Jun 2022 – Nov 2023 · 1 yr 5 mos · Bengaluru, Karnataka, India

• Managing one of the largest Tech span in the Payment business. Responsible for Evolve HQ (acquired unit and Loyalty), Omni Channel & Labs, DevSecOps teams, IM/PSE, QA and TPM teams.
• Prior to this, managed the entire RazorpayX business (both tech & Non tech).
• Responsible for end to end employee life cycle management (onboarding to retention) with focus on 1:1 connects, driving eNPS for employees with clear action planning, change management, employee engagement, key HR metrics/ dashboard insight sharing with leaders, driving performance cycle and employee relations.
• Responsible for Policy integration for Ezetap (now Razorpay POS)

Feb 2020 – May 2022 · 2 yrs 3 mos · Mumbai, Maharashtra, India

• Managing a team of 5. Responsible for end to end employee life cycle management for Western India along with Talent Acquisition. Responsible for Talent management, workforce productivity, succession planning, employee retention, regular ground connect and report out to key stakeholders.
• Partnering with COE’s for driving and executing various initiatives.
• Along with this key group level and org level projects were undertaken on Productivity, employee wellness and in talent management.

Jan 2019 – Feb 2020 · 1 yr 1 mo · Atlanta Metropolitan Area

• Part of the core HR team which led the Integration of Aleris, a $2.8 billion company acquired by Novelis
• Responsible for the integration activities for Benefits and HR Process & Policies workstream
• Developed the HR Data Architecture for smooth system integration post acquisition.
• Created a complete policy repository and reevaluated the policies before acquisition.
• Worked with diverse team and business functions during the stints.

Dec 2017 – Dec 2018 · 1 yr · Mumbai Metropolitan Region

Jan 2016 – Dec 2017 · 1 yr 11 mos · Mumbai Metropolitan Region

Jun 2015 – Jan 2016 · 7 mos

• Post Merger Integration HR activities with exposure to Employee relations at a newly acquired plant. Understanding of the manpower planning, fitment of employees, compensation restructuring, Cultural assimilation, Recruitment and Retention of employees at plant location, implementation of policies, procedure and HRIS
• Conducted a Cultural audit to identify the impact of acquisition on the employees and the overall cultural change experienced.

Mar 2015 – May 2015 · 2 mos

• HR Information System, Payroll and Benefits Processes
• 1. Created a comprehensive Process flows for the Global Rewards and HRIS team in the area of
• Benefits, Payroll and On boarding with focus on task, timeline and error path identification
• 2. Conducted in-depth discussions with each process owners for identifying and plugging the time
• lags in the process
• 3. Identified Process Improvement opportunity in each process and recommended approach to fix
• the gaps recognized

Dec 2014 – Feb 2015 · 2 mos

• Performance Management, Job Analysis/ Evaluation, HR Operations
• 1. Identifying low performers in the business, creating a comprehensive Performance Improvement Plan (PIP) & Policy draft for them and designing support documents for effective discussions
• 2. Reviewed and rewrote the Job descriptions for the overseas units at Sweden and Canada as per
• the Hay format post understanding of each job requirement in respective countries
• 3. Understanding each job and its specific requirements via discussion with HR(at respective
• countries) to further evaluated each job using the Hay Job model
• 4. Conceptualised and created an outcome based calendar for Annual Compensation Review
• process of the entire business

Sep 2014 – Nov 2014 · 2 mos

• Strategic Workforce Planning (SWP) & Cross business Integration and Analysis
• 1. End to end deployment of the SWP module for the Chemicals Thailand Business
• 2. Identifying the standard roles, clustering of all jobs into skills groups basis the fungibility among jobs
• 3. Identifying supply parameters of attrition, retirement etc. and developing a 3-4 year workforce
• supply model for the business to forecast future capacity availability
• 4. Workforce mapping and identifying demand drivers for unique position, linking it to business
• strategy and developing a 3-4 year workforce demand model to forecast future workforce demand
• 5. Projected the gaps in supply and demand workforce for next 3 years for assessing the future shortfalls and surpluses
• 6. Assisted the business in identifying HR interventions to manage the future demand – supply gap
• 7. Data analysis& integration of all business workforce data to the HRMS platform at the group

Jun 2014 – Aug 2014 · 2 mos

• Rewards & Recognition, Training & Development
• 1. Designed and successfully implemented the Branch level Rewards & Recognition (R&R) program for timely recognition of dealers - covering the dealer base across all locations in India
• 2. A similar program was created for the Relationship Managers post the successful layout for Dealers
• 3. Identified the behavioral competencies of the Relationship Manager (handling high net worth clients under the Wealth Management Business) for streamlining their recruitment process with focus on competency based hiring
• 4. Reviewed the existing behavioral training interventions for the Relationship Managers and incorporated amendments for further sharpening of the training process and robust implementation
• Business and suggest improvements by creating a training module

Jun 2014 – Jun 2015 · 1 yr · Mumbai/ Thailand/ Atlanta

• 1. Part of the coveted HRLP ( Human Resource Leadership Program - 2014) post conversation of the PPI received by winning the ABG campus competition
• 2. Undertook various projects with different businesses in manufacturing and Services sector
• a) Aditya Birla Financial Services
• b) Aditya Birla Group - Group Human Resources
• c) Pulp & Fiber Ltd.
• d) Novelis Inc.

Apr 2013 – Jun 2013 · 2 mos · Gurugram, Haryana, India

• Project was based on enabling a consistent understanding of the company's vision, mission, strategy and values across the organization.
• Received PPI from the company.