Jan 2023 – Apr 2025 · 2 yrs 3 mos

• Trusted advisor to the business, spearheading a team of 8 seasoned HR professionals, providing real time end to end solutions to the entire business value chain
• Heading HR for Tata Motors across the Central Operations that include business functions like Product Planning & Development, Quality, Purchase, Supply Chain & Logistics spread over five manufacturing facilities and seven offices operating pan-India comprising over twelve thousand employees.
• Operating in a highly complex business environment where the Organizational landscape has businesses that cater to Cost Reduction initiatives on one hand to Revenue Generation on the other, ensuring Efficiency Optimization while focusing on Increased Reliability.

Jun 2020 – Dec 2022 · 2 yrs 6 mos

• Head HR for International Business of Tata Motors Limited operating in 46 countries across SAARC, MENA, Sub Saharan Africa and ASEAN markets.
• Developed and rolled out a global mobility strategy for expatriates and international assignments, ensuring smooth transitions and equitable benefits.
• Collaborated with senior leadership at Tata Group level to identify key competencies for global leaders and established mentorship and coaching programs to enhance leadership capabilities.
• Ensured HR practices and policies were compliant with local labour laws and regulations in multiple countries, minimising legal risks.
• Automated processes around Performance reviews, Expat allowances & Remuneration across regions reducing administrative workload and improving operational efficiency.
• Niche expertise in International markets - Opening a Rep Office in Vietnam, winding down operations in Thailand, downsizing the Indonesia subsidiary, closing the Ukraine branch office based on business restructuring ensuring smooth transition while adhering to country specific compliances
• Critical Experience in handling medical emergencies, through tie up with medical insurance companies and overseas expert assistance service agencies like International SOS.

Mar 2018 – Jun 2020 · 2 yrs 3 mos

• As a Total Rewards Lead for India, designed and deployed several Total Rewards Projects & have conducted deep market analysis and compensation & benefits benchmarking studies across all levels and functions of the organization.
• Implemented several best practices based on Industry benchmarks, reports & surveys leveraging the SIAM & Tata Group Companies network.
• Achieved internal pay equity through an effectively designed Total Rewards Philosophy & Rewards Framework
• Deep understanding of Job Evaluation methodologies adept with customized benchmarking studies for niche roles & critical skills

Mar 2014 – Jan 2018 · 3 yrs 10 mos · Dubai · On-site

• Successfully designed and rolled out a unified global compensation structure that harmonised base pay, incentives and bonuses across multiple regions, thereby achieving internal parity and fairness.
• Introduced a global employee recognition program that integrated both monetary and non-monetary rewards, aligning it with company values and culture.
• Conducted market analysis for 27 countries across the EMEA region through a detailed compensation & benefits benchmarking study to ensure the organization remains competitive across all regions.

Jan 2012 – Feb 2014 · 2 yrs 1 mo · Dubai · On-site

• This role gave me the opportunity to design a grading structure from scratch
• Key Focus:
• Organizational restructuring | Define salary bands, grades and levels across all jobs within the organization | Job Evaluations, Salary & Benefits benchmarking exercises | Salary Matrix for all hiring, promotions and any talent moves within the organization | Standardized employee benefits | Salary & Benefits surveys | Compensation fitments for new hires & promotions |Design Schemes for Financial and Non-Financial Rewards | Pay for Performance Philosophy | Variable Pay Scheme Design

Jan 2011 – Sep 2011 · 8 mos

• In this role, I had the opportunity to serve as HR Business Partner to the Eastern region of Cadbury India.
• Was responsible for the entire gamut of HR handling complete employee life cycle which included but was not limited to:
• Talent Acquisition & On boarding
• Performance Management, Succession Planning, Driving Calibration, Performance Bell Curves
• Creating Performance Development Plans
• Market Visits with focused objectives
• Sales Incentive Earning & Portfolio mix Analysis
• Employee Engagement Initiatives
• Compensation Planning, annual merit increases
• Annual Budgeting
• HR Analytics
• HR Workshops, communicating the 'Pay for Performance' philosophy.

Jul 2007 – Dec 2010 · 3 yrs 5 mos

• I started working here when the company was Cadbury India Limited. Grew with the organization as it became Kraft Foods and is today known as Mondelez International.
• Held roles with increasing responsibility and as I moved up the ladder worked on responsibilities that included but were not limited to:
• Project ‘Route To Market’ which was a Job Evaluation and Redesigning Exercise.
• Design and implementation of ‘Learning Academy’ - a Training & Development Centre.
• Annual People Cost Budget, regular People Cost Analysis & Reporting.
• End to end execution of annual merit increases from participation in salary surveys, presenting simulations to management to employee communication of total rewards.
• Performance Management roll out, development needs analysis and action plans.
• Annual Organizational events & conferences, Rewards & Recognition, Employee Engagement.
• Internal & External Employee Surveys, participation, analysis, action plan & execution.
• HR Analytics & Reporting through scorecards, dashboards, HRIS.