Jan 2015 – Jun 2017 · 2 yrs 5 mos · India

• As the HR Head for a strategic business unit at HIL Ltd., I led HR operations for five sales offices and eight production plants across India, overseeing a wide range of HR functions including manpower planning, compensation & benefits, and employee engagement. I collaborated closely with senior leadership to develop HR strategies that aligned with business goals, driving improvements in sales productivity and employee satisfaction.
• I introduced employee recognition programs such as 'Well Done' and 'Spot Recognition' to enhance engagement. Additionally, I implemented a sales enabler tool that boosted sales productivity by 8% and rolled out LEAP, a leadership program for function and plant heads. I also partnered with the COO to develop and implement the Manpower Plan and Balanced Scorecard, ensuring workforce planning and performance metrics were aligned with business objectives.
• Key achievements:
• Boosted sales productivity by 8% through the implementation of the sales enabler tool.
• Launched a query management system with a 48-hour response time, improving employee communication and satisfaction.
• Designed and led employee recognition programs, improving morale across the company.

Dec 2008 – Jan 2015 · 6 yrs 1 mo · India

• As the HR Business Partner at Dr. Reddy’s Laboratories, I managed the entire employee life cycle for 500 employees across key corporate functions such as Finance, Corporate Communications, Global Medical Affairs, and Legal. My responsibilities included manpower planning, budgeting, talent acquisition, and employee engagement, ensuring alignment with business goals.
• I developed structured onboarding programs for seamless integration of new hires and led talent development through periodic reviews and training programs. By identifying and addressing talent gaps, I collaborated with leadership to ensure workforce planning met business needs.
• My contributions to Diversity, Equity, and Inclusion (DE&I) were impactful. I introduced a flexible Work from Home policy for women, which enhanced retention, and organized Women’s Day events, earning recognition from the CHRO. I also launched ‘URJA’, a global online employee appreciation platform, fostering a culture of recognition and boosting morale.
• Key Achievements:
• Designed the ‘8 Expectations of Effective People Managers’ playbook, improving leadership effectiveness across the organization.
• Rolled out the Work from Home policy for women, enhancing flexibility.
• Recognized by the CHRO for organizing Women’s Day celebrations.
• Earned appreciation from the CFO for salary benchmarking in Finance.
• Deployed 300+ employees through Talent Management Boards.
• Developed the Recruiter Handbook and led recruiter training for regional managers in the India Business Sales Team.
• In this role, I leveraged HR analytics to improve retention and optimize workforce allocation, enhancing the workplace culture and driving performance.

Jun 2007 – Nov 2008 · 1 yr 5 mos

• At Wipro, I was a key member of the talent acquisition team, focusing on high-volume hiring and leading special projects that supported the company’s rapid growth. My primary responsibility was the recruitment of technical talent, where I developed and implemented strategic talent acquisition solutions. These solutions were closely aligned with Wipro’s dynamic business needs, ensuring that we could meet the demands of our expanding operations.
• In addition to leading high-volume hiring efforts, I played a crucial role in managing campus recruitment initiatives. I collaborated with prestigious institutions to bring in top talent, ensuring that we maintained a strong talent pipeline from leading universities. I also worked closely with business units to identify talent gaps and created recruitment strategies to address these needs effectively. This collaboration with leadership allowed us to align recruitment with the broader business expansion goals, ensuring we had the right people in place to support the company’s continued growth.
• I was also responsible for spearheading special projects designed to improve recruitment processes. This included initiatives aimed at enhancing the candidate experience and increasing recruitment efficiency. By developing and implementing innovative solutions, I contributed to improving our candidate sourcing, onboarding processes, and overall recruitment strategy.
• Key achievements:
• Successfully managed high-volume hiring for key business units, supporting the company’s rapid expansion.
• Enhanced recruitment efficiency by streamlining processes for candidate sourcing and onboarding, resulting in a more effective hiring process.
• Led campus hiring initiatives, recruiting top talent from premier institutions and strengthening the company’s talent pipeline.

Apr 2005 – Mar 2007 · 1 yr 11 mos

• In my role at D.E. Shaw & Co., I contributed to strategic growth initiatives by identifying and recruiting top talent to support the firm’s long-term objectives. I played a key role in attracting senior leadership and high-potential talent, focusing on building a robust talent pipeline for the company’s global operations. My work primarily involved strategic workforce and succession planning to ensure the firm had the right leadership in place to navigate future challenges.
• I collaborated closely with senior leadership to assess skill gaps within the organization and developed talent pools for critical roles. This ensured that we had a proactive approach to filling vital positions as the company continued to expand. Additionally, I conducted competitive benchmarking of compensation packages to ensure that the firm remained attractive to top-tier candidates, leading to improved retention of critical talent.
• Key achievements:
• Successfully recruited top-tier talent for leadership positions across global operations, contributing to the firm’s growth and strategic initiatives.
• Developed succession planning strategies that ensured the organization had a pipeline of high-potential leaders ready to step into key roles.
• Conducted competitive benchmarking of compensation packages, resulting in enhancements that strengthened the firm’s ability to attract and retain top talent.
• My role extended beyond recruitment, involving continuous collaboration with leadership to align talent strategies with business goals, ensuring long-term organizational success.