Leading HR Service Center teams @ US , Europe , China , Japan & KoreaBringing Outside In perspective to define Global HR Services Delivery model & standards

As part of HR Transformation journey the role is focusing on Employee Services process design, alignment, standardization across PepsiCo in partnership with GHROPs SMEs in North America, APAC, AMESA, Europe & LATAM business.• Designed & launched self-service triggered globally standard Termination process in partnership with Digital Factory, Service Now & Global HR Ops SME’s. Working to improve the end to end process experience by linking termination with off boarding process. • Continuously engaging with HR Ops in Business to improve adoption of global processes through service now. Also partnering with TA Global Process Owners to support integration of standard WFA activities within their processes • Developed governance framework on WFA processes on all future enhancements • Continuously engaged with Global / Sector / Hub HR Ops SMEs to develop own “As Is” knowledge on WFA processes in different countries• Streamlining Global standards on Position Management to support hiring process

• A key member of HR Tower leadership team during setting up of HR Tower in 2019-2020 • Leading Employee Services vertical as one of the biggest HR vertical with 120 + team members • Migrated 8 key process (Position Mgmt , Hire , Job Updates , Promotion , Pay Change , LOA , Termination , SAP updates) from HR in US to ES team. HRA activities from India, Position Management & Mass Uploads for AMESA / APAC. Migration of 120 HC overall to ES by Q3 2021• Created ES team structure on a capability delivery model by hiring 6 leaders & 120 team members with HRSS experience between Q3 2019-Q3 2021. 97% were new hires• ES team delivered average 15k to 20k tickets/ month with 97% SLAs by Q3 2021• Worked with key stake holders to define new ways of working to support delivery (Shift/ Ticketing)• ES team Org Health 80% , engagement 84% & commitment 77% survey scores in Q4 2021• Developed a very robust induction model based on migration documents

• Partnered with Sector HR Ops Leader & HRBP’s to identify HR activities to centralized in India with standard delivery approach thereby releasing capacity for HRBP/ COEs teams in countries• Top activities centralized & supported for 9 Business Units across AMENA Sector included Position Management, EC data mass uploads , Data Audit & Reporting, HR Tool access, Year End Process support to TR & TM COE, Restructuring support, HR Survey (Org Health, Manager Quality ,360 survey) data , survey management & selected leadership program nominations, exit survey• Set up 10-member team with 3 members outside India to centralize , streamline & deliver • In partnership with TR COE deployed Beqom Performance & Rewards Tool for entire AMESA Sector.

• Launched SAP Success Factor Employee Central in India Business through structured change management & achieved employee & manager self-service culture in support from HRBPs• Continuous focus & drive with business / HRBPs ensured high employee data accuracy on transactions, HC reporting’s, timely promotions/termination / hiring on EC platform • HR Ops adviser to HRBP during structural changes & other HR Ops initiatives

• Leading HR function for Plant with 500 + Contractual & 400+ permanent staff catering for 30% of snacks volume. Zero production loss / IR free operations by implementing terms of LTS in a planned manner• Developed working relationship with Union leaders & workmen through shop floor connect• Drove strong labour compliance by contractual companies providing the manpower

Project Role assigned to be based at Foods Plant in Channo , Patiala. Role involved understanding of Long Term Union Settlement , Union IR dynamics , Plant Manufacturing Operations & Role of HR Manager.

• Developed a very strong understanding of Core HR Talent Management process delivered within PepsiCo - (YE Process, People Planning, Org Health , Manager Quality Surveys, 360 Degree Survey) • Partnered with HRBPs & OC teams to deliver high stand execution of all PMP, Surveys, Talent Planning • Anchored Year End Calibration & People Plan at India Region level for Sr Managers & above • Participated on Global & Sector TM COE driven knowledge sessions on Core HR process

• Pepsi Plant catering for North MU volume with 200+ contractual & 100+ permanent staff • Ensured IR free environment & continuous operation as Non-Union Plant through shop floor engagement, annual workmen increment & continuous skilling programs. Partnered with leadership, legal to ensure smooth operations despite of complex legacy legal issues associated with Plant • Worked relentlessly to ensure compliance to Statutory Acts & corrective measures• Partnered with HR leadership to manage local IR sensitivity during Plant transition to franchise business

• HR AM / Manager for 100+ sales frontline team members across North India• Strong engagement with frontline sales team through continuous market visit , ensuring gold standard execution of HR process for the North team in partnership with managers, completing 90% hiring role well within 30-60 days TAT with 15% referral hiring & bench planning CE backfill • Coached frontline managers to increase team camaraderie & solve many day-to-day frontline issues

Local HR for the Agro team within Frito-Lay's business. Knowing the Business & its deliverables

Manpower Planning & Operational Readiness • 3 years of rich experience as a Adjutant (Executive Officer) in Manpower planning for 500 personnel in Armoured Regiment. Includes ensuring availability of requisite manpower for daily functioning of the regiment.• Ensuring the optimum utilization of available manpower with right skills to accomplish desired tasks. Training & Development• Responsible for identifying the training needs & developing the training program keeping in mind the training requirement (incl feedback& review reports). • Experience in detail planning & preparing for Annual Trg Events of the Regiment. Welfare & Discipline• Implementing disciplinary norms & ethic codes at all levels for 500 personals within the regiment. Ensured high morale by effective handling of grievances. • Conducting Investigations/ Enquiries & collecting evidence for resolution of contentious issues.• Planning and driving family welfare agenda within the Regiment. It would involve organizing interactive session with families and their children and addressing their problems to ensure high morale of men and families