Currently working as a CHRO along with Directors and CXO's of the client to strategize and deliver core HR processes for Operational Excellence, Sustainable Performance Enhancement with strong Employee Engagement.Member of the HR Anexi Leadership Team, responsible for providing consulting services to enhance client’s performance by facilitating co-creation of client’s People Strategy integrated to its Business Strategy. Our range of services include HR Outsourcing & Advisory, Talent Assessment, Learning & Development and Executive Coaching. We leverage our deep experience of Business and HR Transformation engagements across diverse industries to deliver leading HR practices and processes for sustainable improvement in business and people performance.

1. Setting up HR Operations: Have successfully delivered the HR operations setup along with multiple value-added strategic initiatives along with fulfilling the expectations of internal and external stakeholders2. Strategic HR Initiatives:a. “MILAAP”: Pan India Managerial (160 Managers) offsite meet for cross-functional and cross-locational synergy creation. 1st offsite in 7 years of Organization journeyb. “GURUCOOL”: In-house “talent development” program for identification and grooming of high potential managers across functions, in order to develop them into next set of leadersc. HRMS: Implementation of HRMSd. “SANKALP”: A week-long annual initiative for propagation & awareness of important policies like POSH, Anti-Corruption & Anti-Bribery, Codes of Conduct etc.e. “PAATHSHALA”: Monthly informal sessions on non-professional learnings such as self- defense workshop for women, Zumba workshop, Yoga workshop, Bollywood dancing workshop etc.f. “CHAI PE CHARCHA”: Monthly, Pan India Managerial connect with the Founders, for Business updates and providing two-way communication platformg. Performance Management System (PMS) design and Implementationh. Covid-19 Business Continuity Planning (BCP) supporti. Initiated, compliance filing under POSH act, Employment Exchange act3. Investor Due Diligence & other Audits:a. Have been able to considerably reduce the HR related submissions turn-around timeb. Have been able to maintain the consistency and accuracy of submissions across multiple due diligence’s / audit’sc. Able to achieve zero escalations / remarks on HR piece of the due diligence / audits.

1. Merger & Acquisition:Have been part of the HR Integration Team (Sell Side) to facilitate the below activities:a. Part of core HR Team to present Compensation Policies and Pay Structures, Employee Compositions, Critical HR policies and Practices, Performance Management System and processes to the Mylan due diligence team.b. Employees role mapping vis-à-vis Mylan Grading structure.c. Harmonization of HR policies vis-à-vis the Mylan HR policiesd. Championing the new policies of Mylan and facilitating the implementatione. Point of contact for implementation and training of employees on the New online tools related to “Performance Management System” and “Learning Portal”.f. Responsible for collation and submission of Monthly HR Scorecards to Mylan Management for all locations of Famy Care Ltd. g Part of the Communications team to roll out Merger related communications to employees.h. Facilitated Town - Halls 2. Business Partner – Human Resources (2 Units): a. Talent Retention: Focus on Employee retention strategies by ways of various interventions and work towards stabilization or reduction of annualized attrition. b. Implementation of Performance Management Process encompassing Objective Settings, Mid-Year Reviews, Annual Reviews and Individual Development plans.c. Responsible for upskilling and handholding the business stakeholders to understand the change in Performance Management Process and support them in completing the cycle as per the Corporate Guidelines.d. Facilitating between the Corporate Learning team and employees to implement training calendar vis-à-vis the learning needs identified in “Individual Development Plans” e. Employee Life Cycle Management Processes: Responsible for management and improvisation of employee life cycle management processes in order to achieve Operational efficiencies.f. HR Analytics: Responsible for collation, validation and submission of consolidated Famy Care Ltd. Monthly HR Dashboards for Senior Leadership.

Generalist HR

1. Institutionalizing KRA and PMS process:a. Restructuring the KRA philosophy and templates to include quantitative as well as qualitative evaluation.b. Ensuring alignment of Manager & above KRA’s with the Organization goals.c. Established half yearly KRA review mechanism.d. Driving the end-to-end Performance Management process.2. Talent Management:a. Designed a system to identify HiPO and critical employees.b. Identification of Critical resources and their subsequent management.c. Implemented Thomas Profiling (PPA, GIA, and MIRD) for assessment of behavioral competencies and subsequent Talent Development planning. d. Implementation of Employee Retention Strategy 3. HR Analytics:a. Designed & institutionalized a consolidated monthly HR MIS report, to be submitted to Managing Director’s.b. Fortnightly team review and evaluation of the Monthly MIS and drawing up an action plan.4. Policies and Processes:a. Responsible for review of the current processes and suggesting improvisation along with implementation and institutionalization of the same.b. Responsible for formulating new policies and processes as per the need of business from time to time and institutionalizing the same. 5. Employee Welfare:a. Evaluation, implementation, and monitoring of Group Mediclaim Policy.

1. Special Projects:a. HR Transformation Project: Part of the 6 member HR Transformation core team to partner with one of the top four business consultants in India and create the best-in-class process module vis-à-vis the industry benchmark.  PMS KRA Integration process Promotion Process Exhaustive Policy Manual Competency based recruitment Leadership Development Compensation and BenefitsI was responsible for “PMS KRA integration Process” and “Promotion process”. Achievements:Level 1 approval: Both the modules have been approved by the Human Resource Council. b. Pan Raymond Policy Harmonization Project: Submitted proposal of revised policies (viz: Leave Policy, Mobile Policy and Laptop Policy) that would be standard for all businesses Pan Raymond.The Leave policy has been approved by the COO and has been implemented.Achievement: Revised Policy resulted in a saving of approximately Rs. 60 to 70 lakhs per annum. 2. HR Analytics: 3. Systems & Processes: a. HR Champion for facilitating the implementation of HRMS (Formula HR) in Raymond Ltd.4. New Initiatives: a. Developed and institutionalized the process of Exit and Stay interviews.b. Developed guidelines and formats for identification and tracking of critical roles and their subsequent management.5. Analysis of PMS compliancea. Have handled the moderation of normal distribution curve & increment implementation process (2007 – 08) of 6 units of Raymond Ltd (Textile business), Raymond UCO Denim Ltd., Silver Spark Apparel Ltd and Celebrations Ltd., Raymond Zambaiti .6. Employee Engagement at Raymond Zambaiti Pvt. Ltd. a. Have developed an employee engagement plan encompassing initiative such as job rotation, job enrichment, cross functional teams, customer visit, employee visits to the technical trade fairs etc.b. Outbound training program to create high energy at workplace and better inter functional bonding between the employees.

1. Responsible for Attrition management.2. Responsible for improvement in Employee Engagement index.3. Responsible for efficient and effective Operational Excellence4. Responsible for roll out & execution of Corporate initiatives like Induction, Goal setting, Performance Management, Career Development Plans, Performance Improvement Plans, Training, Transfers.5. Connecting with the employees and the Project manager on periodic basis and understanding the concerns of employees and taking them to resolution.6. Responsible for communication of new process to the employee through presentation.Achievements: Received an “Extra Mile Award” for best performance in Driving the Goal setting initiative within my delivery units.

1. Handling All India Sales Recruitment (End to End)2. Responsible for driving the Rewards & Recognition Scheme in the organization.3. Responsible for carrying out the Job Description for all the positions in the organization.4. Performance Appraisals5. Making Sales Team Structure6. Handling all the employee queries related to HR policies.7. Managing the Employee Induction Programs and Feedback.