Jul 2022 – Aug 2023 · 1 yr 1 mo · Pune, Maharashtra, India · On-site

Apr 2019 – Jun 2022 · 3 yrs 2 mos · Pune, Maharashtra, India

• Provide leadership to the Human Resources Function for the Technology teams in India, UK, Ireland and Poland
• Design, manage and implement the people management practices by way of standardized, consistent and competitive policies and processes which are Employee oriented and aligned to Capita Values
• Drive talent management across the technology space with focus on resourcing, performance management, learning and progression
• Ensure resourcing delivers to the cost and time objectives with focus on hiring right talent
• Ensure delivery of people policies and processes while consistently maintaining and increasing the level of overall staff engagement in line with the stated employee engagement goals
• Architect Future Ways of working by aligning People policies and practices to suit the organisation and its employees
• Enable a learning culture with a focus on capability and future skill building
• Ensure efficient design and delivery of the HR function with on timely delivery in a cost effective manner
• Provide thought leadership by way of identifying and bringing in industry best practices towards driving a better employee experience
• Mentor, coach and develop team members to help them achieve their personal career aspirations and objectives
• Act as a sounding board to Leadership teams when dealing with people issues including but not limited to conflicts, performance and behavioral patterns
• Ensure compliance to local laws, legislation and regulations and group mandated policies

Aug 2015 – Mar 2019 · 3 yrs 7 mos · Pune, Maharashtra, India

• Strategic HR, Talent Engagement & Development, Talent Acquisition, HR Policies, Grievance Management, HR Operations, Analytics
• Pivotal role in resource planning & recruitment to ensure monthly headcount target is met
• Essayed a key role in:
• Defining and rolling out policy to Identify “Critical talent pool” for High potential employees in the organisation for succession planning and new roles.
• Conceptualising Leadership development framework, designing and implementing the learning journey.
• Designing and re-engineering of Induction program and On-boarding for new hires
• Re-engineering the Internal Job Posting process, Promotion and Career advancement policy
• Managed the performance management system, appraisal process including objective setting, performance reviews, promotion and compensation revision
• Launched Employee connect through various touchpoint sessions (eg:-skip level, one2one HR-connect meetings etc.)
• Accountable for attrition control and formulize various measures of Retention Management
• Pivotal in rolling out employee engagement surveys and action planning
• Accountable for talent development at various levels
• Accounted for MIS reporting to the leadership team on all the initiatives, providing analysis and recommendations on recruitment, attrition, performance management, employee engagement etc.
• Spread-Headed HR operations (Handling employee grievances, employee queries, overseeing background check and documentation, compensation fitments for lateral / internal hires etc.)

Mar 2014 – Jul 2015 · 1 yr 4 mos · Pune, Maharashtra, India

• Role: Strategic HR, Talent Engagement & Development, Talent Acquisition, HR Policies, Grievance Management, Analytics

Jan 2012 – Mar 2014 · 2 yrs 2 mos · Pune, Maharashtra, India

• Designed the Talent Acquisition Strategy, Training Strategy, Skills & Competency framework and other HR policies / processes in line with the vision, mission of the organisation
• Conceptualising & effectuating training & development initiatives based on training needs identified across the organisation
• Instrumental in middle and senior level hiring for Marketing, Sales, Product Planning, and Auto Finance etc. verticals.
• Accountable for creating job descriptions, recruitment manual, various HR dashboards etc.
• Accountable for successful external and internal audits
• Instrumental in designing sustainable HR systems for processes like recruitment,Performance management, Leave Management System etc.

Jan 2007 – Dec 2011 · 4 yrs 11 mos · Novi, Michigan · On-site

• Role: Head HR North America, Team Size: 10+ across US, Mexico, Canada and India
• Key Responsibilities / Achievement:
• Re-engineering of the recruitment and on-boarding process for new hires
• Launched & Socialized Employee Referral and mass Walk-in drives in North America
• Lead the development and deployment of Performance Management system ‘PACE’
• Formulation and roll out of Reward and Recognition program at each level in the organization
• Rollout of ‘Gallup’ employee engagement surveys and action planning across US, Mexico & Canada
• Formulated Employee touchpoint program (e.g.: skip level, one2one, Tea with COO, multi-site connects)
• Spearheaded creation of Talent Acquisition manual & SLA document, monthly HR dashboards and safety policies
• Instrumental in trend analysis of the compensation structure to devise revised Compensation bands, rectification of salaries for onsite deputed employees
• Actively involved in implementation of Recruitment, ESS/MSS, Retention tracker and Leave Management System
• In my earlier role, was responsible for lateral hiring (350+ professionals hired) and Early Talent Program
• Achievements:
• a. Deputed to Tata Technologies Inc. at Novi, Michigan as Strategic HR implementer & OD Specialist to handle the complete gamut of HR. Worked closely with President & COO
• b. Bagged the “Employee of the Month” award

Jul 2004 – Feb 2005 · 7 mos · Pune

• Extensive analysis of the various resolutions offered to the clients. Rectifications if any in the
• solutions provided was expected.
• Facilitating on the job training of newly joined employees.
• Generation of weekly as well as monthly performance and productivity reports.
• Team assessment on set parameters of quality adherence.
• In –house technical assistance and software development.

Jun 2002 – May 2004 · 1 yr 11 mos

• Recruitment of teaching as well as non-teaching staff.
• On the job training for teaching staff.
• Monthly Performance assessment using feedback sessions, one to one interaction.
• Designed the Compensation structure.