Jul 2024 – Feb 2026 · 1 yr 7 mos

• Looking at the larger strategic objectives of the organization in terms of market coverage, efficiency improvements, productivity and realization for the GTM workforce at large. The role involves a unique blend of holistic talent management practices ranging from incubating a strong campus program in the US and Europe markets to identifying and developing internal hi-pot talent to leadership succession planning. Additionally we have been significantly focussing on project-based transformation programs leveraging emerging technology and data driven models to enhance employee experience across the value chain and driving management objectives to enhance shareholders value. Leading diverse cross-functional teams to be aligned to the greater cause has been an exciting journey.

Apr 2023 – Jul 2024 · 1 yr 3 mos

• Driving programs and talent management practices for TMT, LSH and BFSI businesses for the Americal region. Leading global Sales and Leadership executive hiring agenda for the organization.

Jan 2020 – Apr 2023 · 3 yrs 3 mos

Oct 2018 – Apr 2023 · 4 yrs 6 mos

Oct 2013 – Oct 2018 · 5 yrs

• o Effectively assess current cultures and competitive landscape and determine how to creatively design and implement talent programs that deliver high impact sales results that are in line with business objectives
• o Partner with senior business leaders on all things talent management aspects to drive the business through building a strong organizational culture or performance and meritocracy
• o Program management of large organization restructuring initiates to drive maximum business outcome with least disruption in workforce motivation
• o In collaboration with the Talent Acquisition team develop and execution recruitment strategies to identify current and pipeline talent needs
• o Monitor Performance Management Program to help identify competency, knowledge, and talent gaps hence design programs to fill gaps
• o Strategize with L&D teams to offer relevant ongoing training and development programs; supplement centralized curriculum with localized programs
• o Provide coaching and counselling to employees in areas such as management development, conflict resolution and career development
• o Critically analyze current talent programs and, partnering with the HR leadership team to design, develop and implement changes to drive continuous improvement
• o Manage teams to execute the day-to-day responsibilities of the HR function, including salary, commission/ bonus, benefits administration, reporting and tracking
• o Drive continuous improvement in all policies, processes and systems

May 2009 – Sep 2013 · 4 yrs 4 mos

• Aligning HR strategies to the overall business plan of the region
• Compliance with the local labor laws
• Compliance with the local governance norms of organization
• Managing people related issues of the employees deployed at different geographic spread of the region
• Managing transition deals including rebadging of employees
• Managing ramp up plans for emerging as well as existing accounts
• Strategizing exciting benefit plans to attract best of the local talent
• Create and manage employee welfare programs

Sep 2007 – Apr 2009 · 1 yr 7 mos

• Compensation and Benefits-
• Annual Planning exercise on the company wide increment strategy based on the financial performance of the organization and people strategy for the subsequent year
• Managing global best compensation practices through regular association with the consultants
• Senior Management Compensation planning in devising innovative compensation plans to attract best of the industry talents
• Periodic collation and analysis the salary cost for the organization and providing decision enabling reports and analysis to the senior management.
• Providing strategic inputs to the senior management to increase resource optimization and reduce overall cost of resources.
• Global compensation practice-
• Planning business aligned compensation grids for existing and emerging geographies
• Collate and analyze the SBU wise Geo salary cost.
• Maintain the complete Geo salary cost data for the LOB and support in critical decision making process.

May 2006 – Aug 2007 · 1 yr 3 mos

• Attrition Management -
• Collation and analysis the LOB wise attrition data every month and study the exit pattern at and proposing the control mechanism
• Implementing innovative frameworks like Predictability Quotient in forecasting and controlling attrition.
• Performance Monitoring -
• Consolidating and analyzing the month on month HR Goal Matrix Data for the LOB. Preparing periodic reports for the senior management and analyzing the progressive performance monitoring of all SBUs.
• SPOC for annual appraisal and compensation review of 8500 employee strong vertical of HCL.
• Responsible for Hewitt employee satisfaction survey report analysis, and post 360 degree performance review report preparation facilitating organizational decisions.
• Resource Management
• Conceptualization and process initialization of a resource management group to enable resource optimization.
• Monitoring and providing monthly reports to the senior management consolidating the unbilled resourced and strategizing in subsequent allocation.