SYNOPSIS

I have an extensive, operational HR experience as well as significant exposure of HR practices and employment law compliance. I possess the ability to effectively implement new programs and resolve issues. Am self directed, highly driven, individual with outstanding credentials in Human Resource Leadership, along with strong HR operational skills and people management I have been responsible for all aspects of Human Resource management and program implementation across the Organization, including the development of HR programs, business partnership and legal compliance in existing and new Geographies in the country. I am perceived as pretty inspirational and matured HR leader with the ability to partner and influence the Leadership team as well as engage with managers and the Corporate HR team, with the ability to drive and achieve the goals and objectives set for HR as well for business. I possess sensitiveness to the needs, values, beliefs, attitudes, orientations and capabilities of employees. Besides I am visiting Speaker for various Engineering Colleges and Business Schools for students counseling, guiding in their career path. I am on the panel for selecting students for B Schools like We School etc. Well connected with SHRM, HRD Network, CII and other forums. In brief some of my key strengths and competencies are:

An Individual with a talent in transformational leadership and the ability to work under pressure while managing multiple tasks and priorities effectively. Possess strong strategic planning skills with bias for results/actions.

Have the capability of translating current and future business needs into an overall integrated strategic HR Plan.

Broad business experience from an operating and management perspective, including HR support of rapid growth of India operations.

Principal level point of contact for Talent Acquisition Systems (TAS) and technical solutions

Provides strategic direction related to technology and talent centric solutions for the Talent Acquisition Team

Possess very strong and creative recruiting experience across all levels. An expert level of knowledge in full lifecycle recruiting components including, but not limited to, sourcing, qualifying, networking, assessing, legal, job analysis, wage and salary trends, relationship management and due diligence.

Proven expertise in ramping with speed & Quality including volume and leadership resources upto CEO levels.

Skilled executive facilitator who possesses the ability to create an environment of collaboration with leadership from all functional areas of the organization.

Strong strategic planning skills with bias for results/action.

Ability to lead an organization in strategizing, implementing & measuring the people programs necessary to maximize the Company’s short and long term business objectives

Knowledgeable and proficient in areas of policy development and administration in HR Management

Having ability to maintain confidentiality, integrity and trust within the work environment.

Having working knowledge of employment standards and other legal requirements to ensure compliance

Having excellent project management, writing, and oral communication skills.

Ability to articulate business needs, define system requirements and measurable results around deliverables

Ability to lead an organization in strategizing, implementing & measuring the people programs necessary to maximize the corporation’s business objectives.

Strong analytical skills, ability to leverage data to identify trends and recommend business solutions.

Have special expertise in Cost optimization, right sizing, defining Accountabilities at all levels, with periodic review mechanism.

Customer and data driven, tenacious energy, integrity, transparency, perseverance.

Resourceful and recognized for having a strong network of industry contacts, strong social intelligence and a natural flair for mixing with people and assessing them in congenial manner.

Empowers people to take accountability for results. Take on tough challenges requiring determination and sees them through to successful outcomes for the business - Drive delivery through quality and cost standards agreed with the business

Academic Details (Full time Courses)

Master’s Degree in Business Administration Jaipur

Post Graduate Dip. in Labor Law Welfare & Personnel Management) Jaipur

Bachelor Degree in Commerce Jaipur.

Relevant Work Experience:

Strong leadership and human resource Strategic generalist background in all aspects of HR and a robust background in working with executives within a matrixed reporting structure.

Level served: Business HR Head / Senior Level: HR Generalist/Talent Acquisition./ Cost optimization expert

Have managed effectively the highest workforce of more than 7500 employees across Pan India.

Industries worked with:

(FMCG, Service sector), Steel Mfg., IT, Telecom and IT Enabled Services. Financial services.KPO Research Services

Preceding Assignments Handled

Company

Industry

Level

Duration

Location

Manpower Strength

Stability

Reliance 4G

Tech/Telecom

Business HR

March 14

Mumbai

7000+

current

Datamatics

IT/ITES

Head Hr

2011- 2013

Mumbai

4000 +

Two years

TATA Group

Telecom

HR Head

2009- 2011

Mumbai

6500

<Two years

Stream Global

IT/ITES

Head HR

2003 –2009

Mumbai

3200

Six years +

Escorts Group

Telecom

DGM HR

1998 –2003

Delhi

2800

Five Yrs.

ITIL Usha Group

InfoTech [IT]

Sr.Mgr. HR

1996-1998

Delhi

1850

Three Yrs

Rajinder Group

Steel Mfg.

Mgr. HR

1992-1995

Mumbai

1400

Four Yrs

Comprehensive Accountabilities Managed till date:

1. Board Relations-

Communicates effectively with Members of the Board of Directors

Recommends appropriate human resource policies to the Board of Directors.

2. Strategic Planning

Establish current and long-range HR objectives, plans as well as strategic policies.

Evaluates and advises on the human resource issues related to long range planning and the introduction of new strategies, products, and services.

Assists the executive team in balancing growth strategies with effective human resource practices.

3. Executive Team Advising

Advises, guides, directs and authorizes the appropriate executives/managers to carry out major HR plans and procedures, consistent with established policies and approved action plans.

Meets regularly with the executives to address and resolve major business and management issues.

Assists the CEO/Sr Executives in the selection, evaluation and motivation of employees

4. Financial Responsibility

In cooperation with the executive management group, establishing performance metrics for short-term and long-term human resource objectives.

Overseeing the financial management of the human resource function.

Evaluate performance of the overall human resource function by matching operating results and financial performance against plans and budgets, and ensures that appropriate actions are taken to correct variances.

5. Management Development

Identifies opportunities to coach and develop managers.

Providing feedback to managers relative to their performance.

Establishes a succession plan for management and key positions

6. Cost Optimisation

Expertise in Identification of Cost optimization areas in Operations, Recruitment and General Management.

Have been able to reduce the HR Cost by more than 50% by process improvement.

Brought down payroll cost down by 25% by productivity enhancement and manpower optimization.

Key HR Focus Areas

Building up and expanding new /existing organizations

Talent Acquisition, Development and Management

Organizational excellence

Succession Planning; Compensation and Benefits.

HR Decisive Approach

Taking business decisions in the context of business requirements.

A front line strong negotiator, steer the course of discussion towards the desired objectives.

Conceptualize business model and stimulates scenarios for critical inputs.

Prioritize business variables and focus on the critical one for decision making.

Leads strategy sessions with multifunctional teams for the business development.

Possess extensive experience of more than 18 years in talent acquisition for IT, Telecom and ITES sectors.

RELIANCE Infocom (JIO – 4 GENERATION TELECOM) Business HR 2014 onwards..

At present Key focus is on ramping an extensive Operational team (lateral and field force)

At present involved in building the HR processes, and aligning the Group policies with Jio. Besides am enabling 27 Geographies to ramp and build the strong Business manpower base of more than 1 lac across Pan India through a strong HR team spread across 1072 location

Some Key Accountabilities.

Design and institutionalize the talent requirement matrix for the JCM/ CLVM/Digital Sales Service, and Business Heads and identified departments.

Implementation of HR Strategies, policies in line with the Group Plan

Ensuring timely and Quality hiring through continuous Process improvement and checks on hiring processes. Closely monitoring the TAT, Budgeted Cost and Quality.

Ensure effective de-centralization of HR processes in order to enhance employee exp. and service efficiencies

Conduct organizational assessments and work with leadership to drive culture development to support a best place to work environment across Jio Centers

Review organization design, and build a culture which inspires and motivates employees.

Maintain consistency and fairness in implementation of HR policies across various div. and locations of the co.

Create best practices in the areas of employee assimilation, development, engagement, talent management, succession planning, and retention of critical resource.

Review the reward and recognition Incentive policy and align it with our business Objectives

Working closely with practice leaders, conduct annual compensation review (reviewing market studies, performance results and peer ranges to ensure compensation rationalization)

Deliver key HR Imperatives, including compensation, talent acquisition, leadership development, inclusion strategies, and campus engagement programs.

Holds leaders accountable for fostering healthy work environments so that Company is known and recognized as a great place to work.

Develop and review process for effective employee on-boarding, including new manager and team assimilation.

Ensures understanding and execution of company policies and Employee Handbook.

Define & drive processes to enhance new joinees experience at Region/State Level through effective Induction

Responsible for Onboarding the key resources and ensuring timely business launch as per the business plans.

Interaction with Business Unit Heads, understanding their plans, strategizing in syncing HR process & enablers.

Develop in depth understanding of the line of business both strategically and operationally such that he/she can provide business partner consulting to the top management

As of now Organization is in Project stage hence major focus is on attracting the best resources, and inducting them in system. My Key focus is setting up Digital Sales Force of 15000 resources in next six months.

KEY ACHIEVEMENTS:

Recognized for best talent acquisition strategies and methodologies by SHRM

Built the Organization across 28 Geography from scratch by onboarding more than 45000 strong team.

Launch the JIO services and Device services across country within a shortest timeline.

DATAMATICS FINANCIAL : ITES,BPO.

Group strength >4500

Group turnover >300 crore

Am part of 'Datamatics Financial which deals into : Customer Care Services to BFSI, Retail, Travel, and Telecom, Transactional activities, Financial and Accounting Outsourcing services, HRO –Shared services Back office Outsourcing, Internet Research services worldwide, Leading Registrar and transfer agent.

Responsibilities:

Have been entrusted a responsibility to identify and diagnose the key factors blocking the growth of an Organization.

Am responsible for major expansion, ramp up and taking the Organization strength beyond 3000 employees by 2013 with two new offices in India.

Reviewing, and strengthening the process driven work culture from individual driven work culture.

Bringing more of quantifiable outputs through Performance Management system.

Building compensation structure based on performance, by reviewing the entire process through structure, defining and drafting more quantifiable KRA linked with respective functional goals and connecting to end goal of the company.

Enhancing the leadership grooming through various programs, based on need analysis.

Managing, and monitoring employee’s/ processes productivity through monthly reports and dash boards.

Responsible for entire aspects and areas of Human Resource shared service Operations

Ensure smooth and timely Employee / compensation data analysis, payroll interface, Human Resource process / compliance related documentation, exit process & attrition analysis and change management.

Develop and implement performance metrics & SLAs for HR processes

Ensure accuracy and consistency of all HR records and reports

Establish appropriate controls for maintaining operational integrity of HR processes and information

Proactively improve the service delivery of HR Operations to both internal and external customers by introducing HR Help desk and measuring the time of response to each escalation.

Develop and oversee the performance management process including goal setting, deployment of dashboards and performance appraisals

Lead the annual succession planning exercise, and play an active part in any organization re-structuring or design exercises to ensure consistency, fairness, and compliance with company policy

Assess and diagnose organizational development (OD) needs, use OD tools to focus on the people and roles they undertake

Attrition Management & Change Management

Ensure that the organization is compliant to the relevant Audit requirements and local statutory / labor law requirements.

Continually re-assess the operational risks inherent in the business, taking account of changing economic or market conditions, legal and regulatory requirements, operating procedures, management restructures, and the impact of new technology

Talent Acquisition through most effective means of hiring, on the basis of manpower projection and business plans.

Basis of the HR success lies in Creating, mentoring and leading a strong HR team for highly effective timely deliveries.

Build and maintain effective relationships with internal clients as well as external clients.

Building channel of communications across Organization for timely proactive steps and actions initiated from HR.

Work as a strong link between the Management and employees and ensure both the ends meet their goals in a manner Organization is benefitted

Build Organization brand through our employees and presentation in the forum like SHRM, Nasscom, HRD Network or media.

Bringing the Brand visibility by participating on various survey forums, platforms, Campus presentations, Vendor relationship and media visibility.

Constant brand/ culture building initiative through internal resources on gauging their satisfaction level and enhancing the same through engagement program, extending growth through internal job movement, encouraging employee referral, public recognition of performance and so on.

Automation of HR activities.

Compensations study through experts to bring the Organization at par with the market trends.

Defining Key Role Responsibility to ensure PMS system is objectivity based

At present have added more than 1000 employees in one year and moving towards the target of crossing 3000 employees strength by 2013.

Identification of resources and locations for new centers and offices across India.

TATA GROUP : Biggest Indian MNC

Tata Tele Services Ltd. is a Tata Group company. 5th Largest telecom player in India (Mkt share 12%)

Total Revenue: 6000 Cr.> Manpower Strength 10000+

Here I am heading the Pan India HR Operations for CDMA Business line having Manpower of more than 6000 people across 22 Geographies. With a team of 15 direct reportees and more than 60 team members in the function.

As HR Business Partner am required to drive key priorities that are critical such as: comprehensive talent acquisition, management, while keeping focus on manpower quality, bench strength and succession planning, retention and mobility plans and diversity agenda. I am responsible to ensure that the end to end staffing, developing and training agendas in the vertical are aligned to the goals of the Company. Get engage and partner with President Business line, Regional, functional and LOB partners to ensure implementation of appropriate HR programs/practices and initiatives.

Key Themes and focus areas I worked upon:

ALLIGN – ASSIGN- ENGAGE-EMPOWER - RECOGNISE AND PRIDE

Talent Attraction, Development and Retention.

Coaching and Mentoring of team members and employees.

Succession Planning and Talent Pipeline

Training and Orientation Facilitation. Organization Capability Building through L&D initiatives

Some Laurels we got for the Company.

World HRD Congress awarded:

Tata Tele was awarded for Best Talent Management, Excellence in HR through Technology, Excellence in Training & Institutional building.

Tata Tele was awarded 5th best place to work with in Telcom Industry.

Economic Times – GPTW Great Place to work for awarded:

Ranked Tata tele # 35 in “India Best Companies to work for 2010”

Ranked Tata tele # 3 (in Telecom Vertical) in “India Best Companies to work for 2010”

Award for Excellence in area of Corporate and Social Responsibility.

Key Accountabilities at TATA:

Key focus over here is to work closely with C level executives in corporate environment, managing multiple schedules and personalities and multitasking in a fast paced, high pressure environment.

Am accountable for enhancing employee’s productivity, optimizing HR Opex and meeting ABP for CBL.

Manage the e-initiative at the firm on an HRMS system in order to streamline processes and improve information flows within the organization.

Have to execute and implement and analyze various HR Tools, on Organizational development, Performance reviews, CSR activities, Succession Planning, Learning and development, productivity enhancement, employee engagement, half yearly employee satisfaction and corrective initiatives, complying with HR budgets, timely recruitment, replacement and Induction of employees.

Manage daily responsibilities for high volume environment with incredible attention to detail timely execution and follow up with regular reporting.

Sourcing of all qualified candidates through various methods- networking, job boards, referrals, alumni associations, professional association.

While ensuring exit interviews, and analysis of inputs recd at all levels to amend or rectify the shortcomings in individuals or processes to build the right culture. Be responsible for the coordination and implementation of termination procedures and the holding of exit interviews.

Create and drive metrics to assess Tata Human Capital, through reviews and surveys to assess the overall health of the organization. Ensure review and survey results are translated into action plans that are executed within each functional area.

Ensure consistent and thorough administration of the company’s performance management process throughout the Company.

Ongoing analysis of Compensation and employee benefit programs. Integrate performance appraisal and development needs as an integral part of the on-going HR assessment and management of the organization, Coordinating the annual performance review and goal setting discussions at the individual level across the firm.

Am very high on integrity and will stop at nothing to safeguard compliance standards and Company Values.

I interact regularly with C level executives to provide HR consultation to senior business managers on strategic initiatives, staffing, compensation, HR policies and performance management in sync with business goals and budget.

I Possess and execute, excellent consulting, influencing and negotiation skills at all operational levels while dealing with employees and business leaders to achieve the end goals.

Being in Operation I have to prioritize and drive multiple projects while remaining proactive and flexible in style, have to partner with Senior Business Managers, Recruiting Leads, Training Leads and other LOB Senior HR Business Partners to integrate talent mobility and sourcing into the culture of the organization.

Excellent counseling and prompt conflict resolution skills.

Proficient in handling complex employee relations concerns and mitigating risks, Champions a culture that conveys a sense of purpose and direction, vision and shared values; giving others the opportunity to grow and achieve.

Have experience of pushing back to all levels of management from HR perspective.

Develop and cultivate deep relationships with counterparts in the HR teams across Geographies.

Have managed 22 Geographies with 7000+ workforce with strong knowledge and experience in Back and Middle Office Operations and Technology organizations

STREAM GLOBAL SERVICES VP- HR. 2003 -2009 (Number One Technical outsourcing firm across Globe)

Global footprint with 25 contact centers across the Globe No.1 preferred Technical Outsourcing firm.

Manpower strength 24000 globally and in India 3200+

Major client were Microsoft, Dell, HP, EarthLink, Lexmark, Stephen Covey, etc

Here my key responsibility was of talent management and acquisition, along with generalist role, for a global ITES company with proven track record supported with facts and figures,. I would be glad to share my achievement and the strategy adopted to hire quality people in stringent timelines as per business needs. Not only this we had been able to plan and execute in a manner with keeping the cost and timeline per hire to bare minimal. Developed a framework of Talent Assessment and facilitate Career Management.

1.Partner with the business in Climate Surveys/ Employee Polls and contribute to analyze the results and drive initiatives based on the findings.

2.Conceive and execute on strategies that improve employee satisfaction, retention and engagement Pan India.

3.Develop and enhance the talent acquisition team to improve the quality and retention of the Stream workforce.

4.Develop & implement strategies to manage and reduce the employee attrition

5.Develop and implement an effective mentoring framework within the team

6.Communication and implementation of HR policies and program in the LOB

Key Accountabilities at SGL:

To provide tactical Strategy as well as extend leadership, counseling coaching, and advise to the Senior Management staff on matters of performance, careers, HR policies and related topics. Here I was functioning as a business partner and strategist – with clear understanding of the Vision and contribution to company business Strategy. I, strategize, develop and manage HR systems and processes; and build the HR team. Facilitate the provision of HR services to employees and management. I was the Custodian and Interpreter of HR policies and Champion of Organizational Culture. Also developed, implemented, and administered the company’s selection/hiring employees in masses/volume, strategy in compliance with all applicable laws and regulations across the organization.

Facilitated in defining Operation level agreements for extreme coordination within functions.

Set the direction for Human Resources for Stream Global Services

Approve human resources actions regarding employment, discipline, termination, legal action, and certain employee complaints.

Ensure Human Resources strategies and initiatives are in alignment with all global short- and long-term business goals for all functional areas.

Developed, proposed and presented, to senior management, the short and long term strategy, plans and projects for the volume manpower hiring and employees engagement.

Collaborate with client management to devise HR strategies including headcount plans.

Work with the respective group heads and the management team to gauge requirements and plan ahead on resource planning initiatives.

Demonstrated track record of leading and directing high performing teams/ senior recruiters.

Thought leader and innovator in the area of talent acquisition.

Supervise recruitment activities such as the development of advertisements, screening of candidates & conduct of interviews across positions. Ensure maintenance of records for the same.

Partner with internal and external recruiting resources to ensure clarity of headcount requirements, accuracy of hiring specifications and successful recruiting solutions.

Develops and implements recruiting strategy to meet staffing needs.

Develop and implement a communication strategy for the employment market.

External Partner development: Recruiters, Advertisers; MBA and Research Institutes; HR Consulting firms; HR forums; Industry councils for HR.

Maintains a recruiting, testing and interviewing program, counseling managers on candidate selection, conducting & analyzing exit interviews, closing open positions, recommending changes.

Facilitate hiring process to include establishing job descriptions, screening, interviewing and referring candidates for all positions within the company plus new hire orientation.

Provide management with periodic reports on the hiring status and productivity of Human Resources.

Research and negotiate benefit programs plus update management for changes in employment regulations when applicable.

Manages and oversees Human Resource Managers in the employment process, and benefits area, application of compensation policy, training, and employee relations to assure compliance with corporate policy, governmental statute and applicable state laws.

Serve as focal point of contact for client employees on all employee relation’s matters

Developed and establish creative mechanisms to build the right Culture by inducting right resources.

Review and correct any incidents that are misalign with organizational values

Developed and ensured maintenance of a HR information system including employee records

Managed HR projects and team through continuous communication and feedback, ensure satisfaction of internal customers i.e. CEO and Function/Division Head employees.

Played an active role in day-to-day tactical human resources issues with executives and employees

Managed and oversee the budget and fiscal responsibility of the Human Resources function.

Manages all activities designed to promote and maintain a high level of employee morale and productivity.

Provide staff development and training to Human Resource managers in order to maintain a high level of Human Resource education and foster career development.

Advised professional workforce on human related business issues, organizational development, counseling managers and employees on human related business issues.

Develop, educate and disseminate HR policies, programs, procedures and activities

Provide advice, assistance and counsel to managers and employees as needed

Ensure Industry manpower database is maintained

Assists line managers in developing skills to manage human resources more effectively through modeling, coaching, instruction and training.

Facilitates collaborative problem solving strategies to resolve employee relation’s issues through effective communication with all levels of employees.

Provides mentoring and support to other on site HR functions (recruiting, compensation, training) based on employee feedback and ongoing risk analysis

Provides constructive feedback to Global HR on updates/changes that may be required on operating principles, policies, etc.

Monitors and reviews personnel situations with management and escalates to the appropriate function individual for resolution as necessary.

Effective communicator who knows how to build bridges with the other stakeholders in the business, so as to help achieve the overall HR objectives of the organization;

A highly motivated self-starter who is able to multiple task at all times;

Ability to work under pressure and deadlines on an on-going basis

ESCORTS GROUP - Dy. GENERAL MANAGER- HR 1998-2003

Escotel group company of Escorts group

Manpower Strength 8000 self managing 2800 employees.

Key Accountabilities at ESCOTEL.

Accountable for the management of a department through subordinate supervisors/managers and for all personnel issues - including selection, termination, performance appraisal and professional development of subordinates and employees.

The aim of the role was to develop and communicate recruitment and branding strategic intent whilst implementing the operating methodology, by developing credibility and relationships within the business units and third party providers. Have to advise and influence on all matters relating to recruitment management and processes. At the same time responsible for facilitating the recruitment, selection and hiring of quality Associates (Regular/ Contractual) in a manner that emphasized time efficiency and cost effectiveness, while adding value to the Human Resources Dept; preparing new hire information packets and conducting new hire orientations; maintaining relations with school, agencies, newspapers, etc. to seek out innovative recruitment techniques; assisting in employee relations matters was a part of schedule.

Handled Change Management successfully and developed demanding Organization Culture

Ensured effective execution of HR programs/processes in the areas of: OE, Staffing, Performance Management, Learning, and Employment Practices.

Managed all activities designed to promote

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