Oct 2012 – May 2018 · 5 yrs 7 mos · India

Jan 2012 – May 2018 · 6 yrs 4 mos · Pune

• Milind is also the Co-Founder of Circles of Influence, a Corporate Training and Consulting Firm.
• Milind Datar is also an Independent HR Consultant, certified Behavioral Trainer, a professional Human Potential Facilitator, Mentor, Motivational Speaker, OD and Talent Management Specialist and Entrepreneur. Milind Datar is also SAP Certified Application Associate – Human Capital Management with SAP ERP 6.0 EhP6.
• Prior to this, Milind has worked in the IT Industry for around 15 years at various operations and strategic positions in Corporate HR. He brings his rich experience from renowned companies in IT/ITES sector with global presence. He has a seasoned portfolio of managing End-to-End Employee Lifecycle with much required concoction of varied experiences in today’s competitive world. He has more than 7 yrs experience as an Entrepreneur, 3.5 yrs in Strategic Management, 9 yrs in core HR & Talent Management & 2.5 yrs in Operations Management making him a thorough HR Professional.
• Specialties: a) Strategic Management comprising Strategic Planning & Analysis, Strategic Interventions, Sales & Operations Planning, b) End-to-end Employee Lifecycle Management, c) Talent Management comprising Manpower Planning, Resource Management, Recruitment, Employee Retention, Employee Engagement, Performance Management, Career Path & Competency Development & Management, d) Organization Development, e) Learning & Development, f) Business Process Management through Process definitions, improvements & automations, g) SAP Implementation and h) Reports & Dashboards

Nov 2011 – Oct 2012 · 11 mos · Pune

• Responsible for handling the entire gamut of HR activities globally at operations and strategic level across 3 Delivery Centers: Pune (India), Dallas (US) & Denver(US)
• Responsible for developing HR programs, practices and policies like employee engagement, compensation strategy including salary grid & salary benchmarking, competency framework (technical & behavioral), career path development to impact the overall business strategy
• Responsible for building and facilitating complete Talent Management process including Recruitment, On-boarding, Induction, Capability Building, managing Performance Management system, and developing leadership pipeline at various levels to achieve short-term and long-term goals of the organization
• Responsible for driving people development processes & practices including Performance Management Process, Rewards & Recognition Program
• Responsible for implementing best HR practices and participating in external surveys like Great Place to Work (R)
• Responsible for identifying & leading the implementation plan of the HRMS

Sep 2010 – Aug 2011 · 11 mos

• Worked with the CEO’s Office of Strategy Management with Geometric Ltd. (World’s leading PLM Service Provider) since Sept’ 10.
• KRAs:
• 1. Defining strategic processes & working on strategic initiatives for Senior Management Team
• 2. Driving several Strategic OD Initiatives like Employee Satisfaction Survey, Employee Bonding Initiatives, Climate Surveys, Attrition Analysis etc.
• 3. Business Process Re-engineering (BPR) for SAP Processes
• 4. Initiatives to reduce Cost & increase Revenue,
• 5. Technical Competency Framework & defining Career Path Model for delivery staff,
• 6. Heading/coordinating/participating in several Cross Functional Teams Initiatives to improve Organizational/Function productivity
• 7. Conducting internal surveys using Financial Valuation methods like cost-based approach, market-based approach or income-based approach to improve operational efficiencies of Strategic Support Functions, Revenue Tracker Analysis, Pipeline Analysis, Sales & Operations Model,
• 8. Developing Management Reports and Dashboards.

Oct 2005 – Aug 2010 · 4 yrs 10 mos

• KRAs:
• 1. S&OP Model
• 2. RM Module Implementation in SAP
• 3. Defining new & Improvising existing Strategic Business Processes for Corporate
• 4. Delivery and Resource Management
• 5. Organization-wide Utilization Generation & Analysis
• 6. Manage Operations Resource Management Teams across Delivery Centres
• 7. Manpower Planning
• 8. Requirement Fulfillment
• 9. Resource Deployment
• 10. Management Reports and Dashboards
• 11. CEO’s Taskforce Member
• 12. PM Tool Evaluation Committee Member
• 13. BPR Task Force Member

May 2005 – Sep 2005 · 4 mos

• End-to-end SAP Recruitment
• Resourcing for West Coast-USA

Jan 2005 – Jan 2007 · 2 yrs · Pune, Maharashtra, India

May 2003 – Mar 2005 · 1 yr 10 mos

• Resource Management
• Recruitment
• Training
• Performance Management
• OD interventions
• Defining Process Documents

Nov 2000 – Apr 2003 · 2 yrs 5 mos

Jun 1998 – Sep 2000 · 2 yrs 3 mos

• End-to-end Recruitment, conducting Performance Appraisals, Induction, Identifying Training Needs and Designing & Conducting Training Programmes for Office staff and the clients, and other Personnel and General Administration activities