Apr 2023 – Aug 2024 · 1 yr 4 mos

• Business Partnering: Partner the Marketing and the Digital functions at TCPL. Gained understanding of business priorities to design and deliver the people agenda for addressing key challenges through interventions such functional capability development, talent engagement, talent management.
• Manpower Planning: Plan resourcing needs for the fiscal in alignment with business priorities.
• Talent Fulfillment: Partner with business to analyze and meet the future talent needs by building a talent attraction and retention strategy. Work together with COE to get the right talent onboard within timelines and budget.
• Performance Management: Manage the performance and annual salary increase cycle for the function. This includes leading performance review meetings with vertical heads, driving calibration sessions, promotion, and salary correction discussions.
• Talent & Learning: Identify critical roles and create a strong succession pipeline.
• Employee Engagement: Analyze the engagement survey results and create action plan to address key development areas. Coach managers on action planning and engagement strategy for their respective teams.
• Central initiative responsibility: Functional Capability Development
• Lead the design and delivery of the functional capability program, for TCPL with focus on business impact and future skill development. Year 3 of program running.
• Identified 100+ capability needs in line with function strategy and external market trends, for 3 year horizon for mission critical skills of functions – Sales, R&D, Digital, Marketing, Commodity Sourcing, Integrated finance
• Ensured a strong leadership sponsorship as capability delivered tied up directly to business impact strengthen the core business, developing new skills and enabling resource capacity increase
• Program launch through detailed branding and communication
• Delivered a total of 5000+learning hours covering 500 employees, 14 capability programs, each delivered on technical skills

Mar 2022 – Mar 2023 · 1 yr

Mar 2019 – Mar 2022 · 3 yrs

• Joined Erstwhile Tata Global Beverages Ltd in March 2019 as Deputy Manager – HR leading the TA function for the organization. In 2020 with the formation of Tata Consumer Products Ltd was elevated to Manager - Talent Acquisition and Employer Brand and was given the responsibility to Head the Talent Acquisition function with both lateral hiring & campus team reporting to me.
• During the TGBL role, was instrumental in strategizing the Talent Acquisition journey for the organization by moving away from the RPO model and establishing the TA team, streamlining the lateral hiring process across the organization
• Responsible for mid to senior level hiring ensuring TA KPIs are met and quality right talent hired across functions and locations
• Post the formation of TCP, had the privilege to lead the lateral hiring and campus team for the newly formed organization with a focus on speed and quality talent aligned with the growth plans and culture
• Talent Acquisition Strategy: Defined the Talent Acquisition Strategy for TCP with a special focus on lateral hiring, Young talent development & engagement through campus hiring
• Direct Hiring: Responsible for hiring all strategic and leadership roles across functions and locations. Extensive work done on industry mapping to understand new functions like Revenue Growth Management before hiring for them. Defined the strategy to focus on alternative hiring channels and source mix to ensure cost-saving
• Young Talent Development: Defined the Management Training hiring and development for TCPL. Established ourselves as the employer of choice for the young talent at the top campuses. Worked closely with businesses to ensure the development and capability enhancement of future leaders of TCPL
• Critical project: Digitization of TA: Evaluation, Identification & the pre-work for Go live of the ATS for the organization
• Team Management: Led both the teams of Lateral and Campus hiring team

Sep 2018 – Mar 2019 · 6 mos · Bangalore

• Responsible for driving the hiring strategy for the organization
• Planning and budgeting to have a roadmap for recruitment assignments and end-to-end responsibility for hiring
• Identify new/updated tools of recruitment as per the changing business needs and periodic review to ensure suitability and relevance
• Identify and develop hiring sources
• Ideate and implement the hiring process assessment process and interview feedback mechanisms to ensure best talent is hired at PUMA
• Manage employer branding on intranet and internet
• Drive Campus hiring and development of early talent at PUMA through the various internship and MT programs

Nov 2016 – Sep 2018 · 1 yr 10 mos · Gurgaon, India

• Employer Branding
• Responsible for employer branding (internal & external) for GSK CH India, to attract and engage with talent across levels
• Managing social media platforms and microsites of job boards - from planning to content development and execution
• Created the first GSK CH India Introduction video, to bring to life the GSK CH mission and ways of working
• Developed innovative and engaging content for campus recruitment in 2017
• Developed the GSK CH India – Narrative document, the One Brand Pitch
• Lateral Recruitment: Global Manufacturing and Supply, R&D, Global Support Functions (Legal, HR, Finance & IT)
• Responsible to measure and meet the Talent Acquisition KPI’s – total number of hires, diversity hiring, source mix, Time to Fill, cost saving
• Ensure standard hiring, offer and onboarding procedures and policies are followed for recruitment across channels
• Partner with site HR’s to monitor and ensure diversity hiring, as well as monitor TA KPI’s are met
• Direct Recruitment
• Identified and developed the Digital Recruitment Strategy for GSK in 2017
• Digitized recruitment to enable direct hiring, through empanelment and implementation of Job boards
• Online Presence & Content Creation on Job Boards like naukri.com, iimjobs.com and professional network like LinkedIn
• Digital Recruitment Strategy led to reduced consultant dependency and increased cost saving
• Key Project: Launch Onboarding Program with emphasis on enhancing New Joiner Experience
• Designed and implemented the Onboarding Program for manager level above, Pan India
• Revamped the structure of onboarding program into four components: –
• Prepared Talent Acquisition reports, measuring KPI’s of Cost per hire, Time to Fill, diversity percentage
• Prepared Board updates, and review presentations of TA priorities for monthly, quarterly and yearly presentation
• Achievements
• Won the silver award at the Human Resources Asia Recruitment Awards 2018 for the best onboarding experience

Oct 2015 – May 2016 · 7 mos · Gurgaon, India

• Talent Pipeline & Employer Branding for India & South East Asia
• Strategized and executed the introduction of AB InBev to the top business and graduate schools in India
• Designed the pipeline programs for AB InBev India - summer internship, ISEA Talent Programs
• Collaborated with global teams across multiple geographies to implement the global talent programs for AB InBev in India - Global Management Training, Global MBA
• Collaborated with business leaders to ensure program designs, in line with the business needs and mentorship for the early talent
• Policy & Process for Talent Acquisition at AB InBev
• Developed Talent Acquisition policies for AB InBev India, to attract and retain best in class talent
• Policies: Recruitment & Selection, Onboarding policy & process, drafted from scratch keeping in mind the Global AB InBev standard requirements
• Policies: Retention and Exit interview policy, modified the standard global policy to better support the needs of AB InBev in India
• Identified the key metric of measure for direct hiring, thus ensuring review of the various KPI’s and Talent quality check

Jul 2014 – Sep 2015 · 1 yr 2 mos

• Talent Pipeline & employer branding
• Responsible for building a strong talent base through pipeline programs, like summer internship, Management Training program and the Graduate Engineer Training Program at PepsiCo India
• Planning, development and execution of the initiatives on premier business institutes for establishing PepsiCo as Employer of choice
• Engagement Activities & Events
• Identify & execute different initiatives to engage with premier business institutes in the country to ensure high levels of engagement

Mar 2014 – Jun 2014 · 3 mos

• Responsible for the recruiting process of manager level upwards for PepsiCo India Holdings Private Limited, for roles all across the country in the various functions of the organization
• Ensured the standard hiring procedures and processes are followed for every candidature irrespective of the channel of hiring to ensure a smooth hiring process to have the best talent on board.
• Handled recruitment through all channels – internal, external, employee referral or through the alternative channels of hiring. Worked with Search partners to ensure quality talent is selected.

Dec 2012 – Feb 2014 · 1 yr 2 mos

• Responsible for the recruiting process of manager level upwards for PepsiCo India Holdings Private Limited, for roles all across the country in the various functions of the organization
• Ensured the standard hiring procedures and processes are followed for every candidature irrespective of the channel of hiring to ensure a smooth hiring process to have the best talent on board.
• Handled recruitment through all channels – internal, external, employee referral or through the alternative channels of hiring. Worked with Search partners to ensure quality talent is selected.

Oct 2011 – Nov 2012 · 1 yr 1 mo

Jan 2011 – Oct 2011 · 9 mos