Jul 2024 – Present · 1 yr 11 mos · Hyderabad, Telangana, India · On-site

Mar 2022 – Jun 2024 · 2 yrs 3 mos

• As HR leader for India and APAC, my role spans the entire employee lifecyle. My primary goal is to establish India as centre of excellence and make Delphix a brand of choice from the lens of Hiring, Onboarding, Career Pathing, DEI, Employee Benefits & benchmarking, Talent Development, High Potential Talent development, new age performance management and Total Rewards. My focus is to bridge the gap between developing a strategic plan and implementing changes to achieve that plan.
• Key Focus Areas:
• 1. Developing and translating high-level strategy into actionable plans and initiatives.
• 2. Driving and managing change and overseeing the implementation
• 3. Strategy execution and implementing change management strategy to address potential resistance, minimize disruption, and guide the workforce through the transition.
• 4. Communicate transformation stories, progress updates, and potential impacts.
• Reporting to SVP - Human Resources to deliver the following:
• 1. Building stronger & resilient brand and reputation.
• 2. People operating model - Talent acquisition & fitment, job leveling and job architecture, workforce planning, employee engagement
• 3. Being a trusted advisor for all organisation level decisions, impact and transformation initiatives

Oct 2020 – Mar 2022 · 1 yr 5 mos

• Spearheading & influencing business strategy and people plans. Defining & owning people plans that's closely aligned to business requirements.

Jul 2017 – Oct 2020 · 3 yrs 3 mos · Hyderabad Area, India

• Talent Advisor to Executive Leadership on full suite talent development and implementation. My role focused primarily on remaining adaptable, relevant to ongoing improvements, successfully implement and leverage talent solutions to attract leadership talent, optimize development efforts, and ultimately achieve strategic workforce objectives. Guiding the executive team through organizational restructurings which created a more flexible, cost-efficient workforce. Designing an employee engagement strategy that improved morale, retained talent, and business continuity through multiple changes with the executive leadership team.
• Implemented Key Initiatives:
• Strategic Acquisition: Attracted top talent through effective recruitment strategies and ensured a smooth onboarding process to foster engagement and retention.
• Learning and Development: Provided ongoing opportunities for skill development, knowledge acquisition, and leadership training tailored to individual needs and aligned with identified skill gaps.
• Performance Management: Implemented a structured performance management system that provides regular feedback, coaching, and development opportunities to support employee growth and goal achievement.
• Career Development: Offer career planning resources and support employees in identifying and pursuing their career aspirations within the organization.
• Compensation and Recognition: Crafted a Compensation and Benefits philosophy (Compensation Benchmarking & Title Benchmarking) to bring in industry best practices and make Mordor a work destination of choice!

Jul 2016 – Jul 2017 · 1 yr

• In this role, worked on designing the Global People Strategy aligned to organization strategy. Enabled the organization to become a brand of choice to work for and work with. As part of the role, I also formulated a Digital HR road map for transformation in areas of engagement, organization development, new age performance management, employee branding, automation, app based learning & HR Analytics. As a Talent Leader, I was driving key people strategies to impact customer & employee experience.
• Projects Delivered
• Assessment deployment and change management
• Deploy fit to purpose assessment tool to identifying individual strengths, weaknesses, and development needs. Includes, communicate, and manage the change associated with the assessment deployment and subsequent actions.
• Developed structured and comprehensive change management strategy guiding deployment and implementation process.
• Leading assessment agenda for “Performance - Potential” talent assessment and career development design proposition across APAC to identify high potential employees capable of meeting the challenges of tomorrow.

Dec 2012 – Jun 2016 · 3 yrs 6 mos

• My journey highlights the significant impact of a well-designed and implemented HR strategy on an organization’s culture, employee engagement and overall success. Listening to employees through focused group sessions, understanding their needs, and implementing effective initiatives. Played a fulfilling role in driving positive change.
• Being promoted as the Director of Talent Development, my responsibility included delivery of board level expectation on talent management playbook, succession planning and developing people managers through influence and coaching. The focus was to deliver a definitive coaching experience to managers to drive engagement and performance growth.
• HR Interventions deployed:
• 1. Employee Engagement Survey, Focus Groups and Open Forums.
• 2. Succession plan & Talent review for Senior Management and critical positions in the organization, ensuring an internal talent pipeline is available at all grades.
• 3. Developing a Culture Strategy with specific goals and action plans on ways of working.
• 4. Modernized work environment to promote collaboration and innovation.
• 5. Implementation of a robust recognition program to celebrate achievements.
• Results:
• 1. Certified a Great Place to Work for three consecutive years.
• 2. Increased Employee Engagement & Employer Branding
• 3. Employee-driven initiatives for process improvement and product development.
• 4. A decrease employee attrition & turnover rates resulted in a significant cost savings and improved continuity.
• 5. Improved Business Performance with higher productivity and profitability.

Dec 2006 – Nov 2012 · 5 yrs 11 mos

• Success attributed to this role was an outcome of an envisioned result oriented approach through strong Leadership buy-in and commitment to drive and sponsor Talent Development initiatives.
• Implemented a structured change management approach to address potential resistance, minimize disruption, and guide the workforce through the transition. Maintained ongoing, transparent communication about the reasons, progress, and impact of the transformation to foster understanding and commitment. Additionally, resource planning to lead change initiatives and the need for training, technology, and external support as needed. Finally, for sustaining the practice, regularly monitored progress, gather feedback, and adjusted plans as needed.
• Key projects delivered with successful implementation are:
• 1. Implementation of skills development framework
• Established funds to support skills development projects.
• Defined competency based practices through PCMM to structure all Talent Development initiatives for continuous improvement and career development
• 2. Performance management initiatives
• Key member of transformation task force to deliver transformation journey as a means to achieve growth strategy.
• Deployed multifaceted approach to drive performance management and initiatives. In alignment to strategy in play, focused on setting clear goals and expectations.
• Focused on translating strategic plan into operational plans and cascading goals to department
• Cultivated a culture that values continuous learning, development, and performance feedback.
• 3. Deliver Technical and Behavioural Training
• Developed and delivered more than 20,000+ hours of behavioural skills training for executives and middle level managers
• Organized various employee engagement programs for executives and middle level managers
• Created a platform for mentoring and counselling called FMCG (Friend – Mentor – Council – Guide)

Jan 2002 – Dec 2006 · 4 yrs 11 mos · India · On-site

• Joined Maria Computer Systems(P) Ltd an accredited institute under the Govt. of India imparting Computer Education programs to graduates and undergraduates. Gained on-the-job training and experience in various aspects of the business. Below is the key breakdown of this role:
• Rotated through different departments to gain exposure to various functions within the company, such as front office, sales, counseling, finance, operations and human resources.
• Contributed to ongoing projects and tasks under the supervision of experienced managers and specialists.
• Developed skills and knowledge through training programs, workshops, and seminars related to computer science education, developing a training curriculum, imparting education programs etc.
• Conducted 40,000+ hours of training on programming languages like C,C++, Data structures, Java, RDBMS etc.
• Conducted research and analysis tasks to support decision-making and problem-solving within different departments.
• Valuable experience learned:
• 1. Gained practical understanding of business operations.
• 2. Contributed to the learning & development of 200+ graduates and undergraduate students
• 2. Honed leadership qualities and enhanced communication, problem-solving, critical thinking, and teamwork.
• 3. Build relationships with various departments and individuals.
• 4. Maximizing personal brand and visibility.