• Part of the Top Management team (3500 People). My role include but not limited to• Developed and executed human resources strategic initiatives.• Lead programs and initiatives to promote the company culture throughout the organization.• Promoted strong employee relations across the company and worked closely with all functional management to maintain a union-free environment.• Created and driven talent management program focused on recruiting, developed and retained a high performance team across the company.• Established strong processes within the HR group to ensure both proactivity and responsiveness to the needs of the business.• Identified and incorporated HR best practices into program plans.• Provided coaching to the leadership team.• Helped to define and drive a results-oriented and highly adaptive business culture.• Focused on the strategy, implementation and communication of customized business solutions that enhance organizational effectiveness and develop strong partnerships with business leaders and executives.• Partnered with senior executives and mid-level managers to manage, install and customize HR products and services to build out HR capabilities in line with organizational goals.• Provided consulting and interventions, as appropriate, to maximize business and team effectiveness.• Developed, managed and supported processes to drive company-wide business improvements and solutions via Organizational development and change-management tools, techniques, and methodologies. • Analyzed business and metric trends, making recommendations to drive improvements. • Maintained knowledge of industry trends, and monitored employment legislation to ensure compliance. • Proactively identified and responded effectively to employment trends. • Driven HR quality initiatives through HR system effectiveness. • Developed, trained and provided leadership for a highly professional and business focused HR staff.

• Part of the Senior Management team (8000 People). My roles include but not limited to • Driven Talent Management strategies throughout the organization• Facilitated performance management and talent review processes• Coached Leadership and Developed Successive Managerial talent to enable the results through respective teams• Facilitated training, to include on-boarding, orientation and the delivery of corporate training initiatives• Facilitated employee engagement programs and Mentored development programs• Partnered with the recruiting team to provide requests, assessed talent and facilitated the selection process collaborated with the talent development team on the co-creation and execution of the strategy to include, organizational design, workforce planning, developmental areas, internal movement opportunities, career pathing, succession planning as well as talent acquisition and retention strategies. This strategy must align to the overall organizational strategy include, organizational design, workforce planning, developmental areas, internal movement opportunities, career pathing, succession planning as well as talent acquisition and retention strategies. This strategy must align to the overall organizational strategy, goal and development plan. • Coached and developed Leadership Team and the Management population, with a focus on development opportunities, leading an effective sales force, driving high Selling and Service standards and personal development plans.• Provided change management expertise and coaching to leaders to enable successful deployment of initiatives.• In partnership with L&D, deployed processes to assess training and stored wide development needs and ensured implementation of initiatives to close identified gaps• In collaboration with SBUs, created a workforce plan that supported the Talent Management strategy by anticipating future talent needs.

At 3G Labs my responsibilities included•• Implemented organizational human resources programs and initiatives, taking into account business needs.• Provided advice and support to managers in implementing policies, programs and practices in human resources management. Make recommendations for updating policies and procedures; • Ensured the strategic alignment of human resources management with divisional strategic plans, develop a human resource plan, and ensure the implementation of action plans; • Provided advice and support to managers in order to develop working relationships and communications that support a work environment promoting organizational effectiveness and employee engagement; • Ensured cost effectiveness / process improvement by, among other things, developing supplier partnerships that provided effective services while reducing costs. In collaboration with the Senior Director, Global Compensation, identify and implement strategies in relation to global compensation, including pension plans, at the best possible cost, and lead the activities related to the administration of these plans; • Lead the manpower planning process, as well as employee development; • Provided leadership to the Human Resources team and Health and Safety; • Lead the human resources element of acquisitions concerning due diligence and integration; • Ensured overall coordination of HR activities

As a Director and HR Leader I have contributed to•Partnered with business leaders globally to drive People Strategy and organization agenda•Understood business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR•Aligned work, initiatives, programs, and projects to business drivers and strategy influencing cultural evolution through talent acquisition, rewards systems, employee engagement, leadership development, talent diversity, and creating an inclusive environment•Served as a key member of the leadership team to assist in driving business results•Ensured strategic clarity for managers and employees; work closely with domestic and international HR team •Provided coaching to business leaders and work to improve effectiveness of leadership teams•Lead end-to-end implementation and execution of core HR programs and initiatives; provide business-specific feedback for design and delivery improvement of programs•Partnered with and coach business leadership teams to facilitate organization and culture change; act as a catalyst for building organizational effectiveness within the business•Educated business on HR trends that affect the business; ensure business sponsorship for HR initiatives•Created a vision and goals for a HR team and inspire and motivate the team to achieve excellence in terms of customer support and core HR processes•Successfully monitored the pulse of the employees to ensure a high level of employee engagement•Responsible for organizational planning, performance management and identifying training development work to ensure that HR strategies are successfully implemented•Contributed to the development of Global Human Resource strategies•Established and maintained HR policies and procedures and add both operational and strategic value•Enabled the business to attract, retain and develop top talent to achieve results and scale the company

I was heading the HR functions for the entire Communication Division and was part of the Senior Management Team that was identified to carry out the Merger / Integration Process. My role was Strategic and Operational in nature. Apart from managing HR for Communication Division, the following focused contributions were also made:•Handled Pre-Merger Initiatives (due diligence, cost savings, market synergies, matrix on skill, technologies, salaries, levels, leaves, bonus, gratuity, and core teams etc.,) SWOT analysis. •Handled Post- merger initiatives (integrating culture, HR policies and processes, compensation structure, organization structure, personality differences, power issues, and creating an RMG team)•Conducted Unit-wise general body meetings•Merged processes clarification sessions (Workshop, consulting and communication)•Created and managed integration committees, structures (organization, compensation and grievance re-dressal)•Planned and executed post- merger ESOP•Planned and executed employee retention bonus•Ensured parent company’s culture do not derail the spirit of merger•Created a Flex-Club•Conducted Programs on motivation and team development

AmSoft is joint venture between (I) Structure Inc. Headquartered at Omaha in Nebraska and MSR group of Bangalore. I had managed the MSR group (Software, Education and Retail -2000 employees) as a head of HR.• Driven recognition on what HR does and how it adds value at the functional, team and individual level • Developed relationships with functional leads and team members to provide another channel for ground level feedback • Developed HR as a resourceful function and coordinated with all function to develop and implement various HR policies & Procedure • Coordinated with all functions to enhance and implement an annual Appraisal system for all employees Ensured effective utilization of manpower by working with functional heads on a cross functional staffing system • Ensured retention of best talent, performance management of overall talent and enhancing the performance driven culture • Benchmarked our benefits and made sure we are aligned with the market • Coordinated with HR and functional Heads to identify the various training and development needs. Introduced an onboarding program for new employees to ensure that they are effectively integrated into the platform • Established and implemented efficient systems and procedure to ensure prompt services and effective controls, including data/information and records etc. • Trained & developed functional staff to improve efficiency, effectiveness to improve service, human relations, skills and knowledge. • Benchmarked for best practices and trends related to HR in market • Ensured effective handling of Grievances

Handled talent acquisition, redeployment and recrafting across all geographies. As Head of RMG division created and managed an outsourced profit center for HCL group, incubated two software centers (Rightworks and NEC).• Recruited and staffed programs and activities related to the attraction, selection, hiring and on-boarding of talent• Ensured talent processes comply with appropriate business controls or initiating/ maintaining immigration statuses• Provided work direction, guided employees on various processes and acting as a point of escalation for team members. • Driven and managed recruitment Team • Handled end to end recruitment process. • Built, managed, mentored and developed the recruitment Team • Reviewed and improved teams performance through one-on-ones • Provided regular reports to management daily recruitment updates, competitor analysis, etc. Coordinate with the business development team for resource delivery and meeting customer requirements • Maintained health, accuracy and freshness of the candidate database • Delivered stats per month as per targets specified • Reviewed and integrated recruitment techniques for effective sourcing especially through non-conventional means • Interacted with the clients and maintain excellent relationship.

As a HR team member I was responsible for the following rolesPlant HR Roles: I was the business HR of IFB’s seating systems unit –RHW India Limited• Designed and implemented various HR Systems, Policies and procedures related to various facets of Human Resource Management. • Streamlined HR Policies all across the organizational level for proper implementation.• Formulated salary structure for employees functions specific.• Participated in various Compensation surveys to learn market trends and act accordingly.• Handled employee salary revisions and performance linked variable pay.• Supervised Salary administration.• Designed Appraisal System and implemented goal setting process and facilitate objective goal setting.• Monitored appraisal exercise.• Ascertained long-term and short-term requirements of manpower keeping in view the rate of attrition and source of availability.• Resourcing personnel for senior, middle and lower levels of management and campus level recruitment for freshers /entry levels. • Function as the internal resource person for organizing and conducting the regular induction/orientation programs of the organization and making the new recruit feel comfortable in the organization. • Analyzed & Identified Training Requirements of various categories of employees. • Organized & Coordinated Training Programmes involving internal as well as external facilities. • Handled evaluation of Training Programmes.• Handled formulation of Training Calendar & Training Budget.

Recruited from the Campus and joined as a Management Trainee and grew with them as a Executive-PersonnelPlant HR Roles: Responsible for end to end HR function. Talent acquisition, statutory compliances, employee welfare, executive education, payroll processing, trade union negotiations and labour department representations.Established a marketing team for Pepsi Range of products marketing based at ChennaiResponsible for merger integration of 4 bottling plants merged with Pepsi parent company HR Auditing Post-merger negotiations Labour department representations and Statutory fulfillment of merged entities