ARINDAM GHOSH E-Mail: adaybg@r.postjobfree.com I Contact: +91-817*******/+91-956*******

Kolkata, INDIA Skype: arindam.ghosh1972 I LinkedIn: www.linkedin.com/arindamghosh3 High Impact Strategic Global HR Business Partner

Core BPHR Competencies

Human Capital Optimization

HR Policy Design & Implementation

PMS, Succession Planning

Leadership Talent Development, L&D

HR & Business Operation Alignment

Human Capital & Goal Alignment

Process & Culture Change (OD)

Domestic & International Recruitment

Data Driven HR Analytics

HR Strategic Planning Execution

Bottom Line Impact by Change Practice

Education:

Bachelor’s in business administration:

Berkeley Haas School of Business,

University of California, USA, 1993

Master’s in business administration:

Rotman School of Management,

University of Toronto, 2000

Certification in Organizational &

Individual Change Specialist from

Society of Human Resource

Management (SHRM), 2007

Certification in e-Governance

Professional Program, 2000 from IBM,

India

Since Aug’18 with ICA Edu Skills Pvt.

Ltd., Kolkata as Chief Human Resource

Officer (CHRO)

A ‘C’-Level Executive, MBA-HR, OD & Change Specialist (SHRM, London) with over 23 years of overall experience comprising nearly 17 years of organizational experience and nearly 7 years of entrepreneurial experience; targeting senior level assignments in Business Partnering HR with an organization of high repute Drove strategic HR initiatives to realize bottom-line results across diverse set of industries including Service Sector, Infrastructure Construction & Real Estate, Software Development & Services, BPO-ITES, KPO, Telecom, NBFS, Oil & Gas erections and refineries, Retail, FMCG, Healthcare & Hospital Chain, Industrial Product & E- Commerce and operating over multiple jurisdictions in multiple countries (USA, Canada, Saudi Arabia, UAE, Oman, East African Countries, APAC & India)

Profile Summary

• Broad strategic management qualifications coupled with HR business-facing roles

• In-depth knowledge of all HR areas from a process and functional standpoint.

• Progression based on demonstrated leadership and reputation for creating a talent pipeline of “ready now” successors at key senior leadership positions, resolving excessive employee under-performance, and establishing a more bottom-line efficiency & productive culture.

• Partnered with business leaders & leadership teams to develop and execute long-term & short-term Human Resources strategies and structure aligned with organizational vision & objectives

• Change & innovation Facilitator in driving organization efficiencies and priorities; revitalized automating HR processes; drove major strategic changes in a short time frame; encouraged learning and promoted the increased productivity that results in value-added customer service

• Acted as Strategic Business Advisor to the executive/senior management regarding key organizational and management issues including operation management but not limited to HRBP

• Led human capital strategy to support sustainable growth in fast-paced, diverse & cross-border workforce

• Championed talent management & development initiatives across the organization in line with business strategy

• Initiated talent retention & attrition management strategies, monitored attrition of manpower, and created employee centric solutions towards manpower retention

• Collaborated & interfaced with all levels of leadership to design & deliver impactful, practical organizational development solutions to ensure the achievement of company’s objectives and mission

• Gained overseas entrepreneurial experience by working for key clients across Gulf Countries, Singapore, Pan India, and East African Countries and so on for OD Interventions, L&D, Competency Mapping & Up- skilling, Manpower Planning, C&B, Organizational Restructuring, Employee Engagement, HR Compliances, Employee Retention, Talent Acquisition, and so on

Organizational Experience

Highlights:

• Working as a strategic business leader to business leadership; designing & implementing holistic HR strategy to meet short-term & long-term business challenges

• Proactive Organizational Change Agent with notable success in leading the development of the workforce plan; partnering with talent development to facilitate leadership and team development programs in support of the plan objectives and business performance

• Assembling and leading an HR Data & Analytics team designed to analyse any information related to human capital and provide input to CMD & Board of Directors regarding the same

• Conceptualizing and establishing an approach to integrated talent management that involved the synthesis of technology and talent disciplines (previously non-existent)

• Introducing, liaisoning & deploying CSR Funded Skill Development Programs Areas of Intervention: Corporate HR,

HRBP, People Development, Strategic

Operation Management, and New

Initiatives

Aug’16-Aug’18 with Anudip

Foundation, India and USA (NOLA) as

Chief People Officer (CPO) (Contractual

Job)

Areas of Intervention: Corporate HR,

HRBP, People Development, and

Strategic Operation Management

Jun’15-Aug’16 with Husk Power

Systems Inc., (Corporate Office:

Delaware, USA; Indian H.O. at Patna,

Bihar) as Global Director – Human

Capital Management

Covered Geographical Areas across Pan

India, East Africa, and East Asia

Mar’06-Dec’08 with SREI – BNP

Paribas (SREI Group of Companies),

Kolkata, India as Associate Vice

President – Talent Acquisition &

Recruitment

Covered Geographical Areas across Pan

India and Russia

Jan’05-Mar’06 with C.O.M.O.D.O.

Security Software Solutions, Chennai,

India as Head of Human Resources

(GM)

Covered Geographical Areas across Pan

India, United Kingdom, Japan, Indonesia,

and UAE

• Addressing & responding to OD challenges by bringing key stakeholders together to assess root causes and performance gaps, implementing and supporting implementation of appropriate interventions, including strategic planning, tactical and project planning, facilitation, instruction, program design, materials development and performance analysis

• Rehabilitating Annual PMS and fostering Tech-driven Quarterly KPI based PMS Highlights:

• Drove the development & implementation of annual HR strategy as per the business priorities and organization’s vision & strategic mission

• Developed human capital management strategy; established a sound plan of management succession that corresponds to the strategy and objectives of the organization

• Crafted comprehensive strategic recruiting and retention plans to meet the human capital needs

• Delivered strategic inputs to employees at all levels on career development, and general management / employee relationship issues; resolved employee relations issues by providing effective conflict resolution and coaching

• Championed the talent management processes of learning and development; directed in-house and third parties learning such as coaching, classroom training, and online learning

• Structured & implemented programs and policies for maximizing & balancing profitability/cost mitigation and mission impact in organizational lines of business

• Initiated Quarterly Employee Performance Evaluation System on employee and role competency framework

• Designed & harnessed Hi-value and Hi-potential Employee Programs Highlights:

• Partnered with functional & business leaders to identify and address organizational and HR related issues

• Highly successful in constructing & customizing competencies, behaviour & skills for individual roles and defining levels of performance for each competency and measurement metrics

• Blueprinted HR practices aligned to business vision, evaluated organizational structure & job design, developed career pathways for employees and succession planning to build a strong leadership pipeline

• Fostered a culture of mutual respect & human dignity, risk taking, no compromise on integrity, taking things to completion, and showcasing courage when going gets tough

• Cultivated a robust performance management & appraisal system including comprehensive compensation

& benefits structure and benchmarked with peers to attract & retain talent at all levels

• Developed strategic recruitment & retention plans to meet human capital needs of the organization

• Pioneered a breakthrough monthly & quarterly employee performance assessment system that accurately aid and reduce TAT of annual PMS

• Designed leadership development program, built training modules and identified high potential managers who can be put on a management training program

Highlights:

• Defined human capital developmental program in subsidiaries

• Partnered with leadership to drive talent agenda as organization crafted its way through a transformation driven by a change in strategy

• Led HR for services to business of Srei-BNP JV in emerging markets and later across growth economies

• Built one of the largest business team in across South Asia, Russia & Gulf through multiple growth engines

• Strategized workforce balancing, training programs and new cross-border leadership & mobility program Highlights:

• Provided timely & effective talent acquisition & talent management and retention solutions to meet business objectives

• Set up effective relationship by working seamlessly with the line management, executive teams and other functional areas to address key people/workforce issues such as TNA, Engagements, C&B, Career Progression, Succession, and Quarterly Performance Analysis & Result

• Part of several significant Indian, APAC and globally stretched projects to drive key organizational programs and changes

• Steered organizational redesign and cultural change in the Asia Pacific Regional Sales Organization (APRSO), resulting in a 15% increase in sales in the region Jan’01-Jan’05 with Pentasoft

Technologies

Growth Path / Deputation:

Jan’01-Mar’02: Senior Manager – HRD,

Chennai

Mar’02-Jan’05: National Head of

Human Resources, Bengaluru

Covered Geographical Areas across Pan

India, Malaysia, Thailand, Hong Kong,

and Singapore

Jul’93-Feb’98 with Aventas

Management Services, Toronto,

Canada

Growth Path:

Jul’93-Mar’95: Human Resource

Advisor

Apr’95-Feb’98: Senior HR Advisor

Covered Geographical Areas across Pan

Canada, United States, Venezuela,

Colombia, Brazil and Mexico

Dec’08 - Jun’15 with AGeiS HR

Consulting Services Inc. (Corporate

H.O. at Seattle, USA; Indian H.O. at

Bengaluru) as Co-Founder & Principle

Director

Personal Details:

• Date of Birth: 23rd December

1972

• Languages Known: English, Hindi,

Bengali and Urdu

• Valid Passport No.: J3285082

• Preferred Location: Pan India,

Gulf, APAC, New Zealand

Highlights:

• Structured and implemented programs and policies in the areas of business transformation, organization communication, performance management, compensation practices and talent management

• Developed, aligned & delivered HR & business strategies and drove growth, performance & changes in the organization

• Set-up workforce in Thailand, Myanmar, Hong Kong and Indonesia

• Had been the SPOC between Top Management and bottom line to streamline HR process execution

• Designed and deployed strategies for controlling attrition in lieu of the market trends through tactical thinking

Highlights:

• Improved operational efficiency of the HR organization through an aggressive strategy of outsourcing and HRIS optimization

• Initiated new regional recruitment processes, resulting in 25% reduction in recruitment costs

• Led HR strategy and implemented a key raft of both operational & strategic HR programs

• Reduced staff turnover rate in several client house across Canadian region through employee engagement program

Entrepreneurial Experience

Highlights:

• Re-engineered HR strategies, operations & processes for major clients such as: o Abdullah Abunayyan Group Holding Company (Service, Retail, Manufacturing & Trading), Riyadh, Saudi Arabia from Dec’08-Apr’09; Areas of Intervention: Organizational Restructuring and Implementation of L&D Suit

o Temasek Holding (Financial Service), Singapore from Jun’09-Nov’09; Areas of Intervention: Balanced Scorecard Implementation

o HLL (FMCG, Retail), Pan India from Jan’10-Aug’10; Areas of Intervention: Organizational Development Strategy

o Reliance Petrochem (Oil Erection & Refineries), Mumbai, India & Abu Dhabi, UAE from Aug’10- Jan’11; Areas of Intervention: Competency Mapping and Up-skilling o C. K. Birla Group Hospitals (Healthcare), Kolkata, Delhi, Jaipur (India) from Jan’11-Oct’11; Areas of Intervention: Manpower Planning Model Implementation, OD, L&D, Hi-Pot Employee Identification and Management

o Elnefeidi Group Holding Company (3PL, Retail, Consumer Product), North Sudan, Kenya, Tanzania from Dec’11-Jul’12; Areas of Intervention: Compensation & Benefit Model, Organizational Re- structuring, OD & L&D Model

o Qatar National Bank, Doha, Qatar from Dec’11-Jul’12; Areas of Intervention: Employee Engagement Survey, HR Policy improvement

o Hindustan Construction Company (Real Estate & Construction), India, UAE, Oman from Aug’12- Feb’13; Areas of Intervention: Employee Retention Model deployment, Talent Acquisition Strategy o Jaypee Group (Construction Sector), India, UAE, Oman from Feb’13-Aug’013; Areas of Intervention: Talent Acquisition Strategy Development, T&D Plan, Employee Retention strategy o Qatar Gas (Liquified Natural Gas), Pan Middle East from Sep’13-Apr’14; Areas of Intervention: Talent Acquisition Strategy Development

o Vodafone India (Telecom), Pan India from May’13-Feb’15; Areas of Intervention: Talent Acquisition Strategy Development

• Conceived sustainable competitive advantage by facilitating the integration and alignment of the business strategy with a workable talent management strategy in client house

• Performed measurement & benchmarking of human capital to use in external reporting, to understand competitiveness or to support development of future strategies; identified human capital priorities, supported by application of methodologies, to assist development of organizational objectives

• Designed & rolled out talent management programs including succession planning, career development, individual development plans, and HIPO development programs

• Assisted client in increasing the effectiveness of its human resource function such as recruitment & selection, policy & procedure administration, performance management, career development, counselling

& discipline, termination, C&B scheme development, process & cultural change redressal, leadership development need, competency profiling, employer-employee relations, total learning methodology development and creation of skill inventory

• Transformed a passive workforce into a performance based to increase revenue for the organizations and income for themselves

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