Jun 2022 – Aug 2025 · 3 yrs 2 mos · Gurugram, Haryana, India · On-site

• BMW Group India, a subsidiary of BMW AG Munich, has emerged as one of the fastest-growing markets in the APAC region, witnessing record-breaking sales in both BMW Cars and Motorrad businesses. With India’s growing luxury automobile segment, the market plays a critical role in BMW’s regional strategy, contributing significantly to the company’s expansion in Asia.
• As HRBP Lead for BMW India Pvt. Ltd., I work closely with the CEO and CHRO India, driving business and HR priorities that align with BMW’s growth strategy.
• Key responsibilities:
• ✔ Advising on HR and talent implications of business decisions.
• ✔ Acting as the first-level escalation point for people-related issues.
• ✔ Partnering with Singapore APAC regional teams on performance reviews, compensation, promotions, and leadership development.
• ✔ Supporting COEs and COCs in long-term talent pipeline planning.
• ✔ Driving employee engagement initiatives, including surveys and action planning with business leaders.
• ✔ Developing retention and succession strategies to ensure a diverse leadership pipeline.
• ✔ Collaborating on policy formation and adherence in alignment with APAC standards.
• ✔ Understanding market trends and advising the business on rewards, recognition, and workforce strategies.
• With a strong grasp of business and financial drivers, my focus remains on enabling talent excellence, organizational success, and HR transformation in one of BMW Group’s most promising markets.

Oct 2021 – Jun 2022 · 8 mos · On-site

• Post-COVID, I was promoted to Manager – Central HR, joining a newly formed team designed to drive the CHRO’s strategic agenda by integrating and auditing all HR functions under one umbrella. This role provided me with a broader perspective on corporate HR governance, ensuring alignment across business units.
• Key responsibilities included:
• ✔ Disaster Management & Business Continuity – Developing frameworks to safeguard operations against disruptions.
• ✔ Employee Happiness & Well-being – Driving initiatives to enhance workplace morale and engagement.
• ✔ HR Audits – Conducting comprehensive assessments to ensure policy compliance and best practices.
• ✔ HR Legal & Central Administration – Managing legal frameworks and central HR governance.
• This stint deepened my expertise in HR risk management, policy compliance, and workforce resilience, allowing me to contribute to HR at a strategic, organization-wide level.

Mar 2018 – Sep 2021 · 3 yrs 6 mos · On-site

• Maruti Suzuki India Ltd., the country’s largest automobile manufacturer, had a turnover of approximately ₹80,000-90,000 crore during my tenure (2018-2021). The Manesar car plant, one of its key manufacturing facilities, played a crucial role in the company’s production capacity, assembling popular models with a strong focus on efficiency and quality. The plant also had a complex industrial relations (IR) history, requiring strategic HR interventions to maintain workforce harmony and operational continuity.
• As the HR SPOC for an entire plant with 3,000+ manpower, I was responsible for:
• ✔ Creating a better workplace through HR interventions, driving both business and people growth.
• ✔ Forecasting & HR Planning, Risk Analysis & Mitigation, and handling special projects.
• ✔ Workforce development, grievance handling, communication, and union management.
• ✔ Representing management in signing off the Long-Term Settlement agreements.
• ✔ Partnering with production heads for talent management and succession planning.
• ✔ Leading employee engagement initiatives to enhance workforce morale and productivity.
• ✔ Coaching and guiding vendor companies HR heads on IR issues of Manesar plant.
• ✔ Educating and coaching union leaders, fostering a collaborative and progressive work environment.
• This experience provided me with deep insights into HR strategy, industrial relations, and workforce management, shaping my expertise in handling large-scale manufacturing HR functions.

May 2017 – Feb 2018 · 9 mos · Greater Noida · On-site

• Honda Cars India Ltd. (HCIL), a subsidiary of Honda Motor Co., Japan, operates in North India with an annual turnover of approximately ₹20,000 crore. Known for its segment-leading models like Honda City and Honda Jazz, HCIL’s manufacturing facility is a key production hub for the company.
• I joined HCIL’s Associate Relations Department as a Talent Acquisition & Compliance Partner, supporting the Production Business Vertical in manpower planning, recruitment, selection, and workforce deployment.
• Key responsibilities:
• ✔ SPOC for end-to-end recruitment of apprentices, temporary workmen, NEEM trainees, contractual workforce (CLRA), and permanent unionized workers.
• ✔ Managing legal compliance related to labour laws, industrial regulations, and factory laws.
• ✔ Overseeing compliance and workforce integration during the acquisition of Honda Motors into Honda Cars in 2017, mapping new HR compliance frameworks.
• This role strengthened my expertise in industrial workforce management, HR compliance, and talent acquisition, ensuring smooth operations in a dynamic manufacturing environment.

May 2015 – May 2017 · 2 yrs · Chinchwad, Maharashtra · On-site

• Exide Industries Ltd. is India’s No.1 automotive battery manufacturer, holding over 70% market share with a revenue of USD 1.3 billion. With 10 factories across India, it produces lead-acid batteries for two-wheelers, four-wheelers, heavy utility vehicles, defense tanks, and submarines for the Indian Navy.
• I was campus-selected into Exide Industries Ltd. and assigned a Plant HR & Industrial Relations role at the Chinchwad (Pune) factory, which had a workforce of 2,000 employees, including 350 unionized workers affiliated with INTUC.
• Key responsibilities:
• ✔ Conducted a leadership capability assessment in collaboration with the Operations Head.
• ✔ Led a job evaluation drive for all managerial roles within the plant.
• ✔ Managed employee engagement & welfare initiatives to enhance workforce productivity and morale.
• ✔ Part of the management committee that signed the Long-Term Settlement (2014-2019) with the Union.
• This role gave me hands-on experience in HR strategy, industrial relations, and workforce planning, laying a strong foundation for my career in manufacturing HR.

Apr 2014 – Jun 2014 · 2 mos · Nagda-Dhar, Madhya Pradesh · On-site

• Grasim Industries, a flagship company of the Aditya Birla Group, is a leading producer of viscose staple fiber, catering to the global textile industry. I undertook my summer internship at its Nagda factory, one of the largest viscose fiber manufacturing units in India.
• Project: Leadership Assessment & Situational Leadership Analysis
• ✔ Conducted a leadership survey among managers using the Managerial Grid Model.
• ✔ Analyzed leadership styles and their alignment with Situational Leadership Theory.
• ✔ Provided insights on leadership effectiveness and recommendations for managerial development.
• This internship strengthened my understanding of leadership behavior, situational adaptability, and organizational dynamics in a manufacturing setup.

Apr 2012 – Jul 2012 · 3 mos · Ranchi, Jharkhand, India · On-site

• Hindustan Coca-Cola Beverages (HCCB) is one of India’s largest bottling partners for The Coca-Cola Company, managing production and distribution across the country. As part of my BBA program, I undertook a live project in the Jharkhand region, focusing on employee retention, engagement, and motivation.
• Project: Enhancing Retention & Engagement of Market Developers
• ✔ Conducted ground-level research on the challenges faced by Market Developers in the region.
• ✔ Identified key factors impacting motivation and attrition.
• ✔ Proposed strategic interventions to improve engagement, retention, and overall productivity.
• This project provided hands-on experience in HR strategy, employee engagement, and workforce motivation within a sales-driven environment.