• Work directly with Optiv’s leadership teams, fellow HRBPs and employees in their assigned business areas on all people strategy initiatives• Act as a sounding board and coach to business managers; provide them with exceptional HR support, advice, guidance, training, skills and tools to pro-actively manage their teams successfully• Lead large scale talent initiatives such as setting strategic people related goals, talent review performance calibration sessions, annual compensation review and pay increase conversations• Support our Leadership Development model and work with leadership to identify development gaps• Provide business partnership for initiatives that require behavior and mindset change such as competency work, employee engagement survey results and focus groups, upward feedback for leaders and exit interviews• Organizational change support (re-org and org design, reporting, roles, expectations, job descriptions)• Cascade quarterly summaries of key business trends, analytics, and relevant information to share from the HR function. Providing the analysis and recommendations to make it meaningful to the organization• Attend scheduled business unit meetings to stay apprised with business unit goals and objectives Connect with dedicated business units to share insights on priorities and challenges across business units• Setup dedicated check-in with line of business to discuss updates and progress against business goals, shifting priorities and new challenges• Provide leadership and guidance to HR partners within assigned functional area or country such as in India. Responsible for working closely with Benefits for open enrollment, our payroll vendor and other areas of the business to support the country specific needs

• Handling 1200+ employees in 4 different locations (Bangalore, Pune, Gurgaon and Shimoga) and 49 clients as Head HR.• Work with the CFO to develop and implement an annual agenda for HR in line with the business plan and wider HR plan. Ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the organisation as and when they occur. Engage with CFO/ COO to ensure understanding/impact on the broader business• Managed the recruitment strategy in partnership with the Management & Business Heads to attract key talent. • Engage with the talent acquisition team regularly and optimize the hiring costs through an ongoing evaluation of hiring channels and continuously identify innovative ways to hire quality resources at lower cost.• Conducting Induction & training programs of New Entrants to familiar with the process • Partner with the Management & Strategy Team to ensure salary structures and bands are in place; conduct local job evaluations and salary surveys in conjunction with them to ensure equitable and competitive employee compensation frameworks are in place and understand impact on overall business• Lead and direct a HR team of 8 and ensure that HR delivers a comprehensive service to the business• Ensure HR plans, support the needs of the business but are also flexible enough to cope with changes in the organisation as and when they occur. • Handling Employee Grievances coupled with a strong background in implementation of HR policies thereby ensuring smooth operations.• Awareness with changes in HR trends to constantly improve the existing service levels• Devising/implementing strategies that streamline employee performance & organizational deliverables and foster an environment for increased business and reduced operational costs. • Experienced in implementing diverse and high impact HR initiatives to support organizational objectives.• Well-versed with database and dashboards

Experienced 4.7 months with Viom Networks Ltd.,a joint venture between Tata Teleservices and Quippo, a SREI Group enterprise, is the pioneer in the Shared Passive Telecom Infrastructure industry in India which is an independent Telecom Infrastructure company as Circle Head –HR & Admin for Karnataka Circle. Roles & Responsibilities:• HR Business Partner to Circle Teams by aligning all HR deliveries to meet business requirements and ensure effectiveness of end-to-end employee lifecycle management by complementing the business objectives with the overall HR policies and practices.• Handling Talent Acquisition, Learning & Development, Employee Engagement, Payroll & Retention, HR Operation & Statutory & Legal Compliance. • Develop succession for key leadership through an optimum blend of internal and external talent and develop and retain top talent.• Efficient deployment of engagement framework interventions and usage of HR systems.• Accurate maintenance & adherence to Shared service processes & other online systems• Attrition analysis and action planning to retain top and valued talent of the company.• Performance and consequence management• Develop and maintain a Talent Pipeline for all Strategic and Critical Positions.• Increase employee engagement though employee survey Great Place to Work (GPTW) and action planning.• Driving CSR initiatives as per corporate big picture.• Vendor Management and circle Statuary compliance related to Shops and Establishment, Labour Law, ESIC, Employment Exchange.• Ensuring internal process compliance health related to SAP, Vconnect (employee data base, movements) etc. • Qualitative & quantitative execution of PMS process including awareness program, KRA setting, Assessments, Employees Performance improvement and consequence planning.

The team was strengthened from 22 to 50 employees. Travelled twice to Europe for training and understanding the Global process. Main objectives were hiring 30 more employees with define roles & responsibilities and introduced new recruitment tool called ‘SHL’ (Personality Development Test).Implemented Six Sigma DMAIC project on “Standardization of Competency Matrix” to measure the technical & personal skills. Conducted a Global Survey on Employee Perception to get a feedback on Company & Management and later ensured alignment, integration and adapted HR initiatives to enhance organizational capability to meet business goals and objectives.

Responsible for the provision of human resources expertise to lead business divisions in all aspects of HR including ER, performance management, talent management, reward and HRIS

Oversee and manage the HR services provided to the business by functionally aligned HR processes. This position initiates, develops and implements a full range of HR initiatives in support of the firm's HR strategy and local practice objectives.