When we introspect or self-reflect, these statements arise in our heads. "What makes me do this?", "I know, but what made me end up doing something completely the opposite","I know its important, but what stops me from acting","Is this what they expect me to do? but it's wrong","They know, but still, what makes them demonstrate those undesirable behaviors","What is in it for me?"My work is in the area of finding answers (behavioral insights) to those above statements & is in creating permanent people-centric behavioral design and behavioral interventions, to create a culture that is conducive to desired behaviors and reduce intentions to actions gaps, knowing & doing gaps using Applied Behavioral Science, Behavioral Economics, Psychology, Organizational Change, Organizational Development (OD) & OB.Interventions in the field of Behavioral sciences based Safety, road safety, process safety, construction safety & electrical safety, environment & SustainabilityDeveloped Psychometric tools to profile behaviors, Coaching & Mentoring Leaders, device Behavioral science-based Rewards & Recognition programs, Competency & Assessment Development, and Standardizing Systems & Procedures, Boot camps to align leadership & middle management to change as well as connect the bottom of the pyramid. Decision influencing & information Nudges, Behavioral insights & nudge unit, Choice architecture, vision, mission, #behavioralscience #Nudge #behavioraldesign #safety #BBS #behavioraleconomics #choicearchitecture #changemanagement #nudgeunit #socialchange #EHS #sustainability #BNU #sustainability, #SDG, #habits #BeSci

Leadership: Manage and grow HR transformation capability within the business, and develop strong relations with verticals. Derive metrics on productivity, utilization, headcount growth, and competition. Delivery: Ensure quality of delivery and all aspects of HR management. Manage engagement risk, project economics, manage escalations and ensure effective planning and budgeting People Development: Perform the role of counselor and coach, define and set goals, conduct performance reviews, and ensure ongoing learning and development of the team. Practice development: Develop thought leadership, collateral, tools, techniques, and methodologies to enhance HR transformation and broader capability offering within the practice Areas of Work/Expertise: Cultural transformations, Change management, Behavioural Transformations, Developing Psychometric tools, Coaching & mentoring, Employee Experience & Employee Engagement, Performance Management & Enhancement, Talent Acquisition, Capability Building – Leadership & organizational development, Competency - management, assessment & development, Grievance handling, Deliver experiential training programs and Campus recruitment & management.

1) Spearhead Recruitment for 3 Business Units & 13 support Dept. Projects in Metros (Elevated & Underground), Special Bridges, Hydro-electric power plants, Nuclear Power Plant, Ports & Harbor, and Defense Projects. Have exposure to Roads & Runways, Railways as well.2) Proactively develop & implement innovative recruitment strategies ensuring effectiveness, consistency & compliance with an overall strategic plan within given timelines & budget.3) Network with Top Management Team for Strategic Recruitment.4) Evaluate motivators of passive & active candidates, & influence candidates’ decision-making. Assess potential candidates & perform preliminary telephonic assessments.5) Liaison with Group Corporate HR for recruitment-related systems, services & technologies.6) Induction & onboarding of Expat & schedule meetings with Key Stakeholders.7) Human Resource Planning: Budget, Presentations to MD & Group Exec Chairman. 8) Part of Strategic Initiative: Front Line Supervisor Programmes – ITI’s recruitment.9) Shadowed OD initiatives: (Mindset Change-Capability building through Talent Acquisition & Training Models | Succession Planning).10) Coordinate & part of the selection panel during Graduate Selection programs at IITs’, NITs’ & top graded Engg. Colleges. 11) Coordinate with & Manage consultant partners, concisely used as 99% of the recruitment was done in-house. 12) Selected as a trainer for delivering sessions on “Interpersonal Skills & Personal Effectiveness” as a Corporate L&D resource, Role of a Supervisor, and Communication Skills & Team Building Skills at 'GET' Orientation Programmes & Supervisory Development Programmes. 13) Initiated Celebrate-Enjoy-Laughter-Fun (CELF Week) | Meet-Impart–Debate–Adopt–Structure (MIDAS Learning) as a part of Engagement activities.

Corporate HR (Generalist) Processing through Coordinating & Managing Temp Staffing Vendors.Coordinating with the Third Party Agencies for Medical ClaimsMaintenance & managing personal folders of employeesPart of Employee Engagement initiativesProcessing probation confirmations, transfers orders, Relieving / Experience Certificates.

Was catering Recruitment needs for the IT-Services, IT-Operations, Automation, Procurement (Domestic & Global) Teams of Cement Division.

Client management & CoordinationRecruitmentTraining & On BoardingTeam ManagementEmployee Relations, MIS & Separations