The Singularity Lab is an innovative human capital & executive coaching firm supporting technology ventures and other progressive companies achieve exponential business results by co-creating people solutions through the employee experience lens that utilizes design thinking, agile principles, and a data-driven approachProviding future workplace practices and new ways of working solutions such as employee experience, digital HR, talent mobility and marketplaces, skills-based organization, leadership gender equality to deliver transformative change Developed a 4-stage digital-first HR maturity model to guide organizations through the evolution of their HR practices. Recent publications under the Bionic HR series i.e. 'Digital-First Mindset in HR' and 'The 4 Stages of Digital Maturity,' provide actionable insights on adopting a digital-first approach to drive strategic HR initiatives. Develop metrics-based HR frameworks and systems to identify trends, challenges, and opportunities, translating insights into actionable measures aligned with key performance indicators to support business growth and financial impact. Supporting organizations ensure superior programs for talent attraction, employee development, retention, and succession planning to aggressively build bench strength and ensure organizational effectivenessBuilding a skills-based organization by developing the future skills taxonomy aligned with workforce planning and business goals. Developing an HR guide to generative AI to augment human working, people operations and maintain people centric organizations. Please see articles published. Created a holistic framework for transformative leadership development and well-being of top-performing female leaders, and address organizational culture and practices to reduce their leadership gender gap for DEI / ESG goals.

A conversational potters wheel for organizational and individual transformation in the people, culture and change domain. Presently the conversation are around the transition from a HR functional head to a CPO / CHRO role. Guest potters have been Alex Dogliotti (CHRO+ COO, Mindvalley), Ritu Ramakrishnan (Founder of Iksana, past CPO at Cadre) and looking forward to welcoming Tosha Perkins (Chief People & Partnerships Officer, Archer).

Barkat is a social impact initiative that supports the growth and leadership development of female leaders and youth in the MENA region.

Invited by the NASDAQ Center to coach tech start-up founders on their Milestone Makers program. Milestone Makers is the Nasdaq Center’s flagship program, providing individualized mentorship and executive coaching to help each founder with his or her milestone. Coaching corporate leaders too, to accomplish exponential results e.g., Founders, Directors, VP’s, Partners etc. Clients have been from Rolls Royce, NASA, Accenture, SORCE, HSBC, GE and more. Coached several team members in the leadership roles held globally.

Enzen is a multiple award-winning, 4000+ people strong, global green technology consultancy supporting energy and water companies' transition over to sustainable technologies and business practices. I am responsible for creating and leading our Digital Change Management & People and Culture Practice, supporting clients succeed in high stake multi-million dollar transitions. Led, strategized, developed ‘products’, and commercialized People & Culture and Digital Change offerings, driving business growth.Created the Digital HR, Employee Experience, People Analytics, and Future Skills Taxonomy solutions and associated collateral Devised a comprehensive research backed 5-phase ADDIS change management framework, which integrated organisation development, neuroscience of change, and human-centered design, ensuring high engagement, change acceptance, and well-being.Curated the tech stack (people analytics tools) to include micro-listening, organisation network analysis, and engagement analytics providing transparency, two-way communication and inclusion for a data-driven and insights led approach to change on a large scale.Responsible for a $2 million portfolio, crafted the go-to-market strategy, producing IP (articles, posts, videos) to establish thought leadership and increase brand awareness in the marketplace leading to the initial engagements worth half a million dollars. Assembled teams, managed resources, delivered P&C / Change projects with teams of 5-10; developed an internal talent mobility marketplace framework to mobilize global resources for projects and developed the Employee Experience methodology.

The Singularity Lab is an innovative human capital consultancy & executive coaching firm supporting tech companies achieve exponential business results by co-creating people solutions through the employee experience lens that utilizes design thinking, agile principles, and a data-driven approach. During this period, I worked with scaling tech ventures e.g. Digital Healthcare, Fintech as well as with other businesses. Co-developed the 3-year HR strategy to deliver a 60% revenue growth plan through organic and acquisitive growth. Built business cases, budgets, validated ROI with key stakeholders, provided insights to Ex-Comm for transformative people solutions.Conceptualized, hired the team and implemented an online gamified learning academy for employee role-specific development and external customer training (650 customers in year one), winning Brandon Hall Awards for best innovation (2017 & 2018). Collaborated to deploy various people tech solutions e.g., intranet, HRIS to improve efficiency and flexibility of the people operations. Developed a strong pipeline of business leaders to support workforce plans, introduced value-based talent mgmt., simplified performance mgmt., scaled-up the L&D operations, created management and leadership programs and ROI measures for initiatives.Created a change engagement model, consisting of sponsors, people leaders, HR business partners and key influencers, as the ‘go-to’ for org change initiatives; provided them with knowledge and skills to elevate the success of change initiatives by 3x.  Worked with talent acquisition and HRBP’s to redesign preboarding & onboarding resulting in 90% retention of new hiresCollaborated with VP Sales to launch a sales uplift initiative featuring high-retention of product content, mentorship, a scalable microlearning and performance visualization platform, and an evaluation framework, leading to a 65% increase in new sales

Led a large multi-location, diverse project team of SMEs, pilots, developers, trainers, schedulers during a critical culture-sensitive post-merger business-wide innovation project to automate and optimize the legacy business processes and practices, and weed out inefficiencies in ‘Line-Checking’ i.e. evaluating commissioned Captains on their flying proficiency, that could otherwise lead to FAA fines, captains losing qualifications and stalled or delayed flights as a result. The project delivered an annual recurring savings of $3.5mm and transparency across both United and Continental airlines. The project was sponsored by the SVP Flight Operations and was scoped across all 8 airport bases in the US and impacting 5000 captains, out of a pool of 14,000 pilots, across all aircraft fleets from the wide-body 787s to the narrow body single aisle 737 aircrafts. We implemented multiple technological solutions, most notably the repurposing of the Jepp Pilot Bidding System. Considerable testing and experimentation went into the design of the solution. In addition to leading the project and technical workstreams, I was also responsible for the change management to navigate the cultural and power dynamics during a time of merger integration and low trust. The project sponsor even remarked, “Puneet was the calm Switzerland we required to successfully deliver such a sensitive and business-critical project”.

Established the OD function that had not existed and one that was often benchmarked against thereafter. Collaborated closely with CEO, HR Director and business leaders to co-create and lead the design and delivery of innovative organizational change and learning & organization development solutions for Scotland's national tourism organization, at a time of rapid change and transformation. Co-designed, delivered, and managed a culture change program resulting in a dynamic and bespoke new leadership model supported by an evaluation and coaching frameworkPlayed key role in development and deployment of Talent Review process designed to improve talent levels, resulting in increased retention of business-critical talent by over 17% Implemented highly experiential management & leadership development interventions using peer to peer coaching and other lean learning principles within a 360 evaluation frameworkEvaluated and managed the implementation of a powerful cloud-based workforce analytics, succession planning, and talent management visualization software Introduced merit-based professional qualification programs, accredited by recognized institutions Implemented coaching & mentoring programs generating over 500% return on investment Led the implementation of high-performance environment methodology to redefine the organizational purpose and ensure alignment and engagement across all levels Responsibility and oversight for measurement of all human capital interventions by capturing 6 types of data from reaction to ROI and isolating L&OD impact from other organizational effortsDelivered 7 Habits of Highly Effective People and Situational Leadership and Mindfulness Workshops Implemented and managed the Graduate Internship Program

Completed a range of consulting projects in HR, L&D, Change Management, and OD e.g. organization design for an H&S function, integrating six L&D operations into one, designing a bespoke change management framework for internal use, re-design of performance management practice.

The goal was to set up and lead the learning & development function. This involved liaising with the leadership team, recruiting and coaching trainers, implementing the full cycle of learning, establishing leadership and non leadership development curriculum, designing and delivering training coures, budgeting and setting KPI’s.

The role invloved developing a cultural assimilation program for new managers, upgrading and delivering the employee orientation, designing and facilitating soft skills and professional skills training and a train the trainer course on mentoring