Apr 2025 – Oct 2025 · 6 mos · Mumbai, Maharashtra, India · On-site

• As Delivery Head – Enterprise Solutions at ZingHR, I lead the end-to-end implementation and success of ZingHR’s digital HR transformation for Reliance Industries, one of India’s largest and most dynamic conglomerates. My role spans strategic program governance, stakeholder alignment, cross-functional team leadership, and ensuring seamless deployment of our HR SaaS platform across complex business environments. With a strong focus on innovation, scalability, and user experience, I drive adoption, operational excellence, and value creation, enabling Reliance to leverage cutting-edge HR technology for workforce efficiency, employee engagement, and future-ready talent management.

Mar 2024 – Apr 2025 · 1 yr 1 mo · Mumbai, Maharashtra, India · On-site

• Leading the HR Operations team for JSW One, which is JSW Group's B2B eCommerce platform, for close to 900 employees. My profile includes HR Operations, Administration, HR Technology, Life cycle management, Payroll & Benefits.

Mar 2019 – Mar 2024 · 5 yrs · Mumbai Metropolitan Region

• I was responsible for managing HR Operations for close to 1400 employees. My duties included HR Operations, Analytics, Compensation, Benefits, Manpower Planning, HR Technology as well as Learning & Development.

Mar 2017 – Mar 2019 · 2 yrs · Mumbai Metropolitan Region

• In my role as Specialist - HR Systems & Processes at Edelweiss Financial Services, I was responsible for driving process improvement, HR process automation, and analytics for the group. I played a key role in designing the HR Technology Roadmap, identifying new HR technologies, and liaising with Process leads to provide automation solutions. Additionally, I prepared monthly analytical dashboards for management, contributing to data-driven decision-making.

May 2016 – Oct 2016 · 5 mos · Mumbai, Maharashtra, India

• Heading Compensation & Benefits, HR Operations, Payroll & Systems (HRIS, HR Mobile App, Training Mobile App)
• Cost Control, PC Budgeting, Manpower Planning,
• Responsible for Design, Implementation & management of policies & processes, including automation & periodic review

Jul 2011 – May 2016 · 4 yrs 10 mos · Mumbai, Maharashtra, India

• Working with ZenithOptimedia & VivaKi
• Heading Compensation & Benefits, HR Operations, Payroll & Systems & COE.
• HR Strategy presentations for Global/Regional Reviews
• Manpower Planning, Annual HC commit & Quarterly HC Reporting (Plan vs Actuals)
• Tracking departmental goals & monitoring TAT’s, costs.
• Conceptualizing & rolling out of PMS, Reward & Recognition & Engagement programs, in line with organizational vision & overall HR strategy.
• As HR Center of Excellence, responsible for Design, Implementation & management of policies & processes, including automation & periodic review
• Responsible for driving a variety of Global HR programs, in addition to MIS & Analytics.
• Custodian of PTalent (in-house HRIS) in India, leading to global recognition on Best Practices & accuracy.
• Regional administrator of key HR systems in Asia-Pacific for ZenithOptimedia

Feb 2009 – Jul 2011 · 2 yrs 5 mos

• Working within the Human Capital function, managing the HRIS.
• Creation of SP’s in SQL to fetch data from SQL and sent Reports/Triggers/Reminders to Process owners.
• Design & Creation of the Employee Recognition Portal
• Design & creation of the Bonus-Payout grid & Increment/promotion Grid.
• Interface between customers and Vendors, for requirement gathering.
• Testing of new modules & enhancements.
• Data Audits & day-to-day maintenance.
• Creation of Reports.
• Training new employees to use Systems
• As Deputy Manager, HRIS, my primary role entails problem-free usage of all primary Human Capital Systems. That includes interface with recruiters, HC & non-HC employees from pan-India, query resolution & problem solving within 1 working day. A insurance company that has high turnover, depends heavily on its systems to make it possible. Ensuring that company operations are not hindered, data in systems is accurate to facilitate correct decision making, where frequent data audits, corrections, and day-to-day maintenance comes into play.
• Due to the changing nature of business, systems need to adapt in order to make the change possible. This involves collection of requirement & suggestions from internal customers & communicating the same to vendors for development. Another aspect of the New developments is setting of developmental priorities to ensure that critical enhancements & developments have a short turn-around time, so that they can be delivered and moved to production environment in the most optimal time.
• Also, I got a brilliant chance to handle the complete PMS rollout, where along with my supervisor, I was instrumental in designing, calculating and rolling out the Bonus and Increment grid for two consecutive PMS cycles for two companies.
• I also got an opportunity to work on OD initiatives where I was tasked to create mailers and teasers to send to employees. Concurrently, I designed mini-sites in line with these initiatives, which were hosted on the HRIS.

Feb 2007 – Feb 2009 · 2 yrs

• Working within the Human Capital function, managing the Human Capital systems.
• Single point management of the HRIS (Human Resource Information System), HMS (Hiring Management System), LMS (Learning Management System) & DMS (Document Management System)
• Single point contact for query resolution.
• Interface between customers and Vendors, for requirement gathering.
• Testing of new modules & enhancements.
• Data Audits & day-to-day maintenance.
• MIS
• Training new employees to use Systems
• Creation of Training Material for optimal usage

Jan 2006 – Dec 2006 · 11 mos

• Interfacing with clients to understand and scope customer needs and requirements.
• PM and EPM Maturity Assessment.
• EPM Installations & Deployments.
• Project Plan Development.
• PM Capability Development
• Heading Internal R&D-oriented activities involving future Microsoft Solutions.
• Project Process Development.
• Documents & Template Standardization.
• Knowledge Management.
• Webmaster of the Company’s Current Website, and upcoming Websites.
• Actively involved in Strategy decisions, tie-ups
• Reporting directly to the MD of the organization.