Apr 2025 – Present · 11 mos

• Collaborating with technology partners and function leaders to design and operationalize organizational structures, team deliverables, staffing models, workflows, recruitment and training programs for large-scale Cell manufacturing operations.
• Responsible for annual performance cycle, ring fencing and retention of critical talent, expat compensation with detailed tax estimation & tax equalizations for hiring.
• Experimenting integration of AI automated workflows into HR activities with power automate and LLMs.

Oct 2023 – Mar 2025 · 1 yr 5 mos

• Selected in core HR team of RIL's Battery and Energy storage business.
• Responsible to design and drive recruitment strategies in a talent scarce industry, building the HR operating model inline to the Business Plan, defining the Organization structure, work breakdown and Team deliverables with workflows.
• Developing talent by collaborating with international partners for employee training and program managing the same.

Oct 2021 – Oct 2023 · 2 yrs

• Managed the employee life cycle of ~650 employees from Sales, technical support and supply chain domain of Reliance Petrochemical's Polymer, Elastomer and Supply chain Businesses.
• Partnered closely with business leadership to drive proactive staffing, Ring fencing of critical resources and Cadres, Succession planning, GET program management to build a talent pipeline and bench for hedging attrition risk.

Apr 2021 – Oct 2021 · 6 mos

• Part of Reliance’s business focused on renewables like Solar, Green Hydrogen, Battery, FCEVs and materials like Carbon Fiber.
• Conducted C-suite recruitment for niche talent, from market analysis, mapping - sourcing, till offer negotiation and executive compensation design by devising migration of components like ESOPs to RIL's reward practice.

Oct 2020 – Mar 2021 · 5 mos

• Worked on talent management assignments such as potential estimation for the largest integrated grassroot refinery complex, Jamnagar.
• Project - Studied RIL's MDPs since 1995, through leadership surveys and analytics of 3 HR metrics defined for studying long-term careers of 500+ Senior leaders. Provided recommendations to leadership to enhance future MDP effectiveness.
• Built a career map creator with SAP data in Python using dictionary for database and tkinter module for dynamic plotting. These maps provided a quick and comparable overview of >500 people leaders.