Sep 2021 – Apr 2024 · 2 yrs 7 mos · Zurich, Switzerland

• Enabling key business objectives of turnover, cost and client centricity through design and execution of HR strategy with the help of a global CEO Team
• Support Business (CH, AT & HU) & Distributors market (Poland, Romania etc.) with people strategy & decisions
• Lead end to end people process from hiring to offboarding (incl. CH, AT, HU employment laws)
• Responsible for Leadership Coaching, Org design, Talent Development, Engagement across all levels
• Hands-on experience with various Employee Relations, separation management and communications

Sep 2020 – Sep 2021 · 1 yr · Switzerland

• I manage recruitment for cross-functional roles in the Pharma Industry, this includes:
• Understanding and advising the clients on Talent needs and sources
• Establish RPO structure and strategy for the organisation
• Sourcing, Identifying, shortlisting of Talents
• Manage full hiring, onboarding, payrolling & exit lifecycle
• Manage visa & cantonal legistations

Oct 2018 – Jul 2019 · 9 mos

• Lead HR to setup the entire HR process for the new Suez Engineering Center in India including hiring, transfers, global mobility, policies, performance metrics, benefits and operations.
• Hired 300+ employees for the new division and streamlined sourcing to onboarding process
• Involved in developing governance document, policies, KPIs for the new setup
• Designed expat compensation and global mobility process in line with local compliance
• Led diversity initiatives (6% points improvement in diversity)
• Conducted New Manager Assimilation & feedback conversation with the managers.

Aug 2017 – Oct 2018 · 1 yr 2 mos

• Lead the M&A integration of GE Water & Suez in India. Transformed and integrated the entire Employee Lifecyle HR processes
• a. Talent Strategy & Talent Acquisition:
• Designed & implementing new people review, perf. management and comp. planning processes.
• Streamlined the end to end Talent Acquisition process from sourcing to onboarding
• Reduced hiring Lead time from 108 days to 58 days
• Hired 100+ new joiners post integration. Fulfilled senior level key hirings
• Lead the flagship talent strategy ` Shaping Talent for Resource Revolution’ – Campus hiring initiative for Engineers and Field Service Representatives.
• b. Learning, Engagement and Employee Experience:
• Created Learning Calendar based on Business priorities Focus Group discussion
• Implemented multiple learning programs
• Created framework for Employee Engagement around Innovation, Digital, Health & Wellness and Employee Volunteering and Celebrations.
• Lead the employee engagement team of 16 employees
• c. Benefits, Policies & Diversity
• Managing various benefits schemes for employees including Medical Insurance etc
• Rolled out the Employee Handbook and policy guidelines post transition for SWTS
• Implemented diversity initiatives around recruitment and development. Diversity ratio went up from 11% to 13.6% in the last 2 quarter) with yea rend target to be 15%

Apr 2016 – Aug 2017 · 1 yr 4 mos · Bengaluru Area, India

• a) Performance Management: Implemented end to end performance management process (goal setting, goal audit, mid-year, benchmarking, calibration) for 2700 non-retail and 3000 retail employees.
• b) Retail recruitment: Designed and executed end to end recruitment process through scientifically validated competency tools.
• c) Leadership Identification: Designed and executed assessment centres single handedly for Young
• Leaders Program. This was the 2nd Assessment Centre successfully designed and implemented.
• d) Employer Branding: Revamped the campus branding initiatives: Titan elevate for B-schools, and through social media presence in iimjobs, LinkedIn and careers page resulting in online likes moving up from 3000 to 10000.
• e) Retail Potential Identification: Created processes around succession for the store staffs. Covered 1800 retail staffs across India, this was replicated in other divisions as well.

May 2013 – Apr 2016 · 2 yrs 11 mos · Mumbai

• (a) Potential Assessments – Designed, developed and implemented processes for identifying high potentials across levels, facilitated Talent Review conversations, rolled out 360 surveys.
• (b) Developing High Potentials – Developed module based on 70-20-10 criterion aligned to competencies and business need and developing an IT enabled platform for IDP creation.
• (c) Line Manager capability building workshop- Designed end-to-end workshops for line managers to enable career conversation and feedback discussion, built the capability of training role holders & Business HR in delivering these workshops.
• (d) Rewarding High potentials - Nominated, designed process and programs for developing executives for the High performers (E.g. - Stanford, Harvard, S.P Jain, etc.)

Apr 2012 – Jun 2012 · 2 mos · Pune Area, India

• Developing orientation Training manual for the production associates.
• Designing Recruitment tool
• Compliances and Statutory Audit in Plant
• Creating Employee Handbook
• Facilitating Standing Orders