At Gera, we are driven by 2 words– Let's Outdo & while we build to outdo ourselves, we evolve lifestyles & the industry alongside. My role involves shaping the organization's people strategy, driving employee engagement, and nurturing talent development initiatives. Ensuring that people remain at the heart of everything we do, while fostering an environment where every individual can thrive and contribute to our collective success.

As Founder the "H.R. Professionals Group"​ on LinkedIn, I manage Group activities along with a team of Group Managers.The Group has 350,000+ members who are HR Professionals spread across different geographies, industries, HR functions and experience levels. The group is a platform for HR professionals to interact with each other. Entering into its 7th year of existence and growing at a healthy rate of 90+ new members a day, this is one of the Biggest moderated LinkedIn group of H.R. Professionals only. Join to: Network | Build Contacts | Share Knowledge | Learn from each other's experiencesClick here to join the group:http://www.linkedin.com/groupRegistration?gid=52264

GLOBAL is one of the leading providers of risk management, insurance and reinsurance broking services in the Indian subcontinent. We deliver a range of insurance related services to large corporates and to communities. This includes risk consulting, insurance placement, risk management, and claims management. Our operational delivery contains multi-layered services such as retail broking, reinsurance, employee benefit consulting and broking services.In my role as Head of HR, I am developing new HR strategies in line with the Business objectives. We are strengthening our pan-India Sales force with a mix of experienced hires and freshers from campuses. I am involved in restructuring roles and designing a fresh incentive scheme to power 1.5-2x revenue targets. There is a focus on automating HR processes via Darwinbox to allow the HR Managers to focus on attracting, motivating, and retaining talent.

The Digital Transformation Services (DTS) team at Infosys BPM works along side the Business Development, Consulting and Practice teams to advise clients on the use of Technology and Tools (both proprietary and third party) to drive efficiencies in their processes. Within this unit, I was leading the team responsible for Digital HR Transformations. I was involved in the RFI/RFQ stages to recommend DTS levers based on client's landscape and requirements. This involved presentations, proof of concept demos, budgeting, resourcing and delivery timeline planning. I acted as the Strategic Functional HR Consultant for a large multi geography corporate client. I set up the DTS HR Knowledge Base and helped in attracting the best talent for the team.

QualityKiosk Technologies is a leader in Quality Testing, Performance Assurance servicing major players in Banking, Insurance and other emerging verticals. DevOps, Automation, AI Ops and Data Science Lab are the more recent offerings. With 2000+ employees we service clients across 25 countries in India, Far East, Europe and the Middle East regions.My role at QK involved leading and managing the HR COEs, HR Shared Services and HR Operations. I was responsible to benchmark existing people policies and processes and introducing new ones. I led Special Projects and Initiatives during the Build and Operate phases including - Migration to new HRMS , HR data integration with other existing software, Compensation Management and Restructuring in line with new labour laws, Setting up employee policies, documentation and compliance in a new country - Philippines. I was also responsible to manage Payroll and Compliance across all geographies.

Ozone Group of Companies has a presence across diverse industry verticals like Real Estate, Hospitality, FMCG (Agrow) and Luxury Retail. The group is headquartered in Bengaluru and has operations spread across Chennai, Mumbai, Goa in India and Singapore, Laos, Dubai, Australia, America, Canada in International Markets. This role involved leading the people mandate for all group companies and driving the agenda of business enablement using best-in-class Processes, Systems & HR Policies. Responsible for HR Strategy, Manpower Planning, Budgeting, and Leadership hiring (CXO, HOD, senior-levels) and managing recruitment across the group's businesses. Working with Leadership Team to formulate specific talent development initiatives for each function so as to support the business. Conducted a Compensation Benchmarking exercise to restructure salary components and rationalize salary bands across levels. Initiated PMS version 2.0 to take the entire Performance Management process online. Ensured high employee morale with ongoing employee engagement initiatives.

A role involving the transformation of HR processes, implementing of HRMS system for the first time and partnering with business.

Reporting to the Head of Corporate HR, I was responsible to manage the entire gamut of activities in this central function of HR which also works as an internal Center of Excellence. These include Bench-marking and formulation HR Policies, Handling Internal & External Audits, Internal Communications, HR Analytics & Reporting, Internal Mobility of associates, Rewards & Recognition programs, managing HR IT initiatives, HR Budgeting, Employee Life Cycle Management, Involuntary Separations, Grievance Management, Participating in External Studies and Surveys, among others. Handling the COE for Employee Engagement. Conceptualizing the Annual Engagement Calendar and rolling out various engagement initiatives across all our sites. Activities ranging from online competitions to festival celebrations, wellness sessions to month-long tournaments and CSR initiatives spread across areas of emotional, financial, physical, intellectual and environmental wellness. Acted as a mentor and guide to the HR Business Partner team. Also managed the entire HR Shared Services operations centrally.I managed a team of 5 associates and closely work with Head-HR and HR vertical heads to ensure synergies between various HR processes at a macro level.

Responsible for design and roll out of new HR processes and re-engineering existing processes so as to benchmark them with the best across industries. Managing the design, implementation, roll out and handover of various HR processes has been the focus of my work.Participated in various HR interventions like change management, organisation restructuring, learning management system, intranet portal, etc.Involved in formulation and roll out of a Short Term Performance Incentive Policy - a first in the Real Estate industry. Also, designed and rolled out a comprehensive Rewards & Recognition Policy as a pilot with target departments. Collating feedback on new policies and incorporating changes.Championing the "Great Place To Work" study to benchmark and improve people practices and also establish Lodha as an Employer of Choice at Campuses. Analyzing annual survey scores and determining action plan so as to increase scores on all dimensions of survey and also to reduce the gap between practices and their perception among employees.Initiated HR Analytics to empower decision making backed with data. Acting as the central source for all data and technology needs within the HR team. Consistently evolving the HR Dashboard to provide more usable information to management.Involved in Internal and External HR Audits. Responsible for maintaining action plans and following up with stake holders to ensure closure.Responsible for overall associate database management. Managing all critical payroll inputs including employee master data, updation of compensation inputs and time management inputs. Managing the centralized process of issuing appointment letters and processing full & final settlements of all associates withing stipulated timelines. Managing the Confirmation process, performance improvement plans and checking adherence to process and policy related to the same. Responsible for managing payments to Consultants, Apprentices, Trainees and Temp staff.

Providing strategic support to Technology Initiatives within HR. Core Team member for Setup and implementation of SAP-HCM Solution. Involved in OM, PA, Time, ESS and Payroll implementations. Involved in all stages from blue print, creating business requirement documents, test cases, user acceptance testing and post go-live query handling. Setup of centralized time and attendance recording system.Handled the complete setup and implementation of HRMantra software to automate processes like leave applications, attendance regularization, transfers, confirmation, performance management, employee reimbursements, travel management, loans, separation and clearance, etc.Involved in short listing and selection, of Vendors for various new HR initiatives. Gathering requirements from users, documenting the same and taking approval from process owners, identifying selection criteria and mapping all available vendors to shortlist the best suited one. Also involved managing the vendor for support once the implementation is done.Mapping various HR Processes, standardizing and documenting the same. Conducting training on newly laid processes for higher operational efficiency.Collation of Monthly, Quarterly and Annual HR-MIS reports. Generation of ad-hoc reports based on requirements. Conducted end user training for employees and managers to enable the cultural shift from traditional excel, paper or email based processes to online processes. Included travelling to site locations and training non computer savvy employees by interacting in regional languages so as to make them comfortable with new processes

Handling role of HR SPOC for Corporate office having strength of 1000+ associates. Was also responsible for any escalations from site locations. Answering to employee queries related to wide array of topics including policies, salary, attendance, issues with support departments like IT & Accounts. Managing tracker for escalated queries and tracking them to closure with concerned process owners.Responsible for managing payroll inputs of attendance, leave and loss of pay. Ensuring that all attendance inputs are in place as per payroll timelines, manual reconciliation of attendance inputs with payroll results to eliminate errors, proactively identifying absconding associates and placing their salaries on hold, coordinating with banks to ensure timely disbursement of salaries on 1st working day of every month.Part of the Core Team from HR to initiate automation of HR processes. This included documenting all processes in as-is basis from users, suggesting changes based on best practices to management and incorporating the new to-be processed in policy documents and mapping them to systems.Helped in design of Employee Referral Program for open positions which rewards employees on successful referral to critical positions. The open positions are communicated using intranet portal, mass mailers and posters. Successful referrers are rewarded in two installments – one upon joining of new hire and the other upon completion of 3 months with the organization.Assist in preparing annual HR budget and tracking adherence to same.Conceptualized & implemented internal feedback mechanisms like Skip Level Meetings, Open House forums, e-Sat Surveys and Focus Group Discussions. Collated employee feedback and arrived at action items for various departments. Followed up at regular intervals to ensure closure of action items.

Worked with world renowned consultants, HAY Group for building the complete Competency framework and Policy structure of the organization. Was Involved in Goal setting exercise and conducted KRA mapping workshops across the organization.Assisted in development of comprehensive set of HR Policies closely working with reputed international HR consultants. Responsible for regular benchmarking of HR Policies with people practices across all industries to ensure they are at par with the best in class. Designed Policy Communication via mailers and training sessions wherever required. Conducted Focus Groups to understand feedback on proposed or recently implemented policy changes on stakeholders and suggested policy changes to incorporate the same. Designed a pilot Rewards & Recognition Policy and rolled out various R&R schemes for Customer Care team which is aligned to the identified performance drivers of the organization. Monitored the implementation for adherence to guidelines, fairness of the process as a neutral HR SPOC and timely closure.Developed the Employer Branding Strategy and Roadmap for Lodha Group which included roll out of Campus Placements, Management Trainee & Graduate Engineering Trainee programs. It also included building presence on Campus and participating in external benchmarking studies to brand Lodha as a ‘preferred employer of choice’. Managed to get Day 0 slots at premier campuses across India.Handled the process of hiring summer interns and final placements from premier B-Schools like IIM’s, XLRI, JBIMS, etc. coordinating with Placement Cells on behalf of the organization and streamlining the complete process. Was chosen to be the Project Guide for 2 Summer Interns in HR department.

Part of the Pilot Employee Advocacy Group acting as a bridge between employees and management. This role later grew to become a HR Business Partner role. The role involved being the eyes, ears and hands of the HR department on the ground by working from the process floors. It involved implementation and roll out of HR initiatives and handling employee grievances and queries by being in the midst of employees and getting effective solutions in least turnaround time.Handled end to end Performance Management process and Internal Job Posting process. Assisted in design & modification of HR policies. Generated MIS on Employee headcount & attrition and analyzed the same to come up with effective retention. Responsible for maintaining e-sat levels. Involved in Employee Engagement activities. Delivered sessions during New Hire Induction Program.Conducted ‘People Managers’ workshops for first time Team Leaders so that they understand their role from the people perspective. Trained managers on HR processes and policies like joining formalities, confirmation, performance improvement plans, handling basic salary queries, reporting absconding employees, transfers within the process and outside the process, internal job postings, annual performance appraisals, resignations and clearance process. The workshop aimed to equip the employee’s first point of contact i.e. manager to answer all their queries. Conducted active exercises to gauge floor pulse by one on one meets, open house sessions, skip level meetings or informal talks over coffee or cafeteria with a target of meeting each employee of the process at least once in a quarter and understanding their opinions on internal processes.Involved in Employee Communication activities to ensure all new Organizational Announcements and Policy changes are duly communicated to all employees on the process floor. Supervised the Rewards & Recognition implementation to ensure fairness and acceptance of the process among employees.

Troubleshooting customer queries related to Client Software, Conducted various Technical Sessions for performance enhancement of consultants. Handling responsibility as Team POC managing a team of 15 associates. Preparing daily and monthly reports and deciding on action plans for improvement.