Ashish Gupta Email and Phone Number

Recruitment Search Firm with a focus on Media Industry with clients in the Digital (Mobile & Internet), Broadcast (Radio & Television) and Print verticals. Team Size: Team Span of 15KEY RESPONSIBILITIES:Responsible for Business Profitability, focusing on building Strategic Client Partnerships and leading business operations through robust delivery & process adherence as per client requirementsProvide Strategic Leadership to the team for Account Management, Delivery & business growth Stakeholder Management & Interacting with the Talent Acquisition Heads and CXO Levels on the Client-side for understanding and delivery on business requirements Manage P&L, Operations and Relationship & Account Management responsibility for clientsOversee daily operations for Recruitment, MIS Reporting, generating new client leads, invoicing and payment cyclesTalent Mapping / Market Intelligence - Provide regular and proactive visibility to the Client and HR Function on external business market trends and drive teams to perform proactive sourcing and help business ensure reduced time to fill vacancies People & Team Management - Responsible for the team member productivity and performance appraisals discussions & ratings. Develop talent through trainings and build succession bench

Heading the HR Team in a Generalist ProfileTeam Size: 8 (HR and Training) Reporting to: COO Responsibilities:Budget Management: Prepare and monitor HR budgets, with detailed analysis of human resource requirements based on business needsFormalize the Employee Policies and Employee Manual in conjunction with Deloitte ConsultingAutomation of HR Processes: Develop the Intranet and HRIMS Modules in-houseAchievements:Awarded for being ‘Departmental Representative’ on receiving ISO 2007:2005 CertificationContributed on behalf of the Department and CEOs office for the PR for the Organization along with Hanmer Partners; Quoted in Times Ascent for an HR storyClear Statutory Quarterly and Annual Audits with Deloitte Consulting

Team Size: 1 Reporting to: Head HR/ CEOPeople Interactive (I) Pvt. Ltd. Nov ’09- Sept ‘10People Infocom Pvt. Ltd (Mauj Mobile) Sept ’07 to Oct ‘09Responsibilities:Set up HR Processes in the Organisation – Payroll/ Appraisal/ RecruitmentDesigning an extensive 4 day Orientation Prog for the GroupFormulating a Reward and Recognition Plan for the Group spanning Sales and Support Functions, Quarterly and Annual Reward PlansFacilitate smooth roll out of Performance appraisal across the organizationAchievements: Doubled the Organization in size within 1 year and during the downturn, executed 3 rounds of separations in a period of 5 monthsDraw up a calendar for Employee Engagement Initiatives to boost employee moraleIntroduced Compensation Benchmarking for Increment Cycles

Team Size: 2 Reporting to: Head HRResponsibilities:Work along with the Hewitt Associates in the Compensation Benchmarking Survey for 2 consecutive years while ensuring market competence and maintaining internal paritySet up the process of having salary bands for levels and departments and comparison with industry compensation benchmarksParticipate in the Hewitt Employee Engagement Survey for ’05-’06 and for ’06-’07 and ensure drill down of scores and drawing up of action plans by all department heads and follow-up of the same through the yearAchievements:Set up manpower for 11 stations during the tenure, 3 of which were within the first quarter of coming onboard in the Radio businessConducted a Competitor Analysis to compare Station Manpower, Team Structure and Compensation

Team Size: 1 Reporting to: Manager ODResponsibilities: Launched the on-site In-House Business Management Programme run jointly with NMIMSCapture appraisal data on a regular basis and ensure that the ratings adhere to the ‘bell curve’ principle; Conduct regular appraisal audits to ensure conformance to guidelinesConduct exit interviews and ensure exit findings are ploughed back into the systemAchievements:Successfully created over 160 JDs single handedly covering Operations and Support Departments; thereby gathering insight into the functioning of each process Restructure exit interview form to ensure numerical representation of data and feedback from the same is routed to the process and facilitate development of action plans

Managing the Pharmaceutical Vertical

Reporting to Head HR for OD Initiatives