Apr 2022 – Feb 2024 · 1 yr 10 mos · Bengaluru, Karnataka, India

• Joined as Lead for People function (Razorpay Payments)

Sep 2021 – Apr 2022 · 7 mos

• Perf Management -
• Defined PM philosophy & 2-year roadmap focused on culture of development, ongoing feedback & growth mindset.
• D&I -
• Lead of LGBTIQ+ Employee Resource Group (COLOURS COLLECTIVE) for the organization.
• Part of the core D&I team within MYNTRA which conducted a pay & promo parity exercise between
• two Genders for the entire organization. This exercise set the groundwork for all Inclusion initiatives for
• the CY of 2021
• Mergers & Acquisition -
• Was leading the entire engineering team SYNERGY project between Myntra and Flipkart teams. This involved communication, policy integration and comp harmonization for the employees who got acquired in Flipkart SCM Engg & Product Teams.
• Career Architecture-
• Build a framework that captures How employees should see their Career Journeys
• within Myntra Ecosystem. The scope of the project involves creating a Job Catalogue & identifying
• Functional Competencies within the organization facilitating Horizontal and Vertical Career Movements

May 2020 – Aug 2021 · 1 yr 3 mos

• Analyzed org pyramid, manager spans and architect spans to propose org design guidelines and its
• impact on hiring, succession planning and manager effectiveness
• Analyzed data around promo velocity for Engg. Campus joiners and its correlation with attrition in this
• demography. This analysis led to the creation of Campus Accelerator Program for Myntra Tech.
• Conducted attrition analysis for last 3 years (250+ exits) which included understanding inputs from Exit
• Survey, Engagement Survey reports etc. to narrow down triggers for engineering attrition. This exercise
• further helped in gap analysis and specific initiatives were chalked out to solve for these triggers.
• Leading a Manager Enablement Forum for Engg. Team where Manager enablement material is produced
• by the collective around effective 1:1s, Giving effective Feedback etc.

Jan 2020 – May 2020 · 4 mos

• Designed implementation strategy for a new HRMS tool org wide along with launch of continuous
• feedback Performance Management System based on OKR philosophy
• Conceptualized the PMS review philosophy for the year and ran calibration sessions across org.
• Conducted an External Compensation benchmarking for 120 unique roles in collaboration with Mercer.
• Was part of the Internal Posh Committee at Acko

Dec 2018 – May 2020 · 1 yr 5 mos

• Worked as HR Business Partner for Tech, Product & Data Analytics Teams.
• Conceptualized “Alpha Club” Hi-Pot program of acko that covered all High Potential employees.
• Rolled out an all-inclusive Insurance coverage which also covered LGBTIQ+ Community members. This
• initiative further got featured in ACKO’s biz product offering along with an EAP provider that I lead.

Mar 2017 – Dec 2018 · 1 yr 9 mos · Mumbai, Maharashtra, India

• R&R- Conceptualised R&R framework (BAYCHAMP) for the salesforce that decentralizes control to zones in the region (APAC). This was preceded by an org wide dipstick to understand current gaps.
• Talent Pipeline – Conceptualised a Talent Pipeline strategy for all zones. Philosophy used here allows Bayer to have Field Ready buffer employees in case of any critical attrition (Sales Bench Strength).
• D&I - Designed PEHAL - BAYER’s D&I charter for 2017-18 and was involved in Campus Hiring for this initiative across Colleges in India. Member of core committee that worked on “AVTAR Best Companies for Women” survey of 2017 where Bayer was selected in Top 100 category.
• Organization Dev – Designed first ever HR Hackathon for internal audience and B – Schools on lines of Design Thinking principles. Co-conceptualized the Facebook campaign for the entire event.
• HR Tech – Part of the team that launched HR App within Org. Designed gamification of Sales Incentive Calculator on the HR App.
• New Joinee Experience & Retention- Designed interventions like 100 Day Dialogue that were instrumental in early detection of infant attrition and addressing concerns of new joinees.

May 2015 – Mar 2017 · 1 yr 10 mos · Bengaluru, Karnataka, India

• HR Business Partner for R&D Centre of Snapdeal
• Was responsible for 370 employees in Tech & Prod.
• I was donning hat of a Coach for 31 Managers & coaching them on People Management nuances that would further improve their PULSE score (Quarterly Employee Survey)
• Successfully completed 5 comp cycle in my tenure at Snapdeal as HR Business Partner.
• Executed a manpower planning exercise and worked on improving people productivity
• Spearheaded a succession planning exercise with the business by identifying key roles
• Enhanced new hire/EmployeeExperience
• Facilitated monthly orientation sessions by all vertical heads at Bengaluru
• Conceptualised Monthly Hackathons to promote cross collaboration and innovation
• Anchor Employee Engagement for the southern & western region
• Implement Central and function specific GPTW aligned initiatives as an outcome of the internal survey results and action planning exercise
• Conceptualised and designed an e-learning module for GETs(Graduate Engineer Trainees) as a part of a Buddy program that was initiated org wide.
• Conceptualised One-to-One Connects (BAAT-CHEET) with employees & maintained a Dashboard to capture data of these connects at B’lore Centre
• Diversity & Inclusion
• Was Leading the LGBT charter for Snapdeal as an ally and member of D&I team
• Editor for the quarterly D&I newsletter (Advitya Chronicles)
• Conceptualised Sensitisation Workshops (D&I) for all People Managers within Snapdeal

Apr 2014 – Jun 2014 · 2 mos · Gurgaon, India

• Created a Functional and Behavioral Capability Framework for Sales Employees in B2B space
• o Identified functional capabilities unique to sales employees in B2B space through an in depth analysis of job descriptions, job shadowing and insights from senior sales leadership
• o Designed a capability dictionary and calibrated it depending on job levels
• o Assessed the current capability levels of target sales employees on identified competencies through a survey questionnaire
• o Analyzed the gathered data to identify the development gap
• Recommended interventions under the 70:20:10 model to bridge the capability gap identified through questionnaire
• o Designed a 70:20:10 development docket as a support tool for managers
• o Created a dynamic dashboard to track the improvement in capability scores for each employee from the previous year
• o Proactively extended the scope of the project by creating a capability framework for B2G space

Feb 2010 – Oct 2012 · 2 yrs 8 mos · Mumbai, Maharashtra, India

• Provided Technical leadership and direction to different geographical teams, and ensured timely delivery of all the products
• Executed Business Intelligence (BI) dashboards that were instrumental in tracking Oncology trial life cycle data of leading pharmaceutical companies
• Member of L&D team of Cognizant HR and would train rookies about concepts on Data Warehousing