Mayank Sharma Email & Phone Number

Gurugram, Hr, In

Gurugram, Haryana, India

Responsible for conceptualizing and implementing talent management agenda at Tata 1mg• Orchestrated and successfully implemented the quarterly performance review process at Tata 1mg, encompassing a workforce of approximately 3500 employees.• Conducted comprehensive assessments of the Talent Acquisition (TA) team's competencies and skillfully implemented targeted interventions to enhance their capabilities.• Spearheaded the campus engagement program for Tata 1mg, establishing a strong presence in tier 1 campuses to attract top-tier talent.• Facilitated the Tata Global Internship Program, extending opportunities to 4 international students who gained invaluable experience at Tata 1mg.• Currently leading the effort to revamp the hiring process at Tata 1mg by creating a robust framework for interviews and implementing initiatives to upskill interviewers.

Gurugram, Haryana, India

Responsible for people transformation agenda at Tata 1mg and redefine the HR function• Spearheaded the establishment of the HR Organizational Structure from the ground up, redefining the HR function.• Recruited and onboarded 12 highly qualified HR professionals in both senior and mid-management positions, in alignment with the newly designed structure.• Drove the initiation of 10 pivotal projects to advance the HR transformation agenda.• Streamlined the employee joining and onboarding process, ensuring a seamless and positive experience.• Led an organization-wide town hall, addressing critical updates and engaging with over 4000 employees.• Acted as a key Single Point of Contact (SPOC) with Tata Sons' Group HR, facilitating the execution of various Tata programs at Tata 1mg.• Developed and implemented Talent Acquisition (TA) policies, including the Internal Job Posting (IJP) policy, referral policy, and social media policy.• Restructured JD templates to ensure clear, concise and effective JD are in place for 100% vacancies • Revamped the career page at Tata 1mg, creating an entirely new and compelling platform for potential candidates.• Innovatively redesigned the recruitment module at Tata 1mg, enhancing the efficiency and effectiveness of multiple Darwinbox modules.• Skillfully managed the TA audit and effectively closed the management action plan to address any gaps.• Pioneered the creation of various HR dashboards, providing leadership with comprehensive and real-time insights.

Indore, Madhya Pradesh, India

HR:Built a community of 100+ mentors from different graduation streams for career guidanceResearched and developed career guidance assessment tools for both parents & studentsCreated a unique ‘RESG’ mentoring framework for career guidance for school studentsTrained 100+ mentors on the mentoring framework and conducted other soft skills trainingDevised and executed an engagement plan for Diffr’s mentor community for better cohesion Recruited 20+ interns from top colleges of country like IIMs, XLRI, LSR, SRCC to build DIffr Devised constructs of a leader board for internal engagement of Diffr’s interns communityOrganized pan India case study competition attracting 100+ b schools and 900+ studentsBusiness:17000+ touch points over a span of 18 months through various marketing initiativesSuccessfully received recognition for Diffr under the startup India initiative programEducated parents in 10 schools on New Education Policy and career trends during lockdownHandled social media and digital marketing across Instagram, FB, Google, LinkedInDesigned Career Bootcamp campaign for marketing attracting 300+ registrationsCustomized workshops partnership in Birla White & Maruti Suzuki on career guidanceParticipated as speaker in events in IIM Vizag, IMS Noida, IIIT NR, XLRI & 10+ other collegesConceptualized pilot project for partnering with coaching classes channel for lead generationProduct:Supervised and managed the creation of a tech product and app connecting mentors & studentsEnsured on-boarding and training of 100+ mentors on the platform for beta testingEstablished a panel for product feedback with Harvard Café format for all stakeholders

Mysuru, Karnataka, India

Handled HR, security & CSR portfolio for world larger paint plant at a greenfield project stage directly supervising a team of 6. HR:Responsible for overall HR activities of a plant with 149 onroll and 400 contractual employeesDesigned and implemented plant specific HR processes and policies like attendance, transport, canteen, residency, on boarding, employee life cycle from scratchHandled recruitment of officers and senior officers at the plant maintaining manning of 125Conceptualised and implemented goal setting activity and vision using Harvard Café methodRan yearly appraisal cycle, monthly payroll and governed non-monetary perksConceptualised and implemented employee engagement and employee wellbeing calendarSupervised and executed unique ‘women in night shift’ program for the plantConceptualized and implemented ‘Rewards & Recognition’ scheme for the plantDevised and executed grievance redressal mechanism in the plant Handled stakeholder management with surrounding villagers and industrial associationSuccessfully managed and negotiated a strike organized by local villagers and farmer leaders, received appreciation from both the supply chain and HR hierarchy for handling it wellSecurity:Conceptualised, designed and implemented security process for a 175 acre plant Responsible for day to day security activities including workers’, vehicles’ and visitors’ entry & exit, , CCTV monitoring, boundary wall security, truck driver managementCo-ordinated with surrounding industries and police stations to establish an intelligence networkCSR:Responsible for spending and governance of 2.90 Crore per annum of CSR fundWorked with various NGOs in the field of Health, Education, Employability and Water Worked with local government stakeholders for immediate disaster management and relief

Nagothane Manufacturing Division

Human Resource Business Partner:• Responsible for managing life cycle of 400+ employees in polymer plants• Partner with line managers and Talent Acquisition team to recruit lateral hires for Operations and Maintenance Engineer roles• Ensuring Process Governance for the Human Resources Function through standardization and adherence to corporate guidelinesEmployee Engagement• Conceptualized and implemented Site Action Plan based on the results of R-Voice survey • Facilitated 80+ managers to complete their Managers Action Plan to increase engagement• Responsible for conducting multiple programs focused solely on increasing GET engagementTalent Management• Managing Annual Talent Review that involves succession planning for leadership roles, ensuring talent pipeline & readiness for critical roles through assessing the current state of existing talent using various integrated models for 70+ employees and formulating individual action plans• Responsible for participation of NMD employees in various internal and external trainings• Coordinating the Graduate Engineer Trainee Programme for 70+ GETs which includes requisition, on boarding, mentoring & validation PMS• Facilitated feedback sessions for managers and assisted in goal setting process for 1st timers• Handled calibration of performance ratings for all the departments of siteCommunication• Responsible for publishing in-house magazine ‘Darpan’ and sending data for central newsletters• Responsible for conducting workshops on policy awareness & corporate initiatives, engaging employees through monthly plant wise meetings to discuss grievances and other issuesOther • Conceptualized and leading the project to reduce contract manpower • Completed a project on improving HR Communication platforms as part of SHRM Certification• Facilitating the coaching programme SAPPHIRE for middle level managers which provides career development opportunities to the coaches

Bhopal Area, India

Driving Productivity by Aligning SLA Employment Model & Dimensioning of Roles Aim: To identify the total no. of SLAs (employees that are hired through 3rd party vendors) across all functions and develop a life cycle for them from entry to exit. Devise governance mechanism to foster identification and mitigate security concerns, develop a lean organization with maximum governance and identify redundant roles that can be clubbed together • Studied the present system and various roles for the SLAs, identified various functions which employs SLAs along with various agencies which supplies SLAs • Collected, Compared, identified and removed discrepancies in the SLA information obtained from 2 sources• Defined the new life cycle for SLAs including major processes like manpower planning, resourcing, joining, cell phone, local travel, leave, salary processing, performance appraisal, HSW, exit and vendor management • Created Job Descriptions for 31 roles across the function and identified redundancy in JDs• Conducted agency survey, performed Agency audit and cost benefit analysis for reduction in agency and identified tentative saving of Rs. 8,17,800 per annum in MPCG circle by agency reduction • Proposed seating arrangement management for employee identification and entry through access cards which was implemented • Proposed reduction of agency from 8 to 4, agency SPOCs visit in the office for better communication and interaction, uniformity in reimbursement and benefit for all associates Location Fitment Project: Aim: Develop a tool that will take variables like education, native place, spouse's native place, previous work experiences etc. into account and figures out the best location for an employeeSummary of work done: • Contacted 11 ASMs and 36RMs to obtain necessary information • Designed a working model of location fitment tool in excel for MPCG region that assigns location to an employee as per the variables

Pune Area, India

Worked in 3 different applications namely AMOC tools, JADE and Operation Tools simultaneously for AT&TWorked on various technologies like Perl, shell scripting, UNIX, ColdFusion, JavaScript, PHP etc.Supported day to day production issues and tasksDeveloped and enhanced numerous existing tools and performed development for other requirements.Supported on weekends (on call)Supported numerous releases, patches, upgrades, maintenance work etc.Worked hand in hand with site counterparts being the sole resource from off shore (for JADE and Operation tools), interacted with them accordingly and adjusted with their time zoneDemonstrated working of a tool to other account and acted as focal point for its customisation

Pgdm, Human Resources Management

Activities and Societies: Senior Executive Member, E-Cell Junior Executive Member, E-Cell

Be ( Bachelor In Engineering ), Computer Science

Learned languages like C,C++, JAVA, VB, C#.net, JSP etc. Part of a student led initiatve cum startup, IET Incubation Center and served.

Education record