Rushabh Mota Email & Phone Number

Mumbai, Mh, In

In my past 10 years of experience, I have passionately set-up new systems, processes, policies etc. for organizations. Hence, I have got myself into:1. Building & Revamping HR systems, processes and policies for start-ups & mid-sized firmsAlso, I am excited about UpSkilling the Future Talent of India (MBA Aspirants --> mid-career professionals)1. Coaching professionals. 200+ hours of coaching business professionals --> onto my journey to complete PCC.2. Mentoring MBA Students (Cat Prep --> Admit Interview --> SIP Resume/Interview Prep --> HR Master Class --> Final Placement Resume/Interview Prep)(Reach out in-case you find my profile for any potential synergies)

At Talent Edge Consulting, we don't just help businesses manage people—we empower them to master the art of human potential. Our approach to HR is not about systems or processes; it's about solving real-world challenges that hinder growth, creativity, and harmony in the workplace. We align strategy with people, ensuring that companies aren't just ticking boxes but creating environments where teams can truly thrive. It's not about being better, it's about being different and rethinking HR from the ground up to drive innovation, culture, and success.

Hyderabad

• Inducted in the Future Leadership Program called Schindler Career Development Program (1 amongst 24 out of 5000 employees in India)• Leading HR for the South (Employee base: 450+; Revenue: CHF 42 million) & part of HR Core Leadership Team of India• Leading the Manpower budgeting & Talent Acquisition Strategy• Designed career path framework for the entire job hierarchy & drove the learning culture to enable a strong talent pipeline.• Driving the focus towards building a culture of learning (42%), collaboration & promoting internal growth (100+ employees).DEI, Campus, Manager Capability Lead & DDI Certified Success Profile Specialist• Part of the core team who led the job evaluation exercise for India & created Success Profiles for various roles in the organization.• Drove “Diversity” in DEI to increase the gender diversity by 2 bps (6% : ~350+) for India.• Identified specific roles which enable retention of female employees & align hiring targets in-line with the same.• Partnered with “Woloo” – a leading app in sanitation for female employees on the field• Spear headed the internship program for women willing to come back to work – “ElevateHer”• Led the program on “Manager Capability Building” by driving workshops on emotional intelligence, biases, crucial conversations.Key Achievements:• Successfully drove Performance Management process.• Successfully implemented the talent strategy & increased the gender diversity in South by 3 bps.• Conceptualizing & drove the campus hiring program – ASPIRE from premier B-Schools – hired 38 interns & 23 full time hires.• Conceptualized a concept for manager capability building – Chimp & Champ manager behaviors to drive a cultural change.

Hyderabad, Telangana, India

a. HR Business Partner (Engineering & Platform)Managing the employee life cycle for Engineering team (largest team at Development Center) with 280 employeesLed the Talent (Hiring) Strategy for all my businesses & executed it in-line with our business strategy.Responsible for driving the Talent Management (Performance, Succession Planning, Career Roadmap) for the business team.Partnering with leaders & stakeholders to increase the productivity/capacity utilization of the team.b. Lead - Special InitiativesCulture Roll-out: Design, plan & execute the new culture tenets across the organization in-line with Results Pyramid philosophy.Curated the 6-month Leadership Development learning journey based on the powerful “Multipliers” philosophy.Led & curated the content for Manager Excellence initiative with the objective to enhance the capability of people managers.Importance of Mental Well-Being during Covid (Stress Management, Managing Virtual Teams, Crucial Conversations) Inclusive Leadership Workshops, Power of Growth Mindset & Neuroscience-backed learning on Feedback.

Greater Hyderabad Area

Roles & Responsibilities• Responsible for the complete employee life cycle for Enterprise Systems, built the entire team in absence of leadership in India• Led the recruitment strategy in-line with ideal organization structure• Recruited across the grades & build the team from 21 to 95 employees in a span of 12 months• Liaison between leaders in US and employees in HDC; established credibility & trust with the leaders.

Mumbai Area, India

Roles & Responsibilities• Responsible for driving the COE initiatives for 9000 Full Time Employees in sales business.• Designed the Increment & Variable Pay philosophy in alignment with the organization’s comp philosophy for FY18.• Responsible for driving a R&R program - “India Business League”, for achieving the organizational goal of “Go for Double”– doubling the revenue of the organization at the same fixed costs.• Drove the Head Count Optimization exercise in the organization, thereby saving close to INR 13.5 crores for the business.• Responsible for running the Campus program for hiring the sales employees from premier pharma schools at different grades

Lower Parel, Mumbai

Manager - Shared Services for Cipla India (24000 employees)• Ideated, implemented & launched HR Shared Services in partnership with People Strong in just 45 days• Designed the HR operations processes to give One Cipla experience to employees across different business units in IndiaManager HR Technology: Responsible for evaluating & implementing newest technologies for HR• Implemented 4 modules of SuccessFactors – Onboarding, Recruitment, Employee Central & Exit (Off-boarding)• Led a team of 8 off-roll employees to transition from de-centralized to centralized data entry in recruitment module• Decommissioned the home-grown HRMS system & led the project of transitioning ELC events to SuccessFactors• Implemented 3 modules of Success Factors for Cipla SA & USA – Recruitment, Performance Management, Employee Central• Evaluated conceptualization of “One HR Bot” to enhance effectiveness of HR Business Partners

Gurgaon

Post Graduate Program in Human Resource Management

Gurgaon, India

Title: Challenges of Engaging and Retaining GenY in the organizationThe objective of the project is to develop strategies for retaining Millennials at Dentsu Aegis network and subsequently bringing down the attrition levels. Project work included analyzing the needs of the millennial workforce, understanding their pain points through a series of employee surveys, interviews and industry benchmarking of existing HR practices being followed at competitor organizations for retaining Gen Y

New Delhi Area, India

Title: Designing Women Initiatives for DCM ShriramTo be able to add some value and support them in the wonderful cause of women empowerment at the workplace, we were tasked with understanding the existing women initiatives at DCM Shriram and benchmarking them with the competitor companies in the manufacturing sectors. Analyzed the working conditions, initiatives, measures and policies especially formed for women employees, performed its cost-benefit analysis and recommended policies to improve gender diversity ratio in the organization.

Noida

Title: Design Career Pathing Framework for the critical unique roles in the revenue functionDescription: The objective of the project was to develop a career path so as to retain key talent in the revenue function of the organization. Sequence of tasks done are:1. Created Job Descriptions for the critical roles by performing the job shadowing and administering questionnaire on the employees and their managers. Performed competency mapping for these roles and defined three proficiency levels for all the competencies identified2. Developed a framework to highlight the possible career paths for each role by performing the skill-gap analysis of competencies3. Suggested an online portal for keeping a track of an employee’s progress and synchronizing the individual development plan with it

Gurgaon, India

Title: Study of Inclusion and Diversity Policies in organizationsThe project aimed at identifying the best policies for Inclusion and Diversity, primarily focused on women, by benchmarking, studying and analysing industry-wide trends in Indian organizations through both primary and secondary research. Suitable recommendations were given to each of the four different business verticals of DSM India on the basis of quantitative and qualitative analysis of our research.

Noida Area, India

Title: Evaluating the engagement levels of employees at plants using HR Analytics: As a part of 'Feel the Pulse' initiative of the company for engaging and retaining the employees at all the levels of the organization, we had to understand the grievances and engagement levels of the employees and provide the organization with suitable solutions to address their most important issues. We designed a survey around several parameters, administered it to 12000+ employees and analyzed their responses both quantitatively and qualitatively and suggested them the implementable solutions.

Hyderabad Area, India

I was a part of the manual testing team in Hyderabad. My role involved analyzing the Knowledge Transition document, writing the test scenarios/cases, working on the testing environment, raising the defects (if any) and performing maintenance testing at the end.I was also trained in basic SQL and QTP as part of my project requirement.

Hyderabad Area, India

My fascination for the field of machines and the way they work got me into mechanical engineering. During my course of study, I was able to learn the concepts and apply them practically via the projects done and responsibilities undertaken. I was able to do that in two major projects of college along with handling the technical department fest by leading from the front. The two major projects were:1. Building an All Terrain Vehicle for SAE BAJA competition in 2012; designed the prototype of the car in AUTOCAD and ANSYS along with building the vehicle from the scratch. Our car was one of the only 20 cars out of 100 to sustain the 4 hour endurance test at the SAE BAJA track in Pithampur. 2. The final term project was understanding the properties of LM9 Aluminium alloy, perform the mechanical properties tests on it and suggested ACME industries to use it as their productivity increased significantly.3. Co-ordinated a technical symposium with a footfall of more than 3000 students from various colleges around the country4. Secured an AIR of 139 in GATE 2014 & AIR of 214 in GATE 2013

Masters Of Business Administration, Human Resources Management

Activities and Societies: Core Member of Delphique - Business Symposium, Secretary - Merchandising & Retail TeamPursued MBA in HRM.

Bachelor Of Engineering (Be), Mechanical (Production)

Activities and Societies: Dance (Student of SDIPA) Enjoyed position of responsibilities like coordinator and organiser for technical fest.

Intermediate - M.P.C, Mpc