ACHARI RAJENDRA MADHUKAR

Strategic Employee Relations | HRBP | GPW Great

Place to Work
A strategic thinker with experience of 28+ years in executing Employee /
Industrial Relations and HRBP to realize bottom-line results in the pursuit of
organizational objectives; building and motivating large diverse teams that
well exceed expectations
Seek career opportunity as HR/ER/IR Lead for headcount wise large size plant / Cluster of plants

Experience / Organizations

Oct’2013 to Jan 2016 with Mar’2006 to Oct 2013

Since Dec 2018 with
Hindusthan National Glass &
Industries Ltd. as DGM-HR & IR
Apr. ’2002 to Mar’
2006 with ISMT Ltd. ,
Ahmednagar as Sr. Officer ER
Jan 2016 to Dec 2018 with
Klassic Wheels Ltd,
Ahmednagar as Group Head HR
& IR
Sept. 94 to Mar.
2002 with Kalyani Brakes Ltd. ,
Jalgaon as Sr . Officer HR
Everest Industries Limited,
Nasik as Sr. Manager – HR
Jan’ 92 to Sept. ’94
with Unique Industrial
Handlers Pvt. Ltd. , Nasik
as Officer – Personnel &
Admin.
with GKN Sinter
Metals Pvt. Ltd. ,
Ahmednagar as
Manager – Admin.
Jan’91 to Jan’92
with Bright
Consultant, Nasik as
Officer HR

Key Impact Areas

Strategic Employee Relations
Contract Labour Management
Union/Industrial/Govt. Relations
Talent Acquisition
Compensation & Benefits
Legal & Statutory Compliance
Performance Management
Corporate Social Responsibility
Policy Formulation
Talent Acquisition
Learning & Development
Disciplinary Action Planning
Team Management & Leadership
Employee Engagement & Involvement

 A competent professional with 28+ years of experience in Education & Credentials

Operational, HR, Industrial Relation & General Administration
in matrix structure with focus on change management, talent
retention, and harmonious relations.
 Signed Ten Long Term Wage Settlements with Union as Core  Master in Labour Laws and
Team Member. Labour welfare (M.L.L. & L.W )
 Handle unionized, non-unionized, mixed workforce in
from Pune University Nasik in
manufacturing plants at single, multi-location, / cluster level.
 Expert in maintaining pro-active employee relations
1990
through various means i.e. fostering open communication,  Registered Welfare Officer as per
sharing updates, exploring career growth for workmen, their Factory Act 1948.
engagement, involvement, timely rewards & recognition and  B. Sc from Pune University in
extending participation in CSR activities. 1986
 Proven in handling reactive IR situations i.e. Work
stoppage, go-slow, non-cooperation, agitations, reaction
against disciplinary actions etc., maintaining productivity,
dissolving external union & forming internal. Certifications
 Handle Court matters (Civil, Industrial, and Labor, High Court
& Supreme Court) under applicable Labor Laws.
 Hands on in strategic diverse workforce planning, talent  Implementation of Lean
acquisition, their development, succession planning Management in GKN.
 Apply Lean /TPM methodology to study problems  Lead auditor for OHSAS: 18000
 Enterprising leader with people management skills for
& EMS 14000 from DNV,
leading workforce towards accomplishing common goals
 Proven capability to handle interference of politicians / Certifying Agency.
local conflicting groups, transfer of unionized workforce  SGS – Food & Drugs
etc. in Green Field Project, New & Existing Factory
 Selected Highlights & Contributions

Entered into 10 Wage Settlement / Agreements- signed as Core Negotiation Team Member. Achieved promotion from the post of
Office Manager to HEAD GROUP –HR & IR with Klassic Wheels Ltd.
Proven track record in developing pro-active employee relations and handling reactive IR situations i.e. agitations against
permanency clai by earn-n-learn scheme students, reaction on disciplinary action etc maintaining operations and image of
Organization, dissolving extern union & forming internal.
Established Contract Labour Management through consolidation, building contractor’s competency, strengthening Supervision by
them, a their ownership around compliances
Represented the company before the Civil, Industrial, Labour, High Court & Supreme Court (ISMT/ GKN / KLASSIC / HNGIL)
Promote the culture of diversity, team work, performance, process based approach, inclusiveness, discipline, reward & recognition,
value proposition and Great Place to Work initiatives (KBX, GKN, EVEREST & HNGIL)
Sustainably achieving GKN Prestigious Award “HR” on Employee satisfaction survey. Also achieved GKN Safety & Environment
Challenge Global Awards for good HSE practices and achieving 1867 accident free days.

Major Highlights

 Wage negotiations: Playing a vital role in settling the wage agreement with permanent workers and Mathadi
workers.
 Analytical and Critical Thinking and Result Discontinued two contractors and their Unionised labors
engaged since last 8 years smoothly and with legal way and resulted into huge saving amount of Rs.10 Lakh
per month.
• Employee Champion Focused on managing employee contribution by succeed to maximize employee
commitment and competence.
• Productivity: Close monitoring on available production hours and utilized maximum possible working
hours in the production dedicatedly. Introduced worker’s involvement in production planning and
measures. After giving required support, succeed to achieve target from 78% to 83%. Concerned with
finding methods to take care of the daily concerns and needs of all employees, and providing employees
with the appropriate balance of resources to gratify these needs and perform efficiently.
 Absenteeism & Overtime: Dropdown unauthorized absenteeism up from 16% to 6% and over time from
15% to 9%
 Training Strictly implemented GMP, Trainings, and timely disciplinary actions. Achieved minimum 140
Man Days training / month.
 Safety Remain strict on the every safety 100% aspects.
 PMP- Implemented 360 degree appraisal system for all staff.
 Employee Engagement: Implemented Employee Engagement System through various tools and developed
inter personal relationship. Introduced and implemented suggestion scheme, on the sport awards
distribution for productivity, Kizens and imitativeness.
 Audits & Legal Cases : Conducting internal and periodical (monthly) HR & Personnel department’s audit.
This resulted into improved quality of work and successfully wage and salary disbursement practice
implemented with zero complaints. Simultaneously, settled various Labour and Industrial Cases from 12 to
6 in Nos..
 Looking after Function of Corporate and four Manufacturing Units
 Developed various HR policies in respect of Leave, LTA, and Medical etc.
• Deftly provided business excellence to start the operations in 2013.
• Contract labor Management through E System & optimization 20% from current level.
• Change Agent Involved helping and managing to build capacity for transformation and change in the
organization.
• As change agents, we as HRM professionals helped identify and implement various roles and action plans
for managing, adapting and responding to change, while at the same time remaining sensitive to and
respecting the traditional values and history of the organization.
• CSR-HRM Attractions And The Notion Of Co-Creation: Building relationships, creating and leading a
team, behaving with emotional intelligence, managing conflicts, building trust, negotiating, effectively
communicating and then translating, leading diversity initiatives, understanding business implications,
leading organizational and operational change management, etc. While HRM has traditionally been
inwardly focused and CSR has traditionally been externally focused, the two functions overlap in terms of
the key internal dimensions of CSR Examples include areas such as employee motivation and engagement,
 ethical awareness and conduct, and social volunteering activities which could result in improved business
outcomes that can have positive impacts for both internal and external stakeholders
 Expertise in behavioral communication techniques: Resourcefully settled three wage agreements with
Union in 2006, 2009 and 2012 respectively.
 Know technical human resources laws and practices: These include benefits, EEOC, FLSA, OSHA, HRIS,
ATS, sexual harassment, employment laws (by state), recruiting, payroll, compensation strategies and
benchmarking, strategic planning, talent acquisition, employee engagement, learning and development, total
rewards, organizational structure, operational effectiveness, workforce management, labor relations,
technology and risk management, disaster recovery, auditing, security, corporate social responsibility,
mission/vision/values. Know this list is certainly not all-inclusive, and that it is imperative for HR leaders to
be well-versed with technical acumen, real-world best practices and SOPs.
 Productivity: Increase productivities by applying multi machine concept from 12 to 20 Lacs parts per
month.
 Holds the distinction of supervising implementation of Lean Enterprises year 2008 onwards.
 Effectively developed Behavior Base Safety & OHSAS Culture and successfully achieved 1866 days without
accidents
 Deftly resolved a bonus issue for 3 years by coordinating with Manager-HR & Administration
 Played a vital role in driving cost saving of Rs. 12000 pm by implementing Kaizen Project
 Holds the distinction of implementing the HRIS system for all employees.
 Effectively solved the assault issues on the one of the Foundry Manager
 Received an additional of safety operations and reduced accident rate up to 0.02

Other
 Organization Health Assessment.
 HR Score Card.
 Business Score Card.

Personal Details

Date of Birth : 26th February 1965

Notice period : One month
Relocation choice : Anywhere in Maharashtra /Goa/ Gujarat/
Rajasthan/MP/UP/HP/ Karnataka / Delhi / Gurgaon
Email address : rmachari@yahoo.co.in
Contact Number : 91464 48020
Language (Speak, Write & Read) : Marathi, Hindi & English