Responsible for full spectrum of HR initiatives and interventions for pan India Smaaash Centres, including international projects of USA and UAE.- Determining and directing company’s staffing goals and strategies to support productive and profitable business operations. Yielding improved revenue per location/employee. - Strategically plan human resources recruitments and promotions in support of organizational goals. - Per Person Productivity, Labor cost v/s Revenue, Market cost impact, incentives and referral bonus.- Fast Track Management for talent pool and bench planning - Demonstrated ability to use HR data and analyze to bring insights into decision making, business/market-wise intelligence,people management and obtain right resource. - Project on alternate manpower hirings resulted in reduced wage bills.- Initiated/Launched Framework for Employee Engagement calendar, Employee Communication and R & R. Organizational Design and Manpower planning for all new centers - Delivery of HR Strategy and Annual Agenda (AOP HR) for HR strategy, staff costs, facilities related contracts, vendor relationships and Corp office HR.

KEY PERFORMANCE AREAS:Competency Management Workforce Planning Talent Acquisition Succession Management Learning & Development Employee Engagement Leadership Management Organization Development Strategic Alignment 1. Facilitate in designing the ideal culture of the organization.2. Create a staffing strategy.3. Create a learning organization.4. Create a rewards and incentives program.5. Create a performance management system that measures what matters.6. Create an aligned promotion processEarlier Regional Head - HR Operations (South Region) and responsible to lead the HR function of PVR cinemas for South and Central India and varied role associated with human resources and personnel Mgmt. Regional and Corporate coordination with the human resources specialist team members.Overall handling a multitude of projects and duties within human resources and is responsible for managing talent acquisition, management, development and retention for company, making recommendations to management and implementing company policy procedures.

Served as key member of Corporate HR Strategy and Talent Management initiatives along with handling Regional HR Operations.Designed high performance strategies and executable solutions to support organizational design, performance management, recruitment, compensation and benefits, leadership development and employee engagement.Drove from growth of 5 cinema units to 17 cinema units and employee strength increased from 550 to 2500 under my HR leadership- Mapping of Leadership Talent and Salary survey of competitors helping to reduce voluntarily attrition by 22% annually..- Instrumental in sourcing, assessing and hiring of alternate manpower for Engineering and technical staff to decrease the wage bill and saved 23 - 25 lacs per year.- Track record of successful direct sourcing of candidates for complex positions.- SPOC for all compensation and benefits related queries/ Redressal between stores andcorporate C&B team.- Prepared dashboards for weekly measuring of wage bills, monitoring helped to maintain 8 -9% of entire cost v/s revenues proposition, helping business to generate positive EBITDA.- Budgeting and monitoring the EEA effectiveness throughout the regions, enhancedemployee morale and productivity on floor.- Delivery of business enable HR Strategy, HR policies and OD initiatives.- Monitor staff costs, training budgets and control administrative and logistics cost.

Responsibility to lead the HR function of Landmark - Max Retail for West and different duties associated with human resources and personnel Mgmt. Regional and Corporate coordination with the human resources specialist team members.Overall handling a multitude of projects and duties within human resources and is responsible for managing talent acquisition, management, development and retention for company, making recommendations to management and implementing company policy procedures.Actively drove Pitstop appraisal to establish departmental measurements that support the accomplishment of the company's strategic goals.- Monitoring of an annual budget related to entire HR Costs.- In partnered with Thomas Inc, have assisted with the implementation of Assessment centersthat includes performance development plans (PDPs) and employee development programs.- HR SPOC for in-house employee training including orientation or on-boarding, managementdevelopment, cross-training, measurement of training impact, and knowledge transfers.- Advised managers and supervisors about the steps in the progressive discipline system ofthe company. Support to counsels managers on employment issues.- Assisted management for carrying out of a company-wide process of organizationdevelopment that addresses issues such as succession planning, superior workforcedevelopment, key employee retention and organization design- Conducted CSR and Employee Engagement including the wellness training, environmentalhealth and safety and social group activities.

Area Manager – Human Resource Operations (BIG BAZAAR, MUMBAI- VALUE FORMAT)Reporting to – Chief People Officer (west zone)Responsible to head HR functions for Large format Value Stores like Big Bazaar and Food Right and fashion store like Fashion@Big Bazaar.Area Manager - Human Resource Operations (PANTALOONS, WEST ZONE)Functional head for the team of 13 pantaloons store HR Executives along with 800+ employees.Reporting to – Head HR Pantaloons, Zonal Head HR (all formats)Responsible to head HR functions for Departmental Stores like Pantaloons, Discount formats like Pantaloon Factory Outlets, Specialty format like aLL, Top Ten and Blue Sky.Functional head for the team of 13 pantaloons store HR Executives along with 1200+ employees. Reporting to – Head HR Pantaloons, Zonal Head HR (all FG formats)Responsible to head HR functions for Departmental Stores like Pantaloons, Discount formats like Pantaloon Factory Outlets, Specialty format like aLL, Top Ten and Blue Sky.- Introduced the Concept of Fashion Assistant (FA) and successfully launched in stores of Pantaloons. Tied up with SASMIRA (Institute for Fashion Technology) to hire these FAs, a first of the initiative in Pantaloons.- TAT for all documentation related to employee life cycle considerably reduced, affectingpositively the employee morale and satisfaction.- Manpower rationalization accomplished in 3 months, manpower budget v/s actual – 98%target achievement on this KPI.- Staff cost rationalized and Per person productivity (PPP) increased by raising the PP sq ftand lowering the manpower budget.- From handling 10 stores (of Pantaloons) the responsibility increased for all HR initiatives in a total of 24 stores (across formats, like All, Pantaloons factory outlets, Top Ten and Blue Sky.)- Incentive programs like Power Perk, Big Days, and Festive perk have been successfully &effectively executed.- Motivated to redesign Reward & Recognition program to maximize performance of StoreStaff.

My relevant experience in retail begins with this Indian lifestyle retail company, where in I was instrumental in creating an HR orientation within the company and giving it a structure, through policy formulations, documentation, and implementation in areas of attracting, developing and retaining talent. I supported 300 sales people, 12 Management staff and reported to VP Ops (who then reported into CEO). I handled a team of 4 in HR.My Job description -• Compensation & benefits structure, Statutory compliances of the company for employment • Preparing Job description • Recruitment of staff • Performance Appraisal and annual increments • HR policies and procedures • Conflicts Management procedures • Operationalizing Grievance Redress Mechanism • Internal and external communications • Liasioning with external agencies, government departments • Creating linkages between sales operation and other allied departments

As an administrative & Operations manager I had developed administrative systems and procedures in this infant organization (July 2002 - centre started). I managed five departments namely Administration, Accounts, Housekeeping, Maintenance, Operations and employee welfare centers. Responsibilities - • Wages and Salary administration • Preparing Job description of every employee • Customer service levels policy • Performance Appraisal • Recruitment of staff • Updating Navjivan Nature Cure Centre's Website • Maintaining online booking status • Managing the influx of placement students from naturopathic institutes • Event Organizing • Representing NNCC in exhibitions, handling public relations Achievements - Having just passed out from P.G & handled independently in building an infant organization to success today.