Feb 2023 – Feb 2024 · 1 yr · Mumbai · On-site

• Overall responsibility for the people strategy of the group operating well-known restaurants under various brands like Olive, Olive Bistro, SodaBottleOpnerWala, Monkey Bar, The Fatty Bao, Toast&Tonic and Cantan.

Oct 2016 – Sep 2022 · 5 yrs 11 mos · Doha, Qatar

• Katara Hospitality is a global hotel owner, developer and operator, based in Qatar. With more than 50 years’ experience in the industry, Katara Hospitality actively pursues its strategic expansion plans by investing in peerless hotels in Qatar while growing its collection of iconic properties in key international markets. Katara Hospitality’s portfolio has grown to include 42 owned and / or managed hotels and the company is now focused on achieving its target of 60 hotels in its portfolio by 2026. As the country’s flagship hospitality organisation, Katara Hospitality supports Qatar’s long term economic vision.
• Katara Hospitality currently owns properties spread across three continents in Qatar, US, UK, France, Germany, Italy, Spain, Switzerland, The Netherlands, Singapore, Egypt, Morocco and Thailand. While it partners with some of the finest hotel management companies, Katara Hospitality operates owned and non-owned hotels through its standalone operating arm, Murwab Hotel Group.

Jan 2015 – Sep 2016 · 1 yr 8 mos · Doha

• Developed and implemented HR Strategy requirements for QM Corporate and Regional Offices towards the implementation of QM strategic business objectives under the guidance of the CEO including the overseeing of the HR Functions of multiple projects in designated locations ensuring the provision of high quality HR services.
• Primary Responsibility for all HR Strategy - Design,Development and Deployment activities across geographies
• Global HR Due Diligence for M & A
• People Integration Management
• Develop key performance indicators for the measurement of performance of all existing and new HR Functions at QM Regional Offices
• Development of KPIs: Develop Organizational and Individual KPIs for QM Regional Offices in alignment with the business objectives. This involves prioritization and selection of relevant KPIs to assist top management in making the right decisions.
• Compensation and Benefits Structure: Conduct compensation market studies in the GCC and QM Regional Offices region covering organizations similar to the client organizations. Compiled and formalized the compensation structures based on the formalized job grading structure and the Organization’s desired positioning vis-à-vis the market ranges.
• Development and adoption of progressive HR systems and policies in QM in the areas of compensation & benefits, performance management, training and development, employee welfare as well disciplinary procedures by suggesting means for improvement and ensuring proactive implementation in all QM Departments.

Aug 2010 – Nov 2014 · 4 yrs 3 mos

• AMWAJ is a wholly owned subsidiary of Qatar Petroleum and enjoys a major market share at Qatar. AMWAJ is primarily into Catering Services and has diversified into Facilities Management and Retail. The total employee strength is 10000+. I was the Head of Human Resources Department with a team of 32 HR Professionals leading Policies and Procedures Design and Implementation, Staff Mobilizations and Talent Management, Recruitment, Employee Relations and Employee Engagement, Payroll and Compensation, Training and Development, Nationalization and Immigration. Reporting Directly to the Managing Director. I also served as a Member of the Permanent Policies and Procedures Committee,Resource Optimization Committee and the COI Committee.
• Key accountability for end to end people process as per business requirements and ensuring business profitability through innovative management of human resources.
• Liaising with Business Leaders to define and implement holistic performance management and rewards and recognition systems.
• Development and implementation of HR Strategy, HR Business Plan, Budget and SLAs.
• Development and maintenance of KPI based Performance Management System, Compensation and Benefits Programme for the organization.
• Lead the HR Policies and Procedures design and implementation for organization wide compliance.
• Carrying out external and internal surveys on compensation so as to recommend / influence changes required in compensation strategy.
• Furnishing HR inputs for mergers and acquisitions and working with various leadership teams to ensure seamless integration of entities.
• Conceptualizing the HR Scorecard to monitor measure and report HR activities, plans, metrics and achievements on regular basis.
• Evaluating complex workflow processes and systems and redesigning the same based on ease of use, customer satisfaction and continuous process improvements at zero cost.

Sep 2007 – Sep 2010 · 3 yrs

• Working with various clients as Consultant/Delivery Manager in HR Process Improvement Assignments. The work includes Designing and Developing HR Strategy,Process Maps,Policies,Procedures,Systems and Structures. Handling Client Relationship Management independantly with mid sized clients.

Jan 2006 – Jan 2007 · 1 yr

• Worked as a Consultant with Wipro Consulting in HR Advisory Services and People Capability Maturity Model Framework in various client assignments. The domain of all the assignments is Process Improvement which is accomplished by following the four steps:
• Current State Assessment
• Designing and Developing Processes and Policies
• Implementation
• Handholding and Support
• Review and Assessment Readiness

May 2004 – Oct 2006 · 2 yrs 5 mos

• 1.Worked as Associate Engagement Officer for TCS Bangalore.
• Handled the AE responsibility for 3200 Offshore and 1600 Onsite Associates. Role responsibilities included:
• 2.Handled the Business Unit HR Manager role for GEHC Relationship with strength of 600 Associates.