BIO

KEY SKILLS

COACHING & MENTORING

Coaching & Mentoring in organisations are invaluable tools for developing people across a wide range of needs viz. increased self-confidence, achieving professional goals, better interpersonal skills, increased productivity and effective communication skills to name a few. This is a skill that I have consciously invested in and am professionally certified to deliver.

ORGANIZATIONAL CULTURE

Creation, implementation and closely monitoring culture while the organization evolves is a keen area of interest for me. This is way beyond putting-up core value posters or arranging foosball and ping-pong tables in office. It is key for long-term success of an organization, and if done right should become its USP and the back-bone of all people practices.

LEADERSHIP DEVELOPMENT

I am a strong advocate of capability building of middle-management. MMs people management skills are what makes or breaks the organization over time. Thus, grooming future leaders (not managers) should be imperative and non-negotiable, especially at the growth-stage startups.

EMPLOYEE VALUE PROPOSITIONING

A job offer is beyond salaries and designations. There is a LOT that an organization brings to the table for a prospective candidate but often fail to identify and present appropriately. Creating an effective EVP also gives a much needed boost to the employer brand and has its own ROI.

REWARDS DESIGN (COMPENSATION & BENEFITS)

Having managed C&B for multinationals like Xerox and Sapient in the past, I am adept in creating a Total Rewards strategy. Salary benchmarking, incentive pay designing, retention plans, pay parity and benefits planning is what I've devised and delivered in the past.

EMPLOYER BRANDING

Creating a strong employer brand for not only lateral hires but across B-school and Engineering campuses as well through multiple channels of engagement. Especially critical for early-stage companies as they vie for top-notch talent in the market.

HR BUSINESS PARTNERING

My own entrepreneurial taught me business nuances for me look at the People function from a business owner's lens. This experience serves me well to ably partner with the business to create people strategies that compliment business models.

STRATEGIC TALENT ACQUISITION

I am a big fan of having a strong talent acquisition engine internally. 90% of my hires in the past have been in house, carefully closed through job platforms, professional networking sites and personal referrals and recommendations.

HR TECHNOLOGY DEPLOYMENT

As organiations scale, HR Technology is critical to manage across geographies and ensure a similar Employee Experience. These are excellent times that we live in where there is a plethora of robust and scalable options across Talent Acquisition, E-Sat, R&R, Learning etc.