Download PDF

Work experience

Aug 2011Present

Senior Manager

HARMAN International(India R&D Center)
Senior Manager, India Talent & Rewards Manage the overall Human Resource policies and programs for the India R&D center consisting of 900 plus employees spread across multiple sites Key Responsibilities Lead the HRBP function-communicate and build strategic partnership & relationship with internal clients in providing consultation & coaching and guiding on HR topics, policies and compliance. Investigate basic & complex employee relations issues, and initiate appropriate resolution; recommend and facilitate effective solutions in alignment with applicable policies Ensure planning and delivery of key HR processes and policies working closely with key stakeholders Own & drive the Harman India talent management processes; responsibilities include: Performance Management, Succession Planning, attrition & retention management, talent assessments Own & drive year-end compensation review process for the India center Administration of benefits and reward & recognition programs Drive career path & career planning strategies for Hi-Potential & tenured employees Formulate and administer Attrition mitigation strategies across business verticals Led and managed HR due diligence during integration of three acquired entities Own & drive Harman India Emp. Engagement Survey efforts-Effectively rolled out & communicated throughout the business. Analyzed data, tracked metrics and developed effective action plans to drive change Manage & drive campus connect program with India's premier institutions Site lead for HARMAN India's CSR & Diversity & Inclusion initiatives
Jul 2010Aug 2011


Autonomy Software
An HP Company) Asst. Manager-Human Resources Key Responsibilities Responsible for the entire scope of the Human Resources function for India engineering center and APAC region Implement global company-wide programs and initiatives; develop and implement India specific programs and initiatives Work closely with employees and business leaders to provide and establish initiatives to drive performance management, career development frameworks and development plans Manage and administer the compensation & benefit program Drive Talent management-manager feedback and high potential identification process to support high potential identification and development Partner and support the sales leadership teams across India to drive their people agenda Direct and manage the staffing function-responsible for preparation of hiring plan aligned to business plan Reason for leaving: Multiple acquisitions & uncertain future in the organization-I had joined Interwoven Software(US based company) and as soon as joined it was acquired by Autonomy(an UK based IT company). After a while, Autonomy acquired another US based company called Iron Mountain and while I was in the process of leading the HR integration with Iron Mountain's Indian entity, Autonomy was acquired by HP!
Apr 2009Jun 2010


McAfee Software Services
An Intel Company) Lead-Human Resources Key Responsibilities Partner with business leaders to develop and implement HR plans and solutions in order to achieve strategic business initiatives Work with line managers and employees to address all types of employee relations issues Drive Talent management, Manager Feedback and High Potential identification process. Support the BUs in the following areas: career planning, performance management, coaching, data analysis, compensation and rewards, employee relations, learning & development and recognition programs Manage delivery of country HR services-partnered with the global teams to scope and manage a wide spectrum of HR-related projects that supported operational efficiency Drive One-on-One and Skip Level meetings in the assigned BU Partner with BU Heads & Line Managers to develop and track key talent & ensure they are provided with experiences that enable development and retention Reason for leaving: During the due diligence period(just before Intel announced acquisition of McAfee), there was a mandate given to all the geographical HR Heads to reduce one headcount from their teams. The approach used was‘ Last-in First-Go' and since I was the last person who was hired in the team, I was let go owing to organizational reasons
Sep 2004Aug 2008

Asst. Manager-Human Resources

HCL Technologies
Asst. Manager-Human Resources Key Responsibilities Front-ended HR activities with the employees, leadership and key stakeholders. Responsible for Business HR activities for over 1100 employees-provided strategic HR support by building partnerships with service delivery heads & managers; proactively built relationships across the business unit Provided HR leadership and consultation to business leaders and line managers on the strategic and people-related matters impacting business; acted as a catalyst for building organizational effectiveness within the business Performance Management-led the performance management process Managed the overall performance appraisal process including addressing of performance issues Worked with managers to determine high potential employees and identify functional and technical development needs & ensured training to develop employees Supported the development of individuals enabling managers to consider succession planning Managed compensation revision exercise for the business unit Employee Engagement-Planned & implemented Employee connect and Engagement related Programs-drove forums such as roundtables, skip levels, open houses for two-way communication and promote positive employee morale Resource Planning for the Business Unit in conjunction with business leaders Identify issues and trends within the business exploring the underlying causes of attrition in order to provide an effective solution; implementation of Retention Strategies-Predictability Quotient, Reward & Recognition and Individual Career Planning Partnered with business leadership team to facilitate organization and culture change-Initiate and influence change management programs whilst acting as change agent, leading, supporting and contributing to change initiatives Provide HR statistical data on information such as hiring, attrition and other general MIS data as and when required; responsible for Business Unit level Key Performance Parameters and related reviews Drive the implementation of organizational wide initiatives within the business unit Drive HR practices & policies and ensure standardization and consistency in application of human resource practices and policies.
Sep 2006Jan 2007

Sr Executive, Hr(Sep 2006-Jan 2007)

Shared services HCL Technologies
Sr Executive, HR-Chosen by the Corporate team as a track lead during the roll out of shared services wing(EHS) for HCL's Bangalore operations. Key Responsibilities Own/drive the setting up of the one of the tracks called Employee Operations Management track(EOM) for the Bangalore shared services division. Sr Executive, HR(Sep 2004-Aug 2006)
Apr 2003Aug 2004

Executive-Human Resources

Rx Documents India Pvt. Ltd.
Previously known as MPL Technologies Ltd.,) Executive-Human Resources Key Responsibilities Provided primary HR support to an organization of 120 employees. Supported both employees and management's needs. Responsible for activities including, employee relations, job description development, HR reporting, employee communication, and policy administration Responsible for coordinating and administering activities in several human resources functions such as employment & labor relations, compensation, training, records and benefits administration Worked closely with employees and business leaders to provide and establish initiatives to drive performance management and development plans Supporting the diverse staffing needs-hiring of engineers, linguistic professionals, qualified doctors and medical transcriptionists Reason for leaving: Left this company for better career opportunity in a larger IT organization; HCL was a bigger entity and presented enormous learning opportunities
Oct 2001Mar 2003


Data Tree Consulting
Executive-Recruitment Key Responsibilities Collecting manpower requirements from the production organization. Framing job descriptions, eligibility criteria for open positions in concurrence with the production staff Reaching out to prospective job aspirants through the conventionally established methods(advertisements, headhunting, & Manpower Consultancies)-Prescreened applicants by evaluating their applications in order to match their skill-sets to available job opportunities Coordinating & managing the assessment and interviewing process Facilitating the on-boarding process of individuals meeting the business needs for required positions Reason for leaving: Left this company for better career opportunity as it was a start-up and didn't take-off as planned earlier since one of the promoters relocated back to US. As a result of which the India team lost business focus




Visveswaraiah Technological University


Bangalore University