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<pre>Array ( [var] => cut_url ) </pre> Resume for Anthony A. for Administrative / Clerical / Support / Staffing & Employment in Secunderabad, India. Search More Resumes for Administrative / Clerical / Support on #1QQBOKCW7

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Resume for Anthony A. for Administrative / Clerical / Support / Staffing & Employment in Secunderabad, India

Occupation: Administrative / Clerical / Support Industry: Staffing & Employment
Country: India City: Secunderabad
State: Andhra Pradesh ZIP: 500026

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| ANTHONY A. | |
|Contact Details India: + , Email: | |
|Maria Villa, H No. , Nehrunagar, Marredpally, Secunderabad A. P. | |
|Human Resources Professional with over years of Comprehensive International Experience. Dedicated and |
|passionate about developing positive employee relations and exceeding organisation goals. Highly skilled |
|and experienced in talent management & talent acquisition, training & development , employee relations, |
|and performance management. Excellent in problem solving, communication and interpersonal skills, |
|retention, and succession plan. History of successful interaction within diverse groups, comfortable and |
|effective with professionals at all levels, and adept at peacefully resolving conflicts. Good knowledge |
|of India, US, PRC and UAE labour laws. Creative, innovative and selfstarter. |
|Areas of Expertise |
|Human Resource Management & Planning |Compensations, Benefits & Administration |
|Policies Design & Administration |Talent Management & Talent Acquisition |
|Training & Development |Revenue Cycle Management RCM |
|Recruitment Budgeting & Planning |H.R. Metrics |
|Performance Management |Excellent Knowledge of India, U.S. PRC and U.A.E. |
| |Labour Laws |
|Excellent Knowledge of Managing Multiple |Excellent Knowledge of Organizational design and change|
|Locations and cultures Globally |management methodologies |
|Employee Relations Management |Quality Management Systems TQMS, ISMS, ISO, CMMi |
|Core Competences |
|Human Resource Management & Planning |
|Developed Human Resources policies and procedures and Employee Manuel. Developed performance management |
|systems and procedures |
|Developed and delivered training program on all topics related to company polices. Maintained EEO and |
|labour law compliance. Maintained Safety and Health compliance |
|Designing employee transition processes to various countries for seamless transition and deputation, and |
|for setting the expectation right with the clients and account manager |
|Conversant and good exposure to quality management systems like TQMS, ISMS, ISO, CMMi level while |
|working in coordination with internal customers & ensuring meeting of service delivery norms |
|Resolved employee grievance and issues by conducting quarterly skip level meetings and open forums |
|conducted monthly and annually. Planned and conducted corporate events for the organisation monthly, |
|quarterly, and annual corporate events |
|Training & Development |
|Responsible for identifying and facilitating the training programs of the organization and planning the |
|training calendar and defining the training plan for the year. Ensuring that training programs and |
|curriculum meet company standards and customer objectives |
|Directed internal and external training programs, overseeing the planning of course design, delivery, and|
|support documentation, coordinated for the staffing and scheduling of training programs. Ensured that |
|content and delivery of training materials are appropriately tailored to the specific needs of the |
|company |
|I was instrumental in motivating the staff and creating cohesive team culture. I was the point of contact|
|for information on organizational practices and procedures |
|Conducted periodic checks to evaluate the achievement of the set goals for the staff and ensured that the|
|strategic and operational objectives of the group are achieved, and implemented improved training |
|programs and help business perform better |
|Responsible for career planning and development and performance management |
|Talent Management |
|Developed Talent Acquisition strategy to build the Organisation brand through recruitment. Established |
|databank of human resources, Worked with senior management to identify the staffing needs, Developed |
|recruitment strategies based on short term and longterm strategy. Managed the recruiting process such as|
|placing advertisements, screening applications, interviewing and selecting right candidates across all |
|levels |
|Developed strategic planning and preparation of annual goals and budget for HR. Successfully reduced the |
|recruitment cost for the organization. Initiated, and coordinated the movement of associates internally |
|within the business units. Resources allocation deallocation from projects for all onsite and offshore |
|associates, in consultation with the division heads and ensuring optimum utilisation for resources |
|Handled all senior level recruitments in the organization, successfully accelerated the growth of the |
|organisation from to in shortest leadtime, reduced the Turnaround time for application process,|
|reduced workload to find the right people for open positions fast by having interested job seekers create|
|a ‘profile’ of themselves. This helped in building talent pool exponentially to always have a ready |
|source to search for current and coming position openings |
|Revenue Cycle Management RCM |
|Developed a comprehensive Revenue Cycle Management approach to improve and manage all components in |
|obtaining patient encounter information and applying it to ensure patient safety, while creating a |
|simplified, integrated workflow designed to optimize and expedite reimbursement. This helped to improve |
|both clinical and administration operations and helped to better manage complex patient health |
|information, enhancing the performance and accuracy of workflow processes and clinical data |
|I was instrumental in improving process in patient registration, eligibility verification, authentication|
|check, claim generation, claim submission, medical coding, charge entry and cash posting, A/R denial |
|management, A/R collections and followup, medical billing, charge capture & coding, patient followup |
|and third party payment compliance |
|Was instrumental in implementing efficient revenue cycles best practices in some of the most common |
|challenges facing hospitals today. In filing claims to payors without having them denied and collecting |
|bills in a timely manner, made sure claims are clean and systems are set up optimally, educated and |
|worked with the staff to form an efficient organizational structure, Established processes and tools that|
|improve revenue cycle efficiency and set goals and monitor performance |
|Performance Management |
|Administered Performance appraisal to measure the performance of the employees of the organization to |
|check the progress towards the desired goals and aims |
|Responsible for defining the appraisal process, orientation for the employees and to the business unit |
|heads. Successfully completed the annual appraisals for employees as per the given schedule. Ensured that|
|the appraisal was conducted successfully even when the employees were deputed on site across multiple |
|location |
|Responsible for the development and implementation of the policies of the organization and ensured that |
|they are being implemented and adhered to across the organization. |
|Set standards for performance management and the processes to complete the system for performance |
|appraisal and How to maintain objectivity in the appraisal process |
|Competency Building |
|Developed competency and tracking mechanisms through the introduction of customized competency assessment|
|tool, incorporating key parameters aiding career development, succession planning, degree feedback |
|etc. Responsible for the optimum utilization of resources through significant efforts in skills |
|management |
|Developed scorecards to monitor and assess skills and competency metrics. Responsible for feedback and |
|counselling for competency enhancement, and was part of core team to design career – planning |
|Interventions. Initiated talent management exercise to ensure the continuous retention and growth of |
|existing talent |
|Compensation and Benefits Management |
|Developed and implemented Global Reward strategies and successfully implemented and new initiatives to a |
|global workforce spread across multiple countries and cultures |
|Developed and implemented a comprehensive competency based compensation and benefits policies including |
|salary benchmarking, benefits management and annual bonus variable compensation and annual salary reviews|
| |
|Was Instrumental in advising the Management on compensation strategies, expatriate taxation and mobility |
|practices, with good knowledge of immigration laws |
|Career Graph |
|Sr HR Consultant |
|Globally Apr –

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