He spearheads the development, communication and implementation of effective growth strategies. He has collaborated with the management team to develop and implement plans for the operational infrastructure of systems, processes, and personnel designed to accommodate the rapid growth objectives of organization. He has attracted, recruited and retained required members of the executive team currently in place.In a short span of time, under his leadership, Sterling Accuris has started… Show more He spearheads the development, communication and implementation of effective growth strategies. He has collaborated with the management team to develop and implement plans for the operational infrastructure of systems, processes, and personnel designed to accommodate the rapid growth objectives of organization. He has attracted, recruited and retained required members of the executive team currently in place.In a short span of time, under his leadership, Sterling Accuris has started operations in multiple states through Greenfield and M&A resulting in multi fold growth in revenue and EBIDTA improvement. He has been instrumental in bringing innovation to sample collection process and positioning it as brand differentiator to build consumer preference. Show less

Sterling group, being one of the largest healthcare group in western India, has diverse interest in healthcare ranging from super speciality hospitals to stand alone cancer hospitals. Group has also diversified into diagnostic chain and home healthcare. As CHRO, he was responsible for providing strategic leadership in developing and executing human resource strategy to support the overall business plan and strategic direction of the organization, specifically in the areas of succession… Show more Sterling group, being one of the largest healthcare group in western India, has diverse interest in healthcare ranging from super speciality hospitals to stand alone cancer hospitals. Group has also diversified into diagnostic chain and home healthcare. As CHRO, he was responsible for providing strategic leadership in developing and executing human resource strategy to support the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development and compensation. He has successfully handled recruitment of super specialty doctors and played an instrumental role in commissioning of departments like cardiac sciences, neurosciences, oncology, urology and nephrology in tier-II and tier-III cities. He has also played a vital role in clinician practice buyouts and successfully handled mergers -integration in Healthcare delivery segment. (Hospitals and Diagnostic Business.) Show less

As DD-HR, he was leading multiple teams and directing strategies for sourcing of medical, nursing personnel and non-medical staff along with handling industrial relations. He was leading learning & development and employee engagement operations for over 2500 employees across all functions.

As AD-HR, he was leading sourcing-recruiting initiatives and processes to leverage networking and employee referrals. He was responsible for annual reviews of the organization's policies, procedures and practices on personnel matters and recommend improvements to executive team. He developed specific programs for developing leadership pipelines to address issue of talent crunch in middle management and nursing personnel. He designed career progression plans, promotion policy and performance… Show more As AD-HR, he was leading sourcing-recruiting initiatives and processes to leverage networking and employee referrals. He was responsible for annual reviews of the organization's policies, procedures and practices on personnel matters and recommend improvements to executive team. He developed specific programs for developing leadership pipelines to address issue of talent crunch in middle management and nursing personnel. He designed career progression plans, promotion policy and performance management systems, which helped to reduce attrition among medical and non-medical staff from 15% to 10%. Show less

He assisted executive management in the annual review, preparation and administration of the organization's wage and salary program. He was responsible for administration of various labor agreements, administers grievance procedures, and provided labor relations support during contract negotiations. He improved retention of key talent by re-engineering performance review process and persuading senior management to align R&R factors to market benchmark. He reduced overtime and increased… Show more He assisted executive management in the annual review, preparation and administration of the organization's wage and salary program. He was responsible for administration of various labor agreements, administers grievance procedures, and provided labor relations support during contract negotiations. He improved retention of key talent by re-engineering performance review process and persuading senior management to align R&R factors to market benchmark. He reduced overtime and increased productivity through effective negotiations with the local labor union and the Nurse’s Association. He was responsible and accountable for hiring of medical and nursing staff. Show less

He was responsible for conducting annual training and development needs assessment. He also spearheaded development and monitoring of spend against departmental budgets. He was coach and trainer for managers, supervisors involved in employee development efforts. He spearheaded development and implementation of HRMS. He was leading a team to deliver recruitment of non-medical staff.

As Head-HR, he developed HR function for 120-bed multi-specialty start-up hospital. He developed HR plans and built organizational architect to support launch of a green field hospital including designing and implementing complete gamut of HR processes. He recruited over 300 personnel across functions including medical consultants. He was instrumental in creating an organizational culture which supports and nurtures performance.

He contributed significantly to the process of implementing IT enabled HR process and drafting amendments to the Personnel and HR policy manual. He also spearheaded a Compensation Survey and designed compensation structures. He devised an annual employee health check-up plan and program for managing employee engagement activities