o Strategic Role: Preparing the organization for 2020 in terms of Talent Pool, Culture, internal skillsets and processes. Talent development, Culture development, Talent Engagement and Retention, Strategies for employer branding with marketing department, Planning OD interventions, Project Evaluation and Execution Strategies, Branding Initiatives, Social Media Marketing, Sales Targets & Reviewo HR Operations: Driving end-to-end Talent-acquisition initiatives, Mass Hiring (Walk-in Drives, Campus Hiring), On-boarding activities, Handling Performance Management, Creating employee development plans and schedules (L&D), Designing and facilitating Training sessions and collection and measuring feedback, KRA & KPI planning & roll-out, Employee Incentive calculations and disbursements (Variable pay), Handling Audits (Labour officer audit/ CMMI audits/ Group audits), Grievance Management Supervise monthly Payroll &, F&F processingAccomplishments: o Voluntary attrition reduced to 20% (from earlier 43%) within a year of joiningo Manpower growth of nearly 50% in last 1.25 yearso Developed multi-level strategies for faster talent acquisition – TAT reduced from 90 days to 45 dayso 2 OD interventions – leading to partial restricting of the organization and towards building better cultureo Introduction of “Fast-track” programo Introduction of Reward and Recognition Policyo Successfully completed the CMMI Level-III appraisalo Certified Internal Appraiser for Training & Development Process (for CMMI)o Recognized as “Top 101 HR Tech Minds in India” by World HRD Congress & ET Now

o Strategic Role: Part of the core Strategy Group. Instrumental in initiating the Vision 2014-15 Corporate HR Strategy. Restructured HR as a Proactive Strategy rather than Reactive support function. Streamlined the global HR strategies. Designed OD interventions and structured the Employee Engagement initiatives. Created a model for business growth based on HR competencies. Use of social media for creating resource pool for future, Budget planning.o Employee Relations: Introduced an Employee Engagement plan that was accepted globally across the group offices. Introduced – Rewards & Recognition Policy, Cultural Club, Town-Hall with CEO, Monthly Employee Newsletter (EloSPARSH), Grievance Management Cell and Sexual Harassment Protection Cell. Started quarterly surveys for collecting employee feedback on any concern.o Change Agent & Management: Planned the implementation of Global ERP application “LEAN”, Induced employees on Policy Changes, new PMS structure, introduction of Variable pay component.o HR Operations & Administration: Handling – Performance Management, Talent Acquisition and Management (entire life-cycle), Creating employee development plans and schedules (L&D), Designing and facilitating Training sessions and collection and measuring feedback, Employee Incentive calculations and disbursements (Variable pay), Conducting monthly and quarterly performance reviews, Creating HR MIS, Vendor Relations and Management (HR-Admin related), Handling Audits (Labour officer audit/ ISO audits/ Group audits), Handling secondment process for employees travelling to project-sites outside India.

o Strategic Role: Developing HR Budgets, Engagement Strategies, HR Plans & Policieso HR Operations: End-to-end Performance Management, Incentive calculations, Leave approvals & records, Recruitment, On-boarding, L&D, Executing Engagement Plans, HR-MIS for Top Management and GMCo Compensation & Benefits: Based on PMS guidelines, executing the compensation revision exercise for all employees post performance appraisal cycle, Single point contact for all Comp & Ben related issues & advising Payroll on Comp & Ben matters.o Business Role: Sales and Marketing Performance Reviews, Business Development in Mumbai, Navi Mumbai, Thane & Pune territory, Supporting Marketing team in developing market specific campaigns – both On-line & Off-line, Execution of all trade-marketing activities across India, Budgetary activities – Forecasting, planning and achievement, Collection planning, Account Management, Customer relations management, Vendor Development & Management, Managing the Group level MIS

Reporting to and working directly with the MD (MTIN). Representing MD's office in all strategic discussions and responsible for carrying out all macro as well as micro level strategic HR initiatives with coordination of respective business heads. Preparing HR budget presentation for board meetings, structuring incentive schemes and roll-outs, Rewards & Recognitions etc.

o OD Interventions: Consult and suggest on implementation of HR initiatives as a Business & Productivity enhancer – Introduced Performance linked Rating Methodology and Reward system. L&D modules and Career Progression model, PMS Framework

o Project Management: End-to-end project management of ITeS projects. Lead 17 on-going projects, Conceptualization and budgeting of New Projects, Project forecasting, Defining and Handling Pilot phase and then managing the Transition and Ramp-up as full-time projects, Preparation of SLA,s and ensuring 100% compliance, Quality maintenance & improvement initiatives with Quality Management Team, Handling quality audits, Handling client communication and maintaining & nurturing client relationso HR Responsibilities: Actively involved in Recruitment Planning, preparation of JD’s, KRA and KPI’s, Selection and on-boarding of new members, Preparation of Training and Refresher Training calendars – ensuring compliance, Training need analysis of team and prepare Career Development path, Redefined Calibration Process – authority for final certification for putting on live projects Accomplishments: o Responsible for revenue maximization upto 4 times (aprox.) in 2 yearso Bringing HOVS on top of the client’s most favoured vendor listo Established the project as one of the most Profitable Project in the companyo Exceeded expectations on all SLA parameterso Hand-picked by the client (Thomson Reuters Corporation, USA) as the “On-site Coordinator” for one of the largest project

o Determination of the employee satisfaction level of 4 group companieso Study of the possibility, infrastructure requirement and implications of establishment of a Centralized Database System – Apeejay Tea Ltdo Verification of the employee personal files and preparation of check-lists for ISO Audits