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A post-graduate in Personnel Management, Diploma in Training(ISTD) and Certificate in OD with ten years of experience in handling multiple facets of the Human Resource function with Wipro, LG, American Power Conversion and Accenture. The spectrum of opportunities varied according to organizational needs: some of the highlights were setting up and managing the training of a business unit, handling the assimilation of employees from an acquired business from an HR stand-point and using inputs from customers to frame and deliver training to employees based in India. To be able to deliver value to talent development initiatives there has been a consistent learning part of which has been formalized through certifications. In-depth exposure to training has been supplemented with handling employee relations and excellence in HR processes through exposure to recruitment, PCMM, performance appraisal and management and statutory compliance management.

Work experience

Jul 2008Present

Manager- Leadership Development

Abdul Latif Jameel- Toyota Company

The role involves planning and excution of Leadership programs for Middle Managers.Building competency based approch to Career Development. Competency Modelling for the organization. Performance Management System for Middle Management. HR communication. OD program evaluation.

Key deliverables in the current role are as under:

Leadership Development:

  • Design and Develop Leadership Development Curriculum

Responsible for Leadership Level development courses thru Assessment and Development Centers. (Design and development).

  • Champion for OD initiatives like SF34, Q12, MBA programs thru Gallup US

Creation of pool of internal coaches thru structured coaching sessions and management of Initiatives within the organization.

  • Mid Manager Course Design and deployment

Creation of Mid manager Development path (encompassing 360degree, development centers, succession planning, PMS) and deployment across Saudi Arabia and Middle East

  • Competency Framework Creation

Building competencies in the organisation which will act as compliment to Clifton’s Strength Based Organisation. One of the major initiatives for the organisation

  • Running Leadership Assessment and Development Centers

Design and Develop assessment centers for Senior and Middle Managers and run them across the country, in order to help build pipeline

  • Performance Management and Succession Planning, Career Mapping

Build a robust Performance Management tool based on Assessment Centers to Leadership team and make sure it is effectively implemented.

HR Communication Management:

  • Smooth roll out of the HR initiatives and work as a Change Agent within the system to make sure, that plan is executed and work towards the sustainable results
  • Create awareness of the brand in the campuses within Kingdom and in the international market for the organisation
Apr 2007Jun 2008

Specialist- Capability Development

Accenture India

The role involved managing 2 different functions for Accenture (across all India locations) – Design & Development; Skills Enhancement and Vendor Management. With team management of 5 people.

Key deliverables in role were as under:

Solution Planning Lead - India Development Center

  • Business Interlock

Managing relationships with business leadership and employees to ensure CD training objectives are met, increasing awareness of CD initiatives, advocating leaders teaching leaders

  • Curriculum Development & Maintenance

Creation of entity/workgroup specific curricula; performing maintenance functions such as annual review of entity-specific curriculum. Responsible for Leadership Level courses (creation and maintaince).

  • Learning Asset Design

Issue diagnosis, learning objectives, course maps/agenda, learning architecture, delivery vehicle,

SME identification, content identification, buy vs. build, faculty approach (internal vs. external)

  • Course Maintenance

Reviewing course effectiveness and participant feedback, phenomenology action planning, branding, ongoing faculty assessment, master trainer

  • Vendor Selection

Evaluation & selection of new training vendors, contracting, creating innovative solutions that are cost-effective and ensuring a good sourcing strategy

  • Faculty Accreditation

Assess demand-supply gap for faculty for each course, accredit new faculty to bridge any supply gap

  • Completion of deployment targets

Ensuring that deployment targets such as training days, participant coverage, per person training hours, etc., as defined by the business entity/global capability team are met

  • Budget & Cost Management

Planning annual budgets, Managing entity specific budgeted spends vs. actual

Vendor Manager – All Business Verticals.

  • Create and maintain a pool of Accenture certified trainers to run the training program for all Accenture Verticals (BPO, IDC, IDB, EWF and others).
  • Identify the vendors and trainers in the vendor organization and then interview them for the training programs.
  • Certify them for Accenture training programs.
  • Owning the process of creating and maintaining the vendor database for all the Accenture Business Verticals.
  • Liaise with Vendors for all administrative and strategic perspective.
  • Contract Management with Vendors.

OD Initiatives:

  • Training Evaluation as a part of ROI
  • Initiated HPI program (encompassing of all the enablers for improved performance)
  • Setting up Competency Framework for Software Business in line with Organizational Core Values and Performance Factors
  • Worked on Training and Development, Career Development and Competency Based Practices Practice Areas for PCMM surveillance audit.
  • Creation of Leadership Factors at Middle and Junior Management levels.
Jun 2006Apr 2007

Specialist- L&D


The role involved managing Soft skills training for all the Business Verticals of APC (Factory, Sales Office, R&D Center and other business), Employee Branding, Communication and exposure to IR. It involved managing 11 people in the team.


·TNI and TNA for entire Organization

·Created Training module on Soft skills for working cadre’ across Asia Pacific Region of APC (India, China, Indonesia, Singapore)

·Evaluation of external trainers, creation of module, implementation and continuous improvement

·Measurement of training programs using Kirkpatrick Model of Training Evaluation

·Creation of training material and handouts for the programs.

·Delivery of training modules on Soft Skills/Behavioral Skills to all the APC employees across country

·Knowledge Management site creation

·ISO documentation of the training function.

OD and HR Initiatives: (Employee Relations)

·Started an attitude school concept for the workers at shop floor, to help individuals modify their attitude towards positivity (combination of class room, books, lectures, setting up environment to make use of the skills)

·Recruitment for Manufacturing Division and Induction programs

·Introduced new Performance Management System and made sure it was smoothly implemented for Management Cadres and other allied Business Units

·Worked on the Merger of APC with MGE Business (Schneider Group) and creation of team spirit and working culture.

·Worked on Leadership Grid for Middle Management (situational leadership based approach)

·Communication on M&A with new business

·Initiated a work on Employee Branding thru Clubs and employee engagement programs

Mar 2005Jun 2006

Lead- T&D

LG CNS Global

The role involved managing Soft skills and Technical skills training, Recruitment, HR IS implementation, HR back office management and PMS. Had a team of 2 people working with me.


·TNI and TNA for the company on both Soft and Technical Skills

·Creation of new modules for Soft Skills training for entire LG CNS Global

·Business Solution Planning for Training Needs

·Creation of training material and handouts for the programs.

·Induction training program for the new hires, design the module and rolling out

·Complete E enabling the training function

·Intellectual Property Creation and Audit of the same

·Vendor Management (identification of new vendors, evaluation, negotiation, module development and training program with them)

·Training Evaluation Model development

·Created T&D policy for entire organization in line with CMMI

·Budgeting for the entire function.

HR Generalist:

·Created Policies for Recruitment and PMS

·Employee Motivation thru various events

·Part of CMMI/ISO 9001 and BS 7799 implementation teams

·Mass Recruitment events

·Manage HRIS implementation for the Organisation

·Vendor Management for HR Organisation

·Worked on introducing new Performance Management System to the organization

·Created a working program on Employee Bonding for the organization

Dec 1999Mar 2005

Sr.Exe- HR

Wipro Technologies

The job involved managing of Training Operations, Learning Center and Content development and delivery. Led a team of 10 people.


·Creation of new modules for Soft Skills training based on TNI

·Understand the processes where training need is identified and develop module.

·In charge of state of the art technology Wipro Learning Center with 10 high-tech rooms, library, cyber café

·Complete E enabling the training function

·Intellectual Property Creation

·Vendor Management

PCMM: (People Capability Maturity Model)

·Creation and maintaince of Documents.

·Implementation of Process Areas in Wipro Infotech across the Country

·Creating awareness among employees on PCMM through Online Quiz and chat sessions etc.,

·Coordinated with agency on Assessment Team Training

·Conduct audit of the documentation and implementation on a periodical basis

·Coordinate and conduct internal checks on the readiness

·Created and maintained a webpage on PCMM

HR Generalist:

·Worked as HR generalist for Wipro Consulting Division and Asia Pac business Units, covering all aspects of role like Payroll, Incentive Plan, File management, Back office coordination

·Worked as a Functional Consultant in SAP implementation for HR and Training functions.

·Interface with IS in Wipro to bring in more Web enabled tools to department

·Created CD Rom on Training articles to entire Wipro Corporation

·Generate and Circulate articles of interest to employees thru the concept of Précis Library

·Initiatives, New Processes, Systems Development

·Recruitment functions for non-core employees and project trainees, like meeting them informally and getting first cut impression of the candidates.

·Performance Standards creations




Certified Professional Coach

International Coaches Association


Indian Institute of Organizational Development


Symbosis Center for Distance Learning

Dip in T&D

Indian Society for Training and Development


Bangalore University


Institute of Company Secretaries of India