Dear Patron ,

I prefer type of work - Part-Time, Full-Time, Contract Basis. Expecting remuneration in terms of Time Bound.

My Skill - With 25 years industry and consulting expertise, focused to design and deliver HR 2020 Wire frames for passionate HR Professionals, scaling up time to deliver and with embedded quality assurance layers.

My prefered location for assignment - Anywhere

I as a company deals in - HR2020+ .

Jobs handled -

COGNIZANT Key Contribution: Leadership role

TECHNOLOGIES, Chennai Accountable for the end to end People function Shared services delivery model catering to Talent

Director – HR acquisition, HR systems, Talent engagement, Resource Management, Learning and development

Dec 2010 Oct 2013 and employee connect, overall managing a 3 Mn USD operations, serving 1.3 Lac employees

Team Size: 430 globally.

Created competency mapping and assessment models for Shared service resources which paved

into structured level mapping and scale people performance and growth cross my SS role

The creative solutioning to candidate support and background verification process, “on spot data

creation” of new hire, “best of policies” under employee benefits administration, Deployment pool

optimization was well received as business enablers by the business and HR Leadership.

Established Shared services “playbook/service catalogue” for guaranteeing sustained service

delivery models.

Branding Shared Services construct with Business Intelligence analytics in maximizing yield ratio in

Talent acquisition, driving early warning programmes, Employee navigation tools, One stop shop

delivery through Cloud based platform in addition to standard scale delivery model.

The “Shared Services design thinking” was seeded with HR leaders globally to maximize transition

and delivery engagement leveraging the SS infrastructure and resource competencies.

Established a comprehensive “Statutory governance & HR Audit” framework.

Broadly covers 183 processes, near 3 lac volume per month.

DELL, Bangalore Key Contribution: Programme Management Role

Project managed M&A-harmonization covering 9500 new employees - Defined on boarding,

Programme Head – HR background verification roadmap & process, mapping of job grade and compensation structure,

Systems (HRSSC) mapping of other benefits and related delivery streams.

covering 280 geographies,

112 processes. Exclusive work on global mobility and deputed employees work stream process definition and bench

marking best practices.

Feb 2010 till August 2010

Project managed new process transition from China and APJ region; established process

Team size: 5 improvement by automated tracking of transactions and measurement of service delivery.

Defined the Job Specification for all the roles through Competency Mapping.



(Short period – the Shared

Services implementation Provided the effort estimation methodology for each process stream and project management

investment plans were training to second level managers and process teams.

kept on hold for business

recovery)

Scope International, Key Contribution: Leadership Role

Chennai (subsidiary of The payroll optimization and accuracy modelling through predictive analytics was recognized and

Standard Chartered plc) awarded the “optimized payroll delivery” by Webster Buchannan payroll institute.

AVP – HR operations & Successfully managed 3 projects and migration of 12 new geographies across pan HR deliverables.

Employee Benefits (cost estimated 3.5 Million USD)

Administration covering

230 processes, Established HR SS transition from 28 large geos processes into the Central shared services and

38countries, serving 85000 have further managed SS layering for large M&A’s.

Ee’s worldwide

Streamlined the service catalogue to attract more migrations, almost every assignment has been cut

over with less than 35 of the estimated timelines.

March 07 till Feb 10

Automation of multiple processes and establish quality focus across WBS. Key person in launching

the SWSR across all BU’s for the company.

Team: 60 members

Core contribution to Change management initiatives and process re-engineering through RIE and

new system implementations and related training.

Handled one of the largest acquisition and process migration which includes PS HRMS data capture

benefits and payroll integration.

Provided inputs to Strategic Business Plan reviews & budgeting.

Collection of 7 Mn USD from (written off) unclaimed settlements covering 6 countries/

Baselined the training needs and methodology for both Technical and Behavioral.

Small group activity introduced in identifying Organizational initiatives and key deliverables.

Performance Assessment re-design & Administration, Employee Counseling & Developmental Plan.



Oracle India Pvt Ltd Key Contribution: Delivery Management Role

Bangalore and Chennai Baselined HR Shared Services model for the India layer, consolidating HR service delivery lines.

HR delivery automations on hiring, on boarding, and exit processes saving nearly 423 man hours per

Sr. Manager - HR day.

Operations managing

processes for 12000 Successful implementation of SOX compliance and achieved 2 consecutive service excellence

employees in India awards for the TAT and accuracy with support from the team,

August 2005 till March 07 Established and implemented framework for HR Audit system.

Team: 17 members HR metrics reporting TAT, SLA & compliance.

Successfully managed 6 acquisition and related harmonization comprising of benefits mapping, on

boarding and orientation, policy induction, embedding the Oracle PMS process for acquired

employees.

HR technology implementation for Onboarding, Benefits Administration, Payroll preparatory, Exit

Management.

Reduced support cost by 12 on other benefits administration; INR 6 crores save through dormant

accounts and unclaimed settlements.

The solutioning to “one stop shop” – resume validation, selection and offer generation by Manager

Self-Service, 4 hours clearance and settlement for exit employees were some of my right practice

initiatives.



ScapeVelocity, Chennai Key Contribution: Leadership role

{Subsidiary of (Greenfield Set-up)



ScapeVelocity Inc,} Handled recruitment process to control and validate around 3000+ applicants’ average every year

and my hiring ratio has been an average of 16-18 on the count.

Joined as manager HR and Handled the entire phase of CAMPUS HIRING in Engineering Colleges across T.Nadu, 2 of the B

grew up with the Schools in Ghaziabad and Pune.

organization to head the HR

function Established both Onsite and Offshore Sales and Marketing Team. Baselined the HR systems end to

end and periodic value addition to towards HR Policies, Benefits administration & Performance

Aug 99 to July 05 management systems.

Resource Optimisation plan and utilization Monitoring system was implemented to sustain bench

Team: 2 ratio.

Career pathing for the Development Team was designed and implemented.

Developed budgeting and Business Plan reviews.

CMMI Level 2 achieved and Level 3 implementation initiated. Dynamic role in sustaining job market

fluctuations and disturbances that would arise, feasible methods adopted towards retention strategy.

Advisory role to the Top Management on Finance and expenditure, Marketing Operations - from HR

perspective.

Young entrepreneur model – implemented and the company had one of the best revenue streams

during difficult times in 2001.

Established highly engaged environment with a Strat-up’s attrition sustained lower than 5 YOY.

TUBE PRODUCTS OF Key Contribution: Leadership Role

INDIA -100 EOU, Chennai (Green field Set-up)

To establish HR SYSTEMS for the state of the art new manufacturing facility Independently handled

Executive – HR (Unit HR end to end HR role covering Recruitment, Infrastructure, Performance management, Reward system

Head) and payroll for the Factory Personnel – both unionized & non-unionized.

Established best practices in recruitment, training and performance management processes; handled

administration of payroll and retirement benefits in a highly demanding environment with stringent

business deadlines.

Dec 95 – Aug 99 Designed and implemented best to business campus hiring model for the first time in Murugappa

Group.

Defined and implemented the concept of “process ownership” across functions supported by

competency alignment model.

HR recognition initiatives equivalent to abroad visits by performers were implemented.

HR technology implementation, In-house –payroll & benefits admin software build

Overall Factory Personnel Administration



M/s ELF ATOCHEM Key Contribution: Leadership Role

PEROXIDES INDIA LTD,

Cuddalore and Chennai Personnel & Administration covering Recruitment - factory level and Jr. management Team,

Personnel Officer ( Unit HR Compensation -Bench Marking study in nearby Factories.

Head)

ISO 9002 – Manual preparation, Procedural Compliance & Continuous improvement Scheme.

August 93 – Dec 95

Union negotiation and instrumental in the design of 12(3) long term and an interim 18(1) settlement

for unionized category conversion.

HR Data & Personnel file digitization

Overall Factory Personnel Administration

.

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