Strategic partner to C-level executive leaders for shaping and executing the people strategy for continued growth supporting Go to Market functions, supporting 300+ employees, providing end-to-end Human Capital solutions.

Translate the strategic and tactical business plan into critical HR actions through programs and initiatives for 1500+ employees. Provide counsel to management in employee relations issues, including progressive discipline and policy compliance. Diagnose workforce data to identify talent management needs, potential attrition among top performers, critical positions, gaps in talent, and propose solutions for future modeling. Champion employee understanding of workplace discrimination laws, bias and cultural sensitivity. Partnering with senior leadership teams, as a strategic business advisor on all talent, D&I, people experiences, and internal HR communication initiatives.

Translate the business strategy into an effective workforce strategy to support continued revenue growth. Partner with business leaders to create and execute resourcing strategies as per client requirements. Proactively mapping the market, fostering long term relationships with past applicants and potential candidates.

Chief of staff to the HR head for Strategic Planning. Strategic planning and business management activities, workforce planning and global transformation initiatives internally on HR challenges and solutions as the key component of success on broader business initiatives. Facilitate change management in a fast paced and complex business environment.

Ensure a best in class delivery of HR services to the Business from the Center of Expetise on Global Policies & Benefits. Conceptualization and execution of several innovative and value driven reward-based policies. Development, implementation and review of various automated processes related to the benefit schemes and policies to streamline process delivery. HR Analytics & Planning: Ownership to chart new compensation practice, conduct extensive analytics on market trends, participate in benchmark surveys and propose new ideas for improved ways of working

Creation of an Education Policy:Map the education qualifications across the organization from the blue collar workers to the managerial staff. Identify and define the required qualifications for various positions (primarily related to blue collar jobs). Create the policy defining the monetary and other support from the organization for individuals interested in career advancement post completing the required educational qualificationsEvaluation of Training Methodologies:Create an evaluation chart to map the prerequisite industrial training against each job. Develop in-house training programs for employees with On-the-job experience

Project 1:- In-depth study of the Hay Method of Job Analysis and Job Description- Performing the Job analysis for the managerial positions across the organization. Gathering and interpreting data about the job's tasks to supply accurate information about the jobs - Defining Job Dimensions for the positions (broadly divided under Know-how, Problem solving and Accountability)- Creation of the Job Analysis and Description Manuel for the managerial positions. Aim to keep it interesting for the reader with simplified and easy to comprehend language Project 2:- Create and conduct a survey to map the preferences of newly graduated Accountants regarding Final Placement and Industrial Training

Detailed Analysis of job descriptions and job profiles of the leadership positions in the organization. Creation of the Job description manual for the executive positions.