Dec 2019 – Mar 2022 · 2 yrs 3 mos · Mumbai Metropolitan Region

• HR Business Partner for Western Region of the Trade Marketing and Distribution division, handling Sales, Trade Marketing, Finance and Logistics functions with an employee base of 600+ employees across the geographies of Maharashtra, Gujarat, Chattisgarh, MP, & Goa. Handling a team of 3 HR Operations Associates in Ahmedabad, Nagpur and Mumbai

Apr 2019 – Dec 2019 · 8 mos

• 1. Part of a project team designing and implementing a multi-rater performance assessment system, linking assessments it to multiple dimensions of the role
• 2. Drive the conceptualization, articulation and cascade of Major Initiatives (a tool for implementing strategy) across the organization by collaborating with several C-Suite stakeholders

Jun 2017 – Mar 2019 · 1 yr 9 mos

• ORGANIZATION DESIGN
• Part of a project team focused on establishing a process and norms for manning in the various BUs and support functions of Pidilite. Activities Involved:
• Developing in-depth understanding of various businesses and support functions, spanning B2C and B2B sales divisions, and support functions like Finance, R&D, Manufacturing and so on
• Establishing manning norms and the process for workforce planning which includes planning for Talent Acquisition and Talent Management in line with the business strategy of the BU.
• HR INTEGRATION: Currently working on creating an integration framework for new JVs / Acquisitions by way of designing and executing a pilot program in a new business acquired by PIL
• PERFORMANCE MANAGEMENT
• Drive robust performance across the organisation through:
• Designing the PMS framework to meet business objectives for Frontline Sales, Field Managers, Managers of Managers, Senior Level Management, and Manufacturing
• Embedding understanding of PMS processes
• Create and Design the PMS Framework, consisting of Goals, Interim Reviews and Annual Appraisals, all supported by robust feedback mechanisms
• Drive PMS Implementation across the organization by co-ordinating with HR Business Partners and HODs
• TALENT MANAGEMENT
• Support BUs in identifying the High Potential Talent at Mid to Senior Level Management through the following activities:
• 1. Provide data points for BU Leadership to support decisions on Talent
• 2. Embed understanding of the Talent Process
• Design and execute interventions in partnership with the BUs to help ring-fence the high-potential talent.
• Key Drivers:
• 1. Clarity on Career Path
• 2. Functional Skill Development Programs
• 3. General Management Programs
• 4. Individual Development Plans
• SUPPORT ACTIVITIES:
• Part of the team which implemented an initiative to provide clarity on career paths to high potential talent based on one-to-one interactions

Apr 2016 – May 2016 · 1 mo · Gurugram, Haryana, India

Nov 2015 – Feb 2016 · 3 mos · Gurgaon

• Creating a Competency Framework for the ICT Sector of an African nation
• Part of a 4 member team responsible for developing a comprehensive Competency Framework for the Bulk and Unique Roles in the ICT (Information and Communications Technology) Sector of an African Nation (A project backed by a renowned global development network) to enable skill development of individuals undergoing technical education in government funded educational institutes.
• Activities:
• Mapping all the roles in the ICT sector (Unique / Bulk) including IT, ITeS, Networking, Electronics and Hardware, Telecom, and Emerging Technologies
• Benchmarking against the National Competency Frameworks for Singapore, Europe, UK and India
• Developing Job Descriptions / R&Rs for all identified roles by conducting FGDs with people employed in the ICT sector of that nation
• Identifying the Qualifications, Trainings, and Competencies that would be required by these roleholders, and determining the proficiency levels that will be required for vertical movements within the same track