Ranjit Doorjean

Publicis Global Delivery is a center of expertise catering to international markets on a full spectrum of digital marketing, data and tech services. The PGD Team in Mauritius boasts of over 234+ employees both local and expatriates. Owed the full recruitment process and worked extensively on the employer branding strategy to external stakeholders.

• Active and influential team player in the effective diagnosis of the business issues / strategy and goals, and added value to their delivery through the development and implementation of appropriate People Plan ( STP, MTP)
• Maintained payroll and benefits for employees in various locations and diminished financial discrepancies through expert program management.
• Owned the recruitment process and lead all the recruitment and selection activities from start to end. Recruitment strategies and process helped to recruit 82 FTEs in 2023, and 55 since January 2024) locally and 35 internationally (Morocco).
• Executed in partnership with the business leadership teams on people issues such as resourcing, rewards, employee relations, talent, performance, organisation development, culture, leadership and learning and development.
• Excelled in bringing together best practice within the people function and resources within the business area in order to shape and brilliantly execute the people agenda in a timely manner.
• Collaborated with Global Services Owners in setting up and delivering HR related activities (timesheets,Centralized employee file management, standardized recruitment format, etc)
• Manage and executed the payroll process of 230 employees locally including expatriates (streamlined the payroll function for ease and speed of processing, thus optimizing the time taken to process payroll and minimize errors).
• Law - Stayed current with the employment legislation and supported developing People policies and processes to meet employment law regulations and requirements.
• Act as escalation point for global and local stakeholders through providing expert advice on employment regulations and people management.
• Expert in expat management (expert in Occupational permit application)
• Staff retention strategies that have helped lower the staff turnover rate to 15%
• Conducted TA and used same for employee skill upgrade and retention. Also monitor all HRDC claims and progress.
• Have put a salary benchmark in place to attract and retain employees and to re-align existing employees’ salaries.
• Assisted and guided all members of the management team on the yearly performance management thus increasing the rate of completion from 0% to 76% as at December 2023.
• Created an atmosphere where HR is a trusted resource for employees and managers, respected for its expertise and called upon for consultation and support, which have helped bridge the gap between management and employee relations by nurturing a positive working environment.
• Provide leadership and education on organisation wide behaviours, ethics and compliance, and overall HR policies and educate counsel and support managers on employee relations issues to ensure fair treatment of staff and compliance with employment law.
• Conducted 360 performance evaluations and talent assessments and created opportunities for job rotations, job sharing, special assignments and team projects that enhanced development and performance.
• Leading the HR team to deliver best practice and commercially focused HR solutions that support the Business’ strategic goal, while responding to changing requirements
• Created and implemented forward-thinking initiatives to improve employee engagement.
• Ensured continuous improvement of the HR function by staying updated on relevant HR Laws, continuously following CPD courses and industry best practice.

• Partner with executives and management to proactively address business issues related to work force development, recruitment, employee engagement and productivity. Responsibilities include.
• Delivered HR expertise in the areas of people strategies, talent planning, performance management,compensation, investigations, resolution of employee relations issues, and management and administration of all HR policies.
• Partnered with executives on strategic workforce planning to meet current needs, changes within the industry and long-term forecasts and supporting management teams in the recruitment and selection process.
• Worked proactively in the areas of diversity, attrition analysis and retention strategies, and change management and communications.
• Consulted with assigned clients to identify & address specific organizational issues, i.e. ineffective team dynamics, management styles. Partnered with appropriate HOD’s to deliver tailored solutions to meet specific client's needs.
• Development of a “partnership” approach to the management of employee relations thus increasing employee satisfaction by over 30% (through opinion surveys) Evaluated processes to improve processes and employee morale.
• Lead talent planning sessions and advised managers on compensation decisions through job analysis and determination of internal equity and external competitiveness.
• Examined HR data trends, developed client ready decks, and brief leadership on HR trends and People activities.
• Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity, and within company to reach business goals.

Deliver market leading people practices, consistent with corporate policies and strategic goals. Responsible for overseeing the work of a HR team of 7 and acting as a first point of contact to provide strategic support and advice alongside the operational management teams across the business to provide a value-added service.

• Led change management initiatives including implementing new performance management processes, flexible work arrangements and driving creation of new business services teams reducing inefficiencies and improving performance.
• Established solid working relationships with senior leaders and provided guidance related to: workforce planning; performance assessment, improvement and management; employee relations issues; and operational and personnel changes supporting organizational initiatives and activities.
• Improved talent pool by assessing and developing a diverse blend of business leaders, managers and employees.
• Implemented focused activities for critical positions and top performers that supported their development, retention and succession planning.
• Created innovative programs and solutions to maintain the get it done culture with an emphasis on helping each departmental scale to achieve goals.
• Champions business strategy and HR initiatives that support the strategy Provides thoughtful feedback and coaching to employees and managers in appropriate situations Identify best practices and organizational efficiencies.
• Responsible for both the health and safety and CSR function on the company
• Track HR Related activities and report to the relevant departments and the directors

Key achievements

• Gain ISO 9001 certification for the Human Resources Department
• Training center certification by the MQA
• Alignment of HR Policies and Procedures for DATACALL whilst ensuring a common approach in HR Operationsand activities consistent with corporate policy and local legislation
• Implemented a new performance management system based on capabilities and competency.
• Improved the recruitment cycle to 30 days.
• Reduced the employee turnover to 5.04% for the year so far – by practicing an open door and proximitypolicy, talent retention and reward and by providing coaching and support to line managers.
• Minimized payroll cost by 10 % year on year by optimizing revenue per head and effective people planning.

Managing the HR Strategic Formulation, implementation and operations of the Resort. Part of the Excom team my role consisted of :- Assisting the General Manager in formulating the resort human strategies, HR Policies & Plans and review budget in accordance with the Resort’s Missions and Objectives.

• Implementation of a new working pattern (5working days), a strategy which helped recruit and retain high caliber candidates.
• Provide day-today performance management guidance to leadership (coaching, counseling, career development, disciplinary actions,...
• Implementation of an employee recognition culture – an initiative which has helped improve employee engagement & satisfaction by over 30% (through staff surveys)
• Assist with recruiting and staffing, training and development, compensation and benefits, and other HR processes and special projects.
• Improve manager and employee performance by identifying and clarifying problems; evaluating potential solutions; implementing selected solution; coaching and counseling managers and employees.
• Reduced the recruitment cycle to 45 days for management positions and 30 days for staff level.
  Redesigned the HR policies and practices to meet the organizational goal and also which reflect modern HR practices.
• Implementation of a Competency mapping linked with performance management system.
• Build and maintain good relationships with the labour office and other HR managers in the region.
  Harmonized compensation and benefits

• Responsible of HR Functions and operations for the Insurance & Investment Cluster.
• Trained facility managers on company policy and procedure for similar performance throughout cluster.
• Conducted mandatory health and safety checks in cluster.
• Re-wrote and implemented all the HR policies of the cluster.
• Responsible for payroll, HR audit, Recruitment and selection
• Implementation of performance management system
• Training delivery and advising on issues like talent and engagement
• Improved the recruitment cycle from 60 days to 30 days (through portfolio and headhunting)
• Improved the HR service delivery and employee satisfaction.