With a vision for sustainable products, value for cost and quality of products, Ideator is a one stop hospital product solutions, distributing hygiene chemicals, machines and materials for Hotels, Restaurants, Hospitals and other commercial establishments.

Giftify Private limited hosts for the B2C market -Swayy Gifts, India's smart marketplace for gifts. A NASSCOM 10000 startup incubated concept, which aims to build solutions in this niche market.

A strategist with ‘candor’ and ‘tact’. My major role is to create synergies which help in the execution of strategy in an effective manner.Besides the basics of entrepreneurial prerequisites centred around, proper team structure, strong vision and appetite for risk-taking, below are the activities that was handled and in combination achieved set goals :1. Strategy building and execution2. Business sustainability and Expansion3. Strategic Partnerships, JV, Collaboration and Customer Development4. Internal Operations5. BrandingSeasoned experience in leading the Dream X in conceptualising new suite of products using our core technology and made it commercially viable and sustainable business model locally and globally.

Long summary: A HRBP role for over 380+ employees, successfully set up various processes and ran projects for the organization PAN India• Approved process alignments on Induction, PIP, exit management, resulting in reduction of turnaround time by 88.88% on an average• Conceptualized and customized induction process for unit, location specific and target employees which reinforced infant attrition rates from 35% to 17%• Constructed and directed process and budget for Rewards, awards and recognitions in the organization pan India creating a sense of an internal brand and sowed a culture of competitiveness• Conceptualized and executed a feedback mechanism to strengthen internal communication, improving supervisor-employee relationship and reduced the escalation of grievances• Unit specific monthly RAG report to interpret attrition resulting in future manpower prediction and planning• Engaged employees with unique initiatives like ‘Pet’ at work, ‘Wheel of Fortune’, ‘Job Shadowing’, improved work life balance and promoted a citizenship behavior• Facilitated project planning and execution such as ‘Paper less’ campaign and CSR activities accomplishing organization’s missionProcess experience:1. Induction (Location specific)2. Engagement and celebration activities (Location specific)3. Communication and transparency - Connect sessions - Skip level, FGD, Town hall/All hands meet. (Unit specific and location specific)4. Reward and Recognition.(across company)5. RAG analysis (Unit specific)6. IJP process and internal movement (Unit specific)7. PIP process (Unit specific) 8. Exit management - Record, communication and analysis (Unit specific)9. Other - Warning process management (Unit specific), HR letter issuing(Unit specific), BGV(Unit specific), LMS (Unit specific), PMS(Unit specific)Training conducted:POSHWhistle blowerERP & BCP

Summary:• Co-ordinated and compiled for Reward and Recognition globally along with vendor management resulting in structured maintenance and engaged employees• Integral part of women safety at workplace: Gender Sensitization programs, ICC training sessions, working with eWIT fulfilling the CSR need• Presented on ideas on campus connect and gamificationProcess:• Rewards & Recognition. • Connect Activities • TRT- Talent Retention Techniques • Festive Activities• TGIF - Thank God It's Friday• Toastmaster Sessions• Campus Connect• Social Media activities• Other Events Internal trainings / Sessions Conducted (Apart from KRA):• Gender Sensitization • Sexual harassment at the workplace • Empowering women- eWIT NGO. External trainings / Sessions Attended:• ICC - Internal Complaints Committee • Tantra - HR Summit• ICTACT - The BridgeAchievements:• Hosted Global Polaris Day, 2014.• Streamlining R&R and handling change management.• Delivered presentations on Rewards & Recognition, Campus Connect, Gamification & Retention.

Summary:•Designed operational manual in line with Engagement, Leave, Recruitment, Allowances/Refund and Asset usage to draw baselines for Standard Operating Procedures•Built a skeleton organizational structure, impacting in division of work, communications and decentralization•Advised baseline plan for marketing for all divisions, thereby reaching out targeted customers with least cost •Start-up Marketing, promotions & branding for new division(s) approvedHuman Resource Responsibilities:a) A common human resource standard operating manual for all the business divisions and streamline the employee structure.b) Recruitment in accordance to the growth of the organization and the attrition rates.c) Identifying the gaps which require a standard operating procedure and policies common for all divisions.d) Attendance management, absenteeism, Loss Of Pay and pay roll management.e) Defining roles, responsibilities, incentives, allowances and asset requirement. f) Individual Profile handling/management.Other work responsibilities taken up:a) Division wise marketing, promotion and branding analysisb) Survey and research on upcoming division(s) and analyzing local competitors. c) Study and prepared basic strategy (for promoting and branding of 2 divisions (including budget and cost comparisons) and strategizing it over a period term. To maximize effect over the set term and minimize the cost for initiating it.d) Executing and monitoring through with the term planning and initialing sales for 2 divisions.Work achieved:• S.O.Ps approved on : o Engagement Policies o Leave policies o Recruitment process o Allowances/Refund and Asset usage • Addressing issues through human capital – Defining the basic organization skeleton/Bottom line responsibilities/Internal sourcing issues.• Presentation of a baseline plan for ‘Marketing’ for all divisions.• Start-up Marketing, promotions & branding for new division(s) approved

Being a part of:1.Induction booklet making.2.Actively involved in Annual Employee Engagement activities.3.Part of Audit Team(UKBA).Dissertation:Topic Label: PSYCHOLOGICAL PROFIT- Need To Go Beyond Perks And Pay Benefits.Research aims & objectives: • Non-financial benefits of organization.• The ratio of financial and non-financial rewards.• The preference of kinds of rewards of the employees at different levels of work management.• The psychological effect in an employee from an organization’s point of view.• How non-financial can also help in controlling the cost balanced with increasing performance of workers.Challenges:• Balancing Work Allotment and Dissertational Workings.• Research Work under pressure • Delays in Surveys• Time Factor• Few counter views and suggestionsOvercoming Challenges:• Focus on securing access to the research organization early in the Dissertation process• Planned and Scheduled write up of Dissertation• Seeking Advice and directions from experts often during the internship periodLearning points:• Time management.• Critical review and analysis.• Bridging theory and practice.• Dealing with people and/or organizations.• How to work independently (perhaps over a long time frame).• How to 'sell' something you were interested in to academics, research participants, and/or organizations.

Part of the Recruitment process for frontline workers & Employee Relations.Understanding-1.Flow and flexibility of Recruitment Processes hand in hand with requirements of various departments.2.Availability of local labor- Involving in Campus Recruitment and small town/panchayat talent hunt.3.Understanding needs of front-line employees at a personal level.