Sep 2021 – Jul 2022 · 10 mos · Navi Mumbai, Maharashtra, India

• HRBP for Additives business reporting to HR Head with a span covering the legacy manufacturing plant & corporate functions.
• Key Highlights:
• Have spearheaded Operations organization restructuring as Project Manager working on org structure, layers, span of control etc.
• Have closely worked with business leadership team in driving Development plans, Succession planning for critical roles.
• Have designed & executed initiatives around policy communications, employee connect & talent calibration exercise.

May 2019 – Sep 2021 · 2 yrs 4 mos

• Dual role of HRBP for Fans business (3000 Crs business) & IR Manager for 2 factories of Crompton Fans division with team size of 4 on roll employees. Reporting to business head & functional reporting to Head- Employee Relations.
• Key Highlights:
• Instrumental in ramping up production numbers by 50% for unit 1 and 150% in unit 2 between FY’20 & FY’21 by effective manpower deployment, starting 2nd shift operations and absenteeism management.
• First site to introduce online assessment for selection of NEEM & NAPS trainees and tie up with ITI colleges. This model is subsequently implemented in other units.
• Successfully managed & amicably ended the strike by contract labour in Jan’20 with minimal impact on production.
• Designed & deployed R&R with intent of recognizing teamwork, collaboration and building appreciation culture in fans business.
• Employee Engagement score for fans business improved from 69% in Dec’19 to 88% in Dec’20 (by external survey partner Kincentric) through focused interventions & improvements in the areas of talent management, training and R&R.
• In line with business needs, recruited 30 positions in Q4 FY’21 across R&D, Production and purchase departments. This is the highest number of new positions in fans business in a single year.

Jan 2017 – May 2019 · 2 yrs 4 mos

• Sales HRBP for biggest region by sales turnover for Crompton contributing around 37% (Approx. 1500 Crores) of Annual sales turnover with team size of 1 on roll employee. Reporting to business head for south and functional reporting to National Sales HR Head.
• Key Highlights:
• Worked closely with Sales HR head in designing and implementation of sales incentive schemes at PAN India level.
• Regrettable attrition in key talent maintained below 5% through early warning systems, 1 1 interactions, Skip level meetings and alternative career paths.
• Have expanded the talent pool available for recruitment by mapping industries with similar sales structure. Identified & initiated ongoing conversations from competitor’s employees for key positions
• Initiated formal monthly & quarterly recognition programs at branch & region level.
• Instrumental in designing MT program for recruitment of front-line sales team from campuses by establishing relationship with targeted colleges in south region
• Have piloted and successfully launched the ongoing employee feedback tool Amber in the region
• Have successfully driven career development/succession planning agenda for South region with 100% recruitment of mid & senior levels internally.

Apr 2016 – Jan 2017 · 9 mos

• Led a 4-member HR team and responsible for Compensation, Business HR and HR operations for 3 locations with total employee strength of around 350.
• Key Highlights:
• Part of the leadership team and core team involved in due diligence which resulted in acquisition of Dhruva by Swedish MNC, Starbreeze.
• Instrumental in ramping up the numbers from 200 to 350 including setting up new office in Dehradun.
• Independently designed and implemented competency-based performance management system across all levels for Dhruva
• Managed 2 annual performance review cycles including transition from annual to quarterly performance reviews and delinking of compensation from performance review
• Independently handled two compensation review cycles including budgeting, market analysis and transition from annual to 6-month compensation review cycle
• Managed benchmarking exercise to identify the salary levels for various roles. This is a first of its kind exercise specific to gaming industry.
• Designed and executed variable pay program, retention bonus plans for selected critical talent.

Nov 2014 – Mar 2016 · 1 yr 4 mos

• Managed Compensation & Benefits,Employee Relations & HR Operations for Dhruva

May 2013 – Nov 2014 · 1 yr 6 mos · Mumbai, Vadodara,Jakarta · On-site

• Have joined Crompton from Campus and handled roles in C&B and as HR generalist with international stint in Indonesia
• Key Highlights:
• Closely worked with C&B head in completing annual compensation review for 2013-14
• Managed end to end promotion process for senior management promotions
• Designed training program for line HR managers on offer preparation & salary negotiations
• During the stint in Indonesia, involved in end-to-end recruitment for sales roles in Indonesia, Australia, South Korea, Vietnam, Singapore and Malaysia
• Was involved in driving Annual engagement survey, PMS including communication workshops to address concerns of employees

Jun 2008 – May 2011 · 2 yrs 11 mos · Mysore, Karnataka, India

• Foundation level technical training for new team members
• Ownership for trainee batches (Typically of 150 to 200 trainees) during their foundation level training at Global Education Centre, Mysuru
• Designed new training modules in coordination with the project managers from development units