and effectively, striving to exceed customer
expectations in every interaction.
Collaborated with cross-functional teams to address technical issues, billing inquiries, and
account maintenance requests.
Maintained detailed records of customer interactions and transactions, ensuring confidentiality
and compliance with data protection regulations.
Participated in ongoing training and development programs to stay updated on product features,
policies, and procedures.
Contributed to team initiatives to enhance service quality, productivity, and overall customer
experience.
Upheld company standards of professionalism, courtesy, and service excellence at all times,
representing the brand with integrity and professionalism.

4/5
Languages & Computer

– LANGUAGES
English Hindi

– COMPUTER
MS Office
(Word,Excel,Powerpoint) Internet, Email

Skill Graph

96 97 94 95
% % % %

Strategic HR Planning and Talent Acquisition Strategy Employee Engagement and Change Management Leadership
Execution Development Retention

93 97 98 97
% % % %

Performance Management HR Analytics and Data-Driven Leadership Development and Diversity, Equity, and Inclusion
Optimization Decision Making Succession Planning (DEI) Advocacy

95 93
% %

HR Policy Development and Stakeholder Relationship


Compliance Management

Strengths

Strategic Business Alignment Talent Acquisition and Management Employee Relations Expertise

Change Management Leadership HR Policy Development and Compliance Performance Management Optimization

Leadership Development and Coaching Data-Driven Decision Making Diversity, Equity, and Inclusion Advocacy

Organizational Development and Effectiveness HR Technology Integration Stakeholder Relationship Management

Hobbies

Exploring distant lands Getting lost in a good book Capturing moments Feeling the music

Every kind of sport

5/5

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