Nov 2024 – Feb 2025 · 3 mos · On-site

Nov 2024 – Feb 2025 · 3 mos · On-site

• In my recent tenure as Executive President - Human Resources at Radical Minds Technologies, I led a diverse team of 29 HR professionals. In this role, I was responsible to manage and ensure a seamless delivery, for their Engineering and Outsourcing verticals with an employee strength of over 2500 FTE's split across PAN India. My leadership spanned talent acquisition, digital HR transformation, expatriate workforce strategy, and cultural integration during mergers and acquisitions. I was spearheading three competencies in Human Resources, which included direct focus on Talent Acquisition, Employee Relations and HR Operations,. I was managing a direct team of three General Managers as my direct reports.

Jun 2022 – Oct 2024 · 2 yrs 4 mos

• Develop and execute a global talent acquisition strategy to include creating comprehensive, high-volume and high-quality sourcing and recruiting processes, establishing best practices, processes and policies, and the oversight of projects designed to maximize return on staffing investment
• Work with the recruiting team and our leadership team across the business to ensure a high quality talent bar; develop and deliver interview processes and training across the business to build and elevate our hiring competencies at the organization.
• Actively lead and champion best in class recruitment technology applications and process improvement for the talent acquisition function, partnering with the HRIS and HR business partner team to drive implementation and adoption
• Create processes and tools to report and measure key talent acquisition success metrics, regularly communicate the effectiveness and efficiency of the talent acquisition function to executives and hiring managers. Seamless, consistent, cost-effective placement services for all categories of employees
• Design and implement recruitment messages to build and enhance a strong global employer brand through social media and other mediums. Partner with marketing team to extend employer branding in internal and external communications
• HUMAN RESOURCES AUTOMATION ( DIGITAL TRANSFORMATION)
• Responsible for leading engagements and program managing the evaluation of advanced HR technologies and mobile solutions
• Implement good technology development standards including continuous integration, test driven development and Automate Testing and delivery tools
• Robotic process automation (RPA) to drive down manual processing in our Operations functions while improving service delivery
• Mobile Technologies: Bring your own device (BYOD), “work anywhere” access, mobile productivity tools and applications
• Social collaboration and employee engagement as an emerging trend across HR

Aug 2013 – Oct 2024 · 11 yrs 2 mos

Aug 2013 – May 2019 · 5 yrs 9 mos

• Responsible for Creating, Managing and Developing HR processes, for Talent Acquisition and Talent Transformation, for the IT and Outsourcing business verticals, split across South East Asia, Middle East and African continent.
• Delivery Head for all Middle level, Support and Senior Leadership positions at the Group.
• Responsible for Competency mapping processes, across functions, grades and positions.
• Responsible for implementation and designing of Assessment and Development centres for talent pool
• Responsible for effective brand positioning projects, at the global scale.
• Responsible for competition benchmarking and right sizing of compensation and benefits programs across lines of business.
• Responsible to handle the Business HR of Myanmar.

May 2019 – Jun 2022 · 3 yrs 1 mo · India

• In the current role, I am responsible to manage seamless performance delivery of Expatriate operations. i am also the Process Champion and responsible for the entire life cycle of Talent Acquisition, On-boarding, Induction, Succession Planning, Employer Branding, Special Projects and Organization Development, across India, Gulf, Middle East and Africa region.

Aug 2009 – Jul 2013 · 3 yrs 11 mos · Gurgaon

• Manage Growth and provide leadership on Hiring challenge
• Involvement with key business initiatives, developments and on-going operations to ensure the business is properly resourced with the necessary talent.
• Ensure we have enough Bench Strength in all key jobs
• Assess organization’s needs in terms of manpower, talent acquisition.
• Identify and implement creative recruiting strategies to meet new hire demand in each work group.
• Instrumental in redeploying the manpower in alignment with the business direction & requirements.
• Cross Business Talent Sharing .
• Identify/create new and innovative channel of sourcing
• Partnering with hiring vendors
• Monitor effectiveness of processes across hiring and champions process improvement
• Develop, supervise and lead TA team
• Talent Development
• Change management in the purview of culture and ways of working. Challenge tradition and implement change management.
• Working closely with the Senior Management team, Managers and Staff to ensure maintenance of a high level of human resources professionalism, and that sound people management practices are culturally entrenched in the Company at all levels.
• Involved in various HR projects and initiatives to promote employees’ development and ability to meet business challenges in the marketplace.
• Succession Planning and Career Pathing- Ensure we have enough Bench Strength in all key jobs, as well as help in development of these people.
• Work with Talent Acquisition team to develop specific recruitment strategies for positions where internal capabilities are underdeveloped or missing
• Leadership Development Reviews: Lead periodic reviews of talent to assess current talent base, determine career development goals, succession gaps and next assignments for high performing employees
• Work with the Internal & External vendors to initiate Individual Development through Trainings and interventions.

Jan 2006 – Aug 2009 · 3 yrs 7 mos · Noida

Jan 2006 – Jan 2006 · 0 mo

Jan 2006 – Jan 2006 · 0 mo

Dec 2005 – Jul 2006 · 7 mos

• Managed the whole gamut of Employee Relations vertical at the organization.

Mar 2005 – Dec 2005 · 9 mos · Gurgaon

• Inox is an old distinguished corporate group in India. Group business includes leadership positions in industrial gases, fluorocarbons, international representations, multiplexes, etc. The Group has highly successful listed companies and successful alliances with Global Majors including Fortune-500 Companies.
• The Group has over 80 years of eminent track record in business, distinguished by integrity, delivery and best business practices accompanied by sustained growth.
• Responsibility for all areas related to human resources in the company including HR policies, practices, systems and procedure and HR integration and maintenance activities.
• Evolve and implement HR policies systems and procedures in the company.
• Recruitment of personnel based on profile descriptions and recruitment indents.
• Process owner of the entire Payroll Administration.

Oct 2003 – Mar 2005 · 1 yr 5 mos · Gurgaon, India

• SPANCO Tele systems and Solutions Limited, established in 1995 is a public limited company, listed on Bombay Stock Exchange. SPANCO is a leading Telecom Integrator for telecom carriers in India, providing quality solutions to meet the networking infrastructure requirements of its clients using cutting-edge technologies. Apart from catering to the carrier requirements of setting up access networks on fiber, copper and wireless, SPANCO is actively involved in various major network infrastructure projects with utilities like Railways, Oil companies, Indian Defense etc.
• Role
• Primary Owner of the Human Resources for the organization
• Primary owner of the Facilities and Support services of the organization
• Reporting to General Manager Human Resources
• Team Size- 4 Executives

Jan 2001 – Jan 2003 · 2 yrs

Oct 1999 – Feb 2001 · 1 yr 4 mos · Global Head Quarters - Gurgaon

• Air Info Tech is an IT Enabled Call Center located in Gurgaon. Set up around a year back it has the capacity of around 300 seats at the moment. It a wholly owned Strategic Business Unit of Allied Deals Plc. of United Kingdom
• Role
• Primary Owner of the Human Resources for the organization till acquisition
• Primary owner of the Facilities and Support services of the organization
• Reporting directly to Director Human Resources
• Team Size- 9 Junior Team Executives
• Key Responsibilities and Major Achievements
• Modified the Organization Structure and HR policies to bring them in line with the business and statutory realities. Modified the Organization Structure and HR policies to bring them in line with the business and statutory realities.
• Developed, implemented and owned the recruitment process.
• Automated recruitments to recruit 150 FTEs per month
• Started manpower availability and skill inventory surveys as strategic input to management and the business development team.
• Reduced the recruitment costs to the least in the Industry ( less than Rs. 1000/- per hire)
• Hired a team of 400 persons (this includes functional heads as well)
• Transited the existing HR processes to the new Management after the acquisition.
• Created and implemented retention and career pathing strategy
• Got statutory compliance in 9o days after joining
• Created Saffron as a brand in the local recruitment market

Jan 1998 – Oct 1999 · 1 yr 9 mos · New Delhi Area, India

• IVC is a leading company in the field of Industrial Security Automation with an overall equity base of around more Than Rs. 20 crores. The company has a successful track record of running and leading large electronic companies in India. With this kind of background and an aim to offer the state of art technology to the Indian market, IVC entered Into the security electronic market in the year 1994.
• Role
• Rotational Job training in all the departments of the company. It included both Marketing and Personnel departments. Major emphasis was given on Developing Marketing strategies for corporate and institutional sales of the products. For corporate and institutional sales certain marketing strategies were being adopted like Administered VMS (Vertical Marketing system ) Contractual VMS, Affordable Selling Strategy and Basic Point Pricing. A comprehensive study of All the distribution networks, comprehensive study of promotion strategies of the competitors and an analysis of joint Efforts made by the company with others to increase sales and innovations in the product line.