Senior Quality Consultant Opening.

Position : Senior Quality Consultant Opening.

 

Company : Leading Banking Software Company

 

Job Location : Chennai

 

Job Description:

 

Senior Quality Consultant Roles and responsibilities:


Experience & Educational qualification required: 8 to 12 years of experience with any Bachelors/Masters degree experienced in F&A operations.

Responsibilities:
* Process definition and implementation to ensure compliance to global quality standards/models
* Planning and conduction of periodic audits to ensure compliance to the defined Quality Management System
* To Work closely with unit heads to understand end-to-end customer needs and convert them into project opportunities
* Identify and lead Six Sigma projects for functions in shared services
* Work as a change agent to reduce variation and eliminate defects in processes; Implement and sustain a BPMS framework
* To establish the Finance Academy as part of shared services catering to global finance organization
* Own FMEA"s for the department and conduct periodic risk assessment
* Perform flowchart documentation, Conduct Process workshops and document process gaps and bring in effective controls
* Responsible for improving the Process Cycle Efficiency of processes
* Train the shared services staff in Six Sigma/ Lean concepts and bring in quality culture
* Cycle Time and Productivity Capture and Analysis for the team
* Roll and sustain an effective and efficient capacity management tool for the unit.
* Conduct assessment of knowledge of staff on Six Sigma/Lean Concepts
* Publish the Training calendar and ensure training delivery from the Finance Academy of SSC
* Lead the Training team and ensure topics in the training calendar are as per the business requirements from time-to-time
* Perform such other duties as required from time to time.




Essentials required:
A Bachelors/ Masters degree is required for this position; BE, B.Tech, MCA is also fine but with Quality experience.
Process / Quality Management System Implementation experience
Prior experience in planning and conduction of audits
Certified Six Sigma Master Black Belt/Black Belt
Prior experience in a quality/risk role preferably in F&A Operations
Should have led/mentored 5-8 process improvement projects.
Excellent Communication Skills - Should be able to train staff on Lean and SS Concepts.
Good at number crunching, excel, power point. Should have a sharp analytical mind.
Experience in FMEA, Process Mapping & Audit, Process maturity assessment, Problem resolution.

If interested kindly share your updated CV to the below email id.

 

Contact Details : 9500062416/alicenivethaj@vertxsolutions.net

 

Regards,

Alice Nivetha

VertX Solutions

Why Recruiting Looks Easy – Miles Jennings, Co-Founder and CEO of Recruiter.com

Why Recruiting Looks Easy – Miles Jennings, Co-Founder and CEO of Recruiter.com

There is an absolutely wonderful children’s book called 20 Heartbeats about a painter who paints a horse for a very wealthy man. I hate to ruin it for you, but I have to say what happens.

The rich man pays this famous painter to paint his favorite horse. But years go by and the painter won’t finish the painting. The rich man finally shows up at the painter’s house and demands the painting. The painter obligingly whips out a piece of parchment, dashes off a horse in black ink with his brush, and then hands the painting to the rich man. All this takes less than the time of 20 heartbeats.

The rich man is, of course, aghast. He storms after the painter to demand his money back. However, as he walks after the painter, he sees what has been taking so long.

All along the walls are hundreds and hundreds of painted horses. The painter wasn’t procrastinating, he was practicing. The rich man then finally takes a look at the painting that he purchased so long ago, now in his hands. It’s a perfect horse, a horse so real that he whistles to it.

As every art form takes discipline and practice to look easy, every kind of work takes years of diligence to perfect. Recruiting is no different, but few professions look so simple. It’s really hard to pass along a piece of paper, right? You can almost hear hiring managers thinking to themselves, “Yeah, I’ll bet your fingers are really tired from dragging all those resumes from a folder into an email. Real hard work.” Few jobs seem so easy to duplicate.

The end product of recruiting, for one thing, is someone’s else’s work – it is someone else’s talent, ability to interview, and everything else they have that gets them hired that is the end product of the recruiter’s process. It’s hard to pinpoint the recruiter’s exact role in this pseudo-science. Did they identify the talent? Spot them? Find them? Assess them? Understand the job? The culture? Have the right database? The right connections? The right insight into the department or hiring manager psychology? Did they make a lot of calls or know some secret strings to search for in Google? It’s hard to say what it is exactly that the recruiter does and so it’s easy to discount the recruiter’s role entirely.

However, we might be looking at it wrong. A recruiter’s value can’t be found within the process of a single hire. It can’t be found in that space that sometimes spans twenty heartbeats between talking to a manager about a job to the identification of a possible talent.

You have to look at everything that comes before that identification to see the value of a good recruiter. A great recruiter creates the conditions for that magic luck to strike. They don’t talk to a lot of different people. They talk to everyone. They don’t want to know their clients or their company’s competitors. They want to know everything that’s happening at every company in their area. It’s a massive amount of work that requires constant rejection, failure, stress, and is compounded by the minutiae of job offers and the uncertainty of human emotion.

That’s why very few succeed at recruiting. It’s not like there is anything special about that one placement. There is nothing about identifying a candidate and getting them a job offer that requires any particular kind of magic, or even a college degree for that matter. Unlike a beautiful painting, anyone or any recruiter can luck out and make a placement or two. But the background required for long-term recruiting success is much different. It involves the deep study of companies, products, markets, assessment, and professions coupled with a kind of brute force stamina to doggedly pursue the talents of other people. This is the process that forges the recruiter’s talent. This talent, when functioning at its best, is impossible to find.

VertX expands to Pune and Hyderabad

We are delighted to announce that VertX Solutions has expanded to open two new branch offices in Hyderabad and Pune. It will be our pleasure to serve you at our new location with the same quality and service.

 

Pune Address:

 VertX Solutions

No. 206, C Wing, 2nd floor, Trade Centre,

North Main Road,Koregoan Park, Pune – 411001.

Hyderabad Address:

No:202, 2nd Floor, Olbee Centre,

Raj Bhavan Rd, Somajiguda, Hyderabad – 82

Opp to Shell Petrol Bank

 

HR Leader of the Fortnight - Mr. Justin D

The War for Talents

McKinsey Co., conducted survey in the Global market in the year 2007 and found that there will be heavy fight between corporate across the globe for Talent. This corporate warfare is expected to continue for 20 more years.

It is also found that by 2015 all other developed countries will have demand for Young and Fresh talents to fulfill their Manpower Requirement. The reason:  most of the developed countries & the present Talent Rich countries account for high percentage of ageing population. They would reach their retirement age and create a vacuum / demand for fresh talents. Certain studies have analyzed these situations and suggested to implement and practice Employee Engagements / Employee Empowerments / Talent Enhancements.

Demographers expect India's population to surpass the population of China by 2030 and be the number one population. At that time, India is expected to have a population of more than 1.53 billion while China's population is forecast to be at its peak of 1.46 billion. At present nearly 40 percent of Indians are below the age of 15 years old. By 2015, India will have youthful Talents with adequate literacy, work experience and focused trade / subject matter expertise.

The need of the hour for the Corporate world is to acclimatize initiatives to Retain available Top 20% Talents, Provide opportunity to 2^nd in-line / mid-level profiles, optimize Training and Development initiatives to all talents to enhance their skills to meet the imminent challenges, help employees to foresee opportunities to grow and communicate to employees on their futuristic approaches to achieve the Organisational goals. 

Who are these Talented Resources or Top 20% Talents? What is that the Corporate World expects out of them? What does India have in store for the Global Job Market? These are the questions which would give us an insight into what the Leaders / Professionals / Educationalists / Industrialists, expected to do to these raw talents.

Talented Resource are those who have the right kind of culture, out-of-the-box thinkers, who can think on their feet, problem solvers, have better ideas, execute those ideas better, and even help develop other people better. These Talent augmentation demands a greater attention, focus and some special behaviors from Senior Leaders like, Professionals / Educationalists / Industrialists.

What lies ahead for India? If what we learn and hear is true, India will possess the highest Young Talents in the World by 2015. India is certain and expected to have the energy and power by way of manpower / workforce to fuel the global economy.

Considering this, will we be able to gather Young Talent energies and powers and market them in the Global Job Market? Will we be able to produce the right professionals for the foreseen demand? Do we have the capability to produce right person for the right job? Can we turn these Young Talent’s energy and ambitions into employable / engage able manpower / workforce?  Looking at the scenario, we will have the quantity; will they possess the expected quality / skills / capabilities to cater to the Global needs or World sourcing?

We have a big picture in our front. A high demand for Manpower / Workforce that is effective thinkers, innovative, energetic, ambitious, committed, hard working, givers and help their peers, colleagues, teams, Organisations and its stakeholders to achieve its objectives.

Let us look at the ground reality of challenges faced by the Global Market in finding workforce at early 2000s. In China it was Tough to get Middle Managers. As mentioned earlier, Ageing Population has occupied the top bracket of the corporate ladder. There were less of young talents in the market and corporate world was deprived of inducting fresh / young / youthful talents into their teams.

In Europe, the challenge was not about their youth population but on the youth’s choices towards education and vocational training. There was less number of educated and trained manpower. The employed population was found committed, dedicated and hard working. Employers had to hire the available resources and spend time, money and energy in enriching their talent pool.

India though had a different challenge all together. Employers were given less option and time to play with the available workforce. Were forced to face high percentage of Attrition and get adapted to the situation. Employers were alarmed and had to adhere to guerrilla warfare tactics to maintain their talent pool, deliver and satisfy customers globally. Employees were on high demand, with high cost and in addition, relegate supply of relevant talent. This paved way for employers to strategize their talent hunt and be innovative in approach to the employee needs and demands. Employees on the other hand became competitive in talents / skills / competencies. They realized their need to enhance their capabilities to invite better opportunities with heavy pay packets.

The question which comes across my mind is How to make Raw Talents from school-to-work capable?

• Student’s ability to network with Professionals visiting their Institutes / Campuses. This has the key for the Students to learn and understand their Employability Proportion.
• Providing adequate opportunities for the students to understand the market reality.
• Higher Campus Corporate relationships.
• Counseling and mentoring the students in goal setting and aspiration management.
• Training programs to inhabit the corporate best practices and global culture to avoid cultural shocks and habituated at school to the corporate behaviors.  
• Platform to showcase their talents to the corporate world.
• Imbibe the corporate needs in the course curriculum.
• Nurture healthy competitiveness at campus.
• Encourage value added programs / subjects / courses for the students to have options and better their career chances. 

 
 
 

Mr. Justin. D

Senior Manager – HR

Intergraph Consulting Private Limited

  

Employee Speaks - Sadasivam

Before joining VertX I had the opportunity to explore various firms to establish very niche and fast growing recruitment vertical but none came forward and provided me with the necessary support. VertX had an excellent vision to expand into various sectors and it blended very well with my experience/market knowledge to make it a success. In a rapidly growing HR industry, VertX has stood head and shoulders above more than 95% of its competition to be one of the fastest growing recruitment firms in Chennai.            

- Sadasivam D. 

Lead Consultant  | VertX Solutions

Chennai 

                  Sadasivam 

Lead Consultant | VertX Solutions