BIO

Not your conventional HR! With an equally delightful career stints with MNCs & startups I am fascinated to see how both ends of the spectrum operate and learn & create from their nuances. However the (open) secret to every organisation's success remains the same - its People! Our motivations & aspirations deep down and the wiring of the human mind makes us predictable yet unique in our own ways and it's fascinating to solve for it through structured interventions. 

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My keen areas of interests are Workplace Culture, Leadership, Organization Development & Employee Value Propositioning. In addition, the causes that I care about and advocate passionately are – Thought Leadership in HR, Servant Leadership, Women in the Workforce & Emotional Intelligence at Work. What keeps me awake at night is a personal vision to create "Inspiring Workplaces" - safe, purpose-driven organisations with a conscience that help people become the best versions of themselves. 

I have a strong belief that HR professionals by the virtue of being gatekeepers to talent and defining workplace cultures owe a little more to the society. The actions that we take, the people philosophies we profess have far greater ramifications than what meets the eye. This is the only function that has the privilege of positively impacting millions of lives, if done right. The key here is to understand the power of intangibles at work. Oft brushed aside as 'soft' skills and competencies, they the hardest to crack and there lies the code to create thriving individuals & organisations!

WORK EXPERIENCE

HEAD OF PEOPLE & CULTURE | MYLO

2021 Onwards

Mylo is the one-stop full-stack platform that acts as a close companion to young parents to raise happiness. The platform has personalized experience, a helpful community of mothers & experts and curated products - everything a parent needs in their parenting journey. At Mylo, our vision is to empower young parents to raise happy and healthy families.

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I head the People (HR) function for Mylo and am currently building sustainable systems and processes to compliment our next growth spurt and create a resilient and scalable organization. In addition to this, I own the critical piece of Organizational Culture as a strategic deliverable that will truly set the course for not only people success but business success as well as a key differentiator. 

FELLOW COACH | BETTERUP

2021 Onwards

BetterUp partners with global enterprise customers to bring transformation experiences to their people and measurable growth to their organisations. At BetterUp, I coach executives from Fortune 500 companies across the globe to help them navigate workplace challenges and achieve professional goals for career success. The BetterUp experience brings together world-class coaching, AI technology, and behavioural science experts to deliver change at scale - improving individual resilience, adaptability, and effectiveness.

LIFE, CAREER & EXECUTIVE COACH | RESURGENCE HUMAN CAPITAL

2019 Onwards

Facilitating personal growth and organisational success by helping individuals realize their peak potential through transformational Coaching conversations. As an International Coaching Federation (ICF) credentialed coach I use scientific tools, self-reflection, visualisation techniques and active listening and bring out the very best in people. My coaching practice, RESURGENCE Human Capital is my small attempt to make a big difference in people's lives through self-reflection and accountability to unleash the very best in them. I offer professional services around Life Coaching & Career Coaching for individuals and specialised Executive Coaching for corporates. 

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Coaching Credentials:

• ICF trained & credentialed Associate Certified Coach (ACC)

• ICF trained (yet to be credentialed) Professional Certified Coach (PCC)

• Senior Certified Professional Coach (SCPC) - Coach Transformation Academy

• Certified Professional Coach - Erickson Coaching International

• Close to 200 hours of Coaching professionals across industries

• Hundreds of hours of Coaching & Mentoring professionals in my full-time HR leadership stints

HEAD OF HUMAN RESOURCE [NORTH INDIA] | OYO ROOMS

2018 - 2019

Led a team of 30 HR professionals to manage the entire life cycle of 2000+ Oyopreneurs for North India. Partnered with the COO to successfully deliver on People Strategy across Talent Acquisition, Performance Management, R&R, Employee Engagement, HR Operations & HR Technology. .

HEAD OF HUMAN RESOURCE | SHUTTL

2015 - 2018

Set up the HR function ground-up at Shuttl at the time of its inception; from setting up systems, procedures and policies to executing transformational HR initiatives at a later stage of org maturity, I was responsible for creating a thrilling employee experience & a high-performance driven culture creating sharp business impact. Delivered as an able HR business partner from an early stage to the growth stage where Shuttl received a Series A ($20mn) from Sequoia & Lightspeed and a Series B ($11mn) coming-in from Amazon & Dentsu. Shuttl was ranked as India’s top start-ups to work for (by LinkedIn) in only its third year of existence during my tenure there.

FOUNDER | THE ENTHU CUTLET

2013 - 2015

As a solopreneur, launched an e-commerce startup of humour apparels brand for the youth by the name of "The Enthu Cutlet". The brand sold through its online webstore & other online marketplaces like Flipkart, Myntra, Amazon & Snapdeal. As a one-man-army, I donned multiple hats across Sales, Business Development, Operations, CRM, Brand management, Vendor Management, Social Media Marketing, Content & Design.

REWARDS LEAD | SAPIENT CONSULTING

2012 - 2013

Led the Rewards (Compensation & Benefits) vertical for Sapient's biggest BU, Sapient Nitro. Worked as an internal consultant to 8 senior HRBPs to help address Rewards related interventions for a very diverse employee group. Managed the salary increase budget, participate in salary benchmarking surveys and administer the annual salary review, off-cycle increases, retention bonuses, spot bonuses etc.

MULTIPLE HR ROLES | XEROX INDIA

2008 - 2012

Manager - Rewards | Regional HR Manager (West) | Corporate HR
An diverse stint with Xerox India where I delivered on various roles. Initially as an HR Generalist (HR Metrics, Campus Relations, Internal Communication) followed with a Regional HR stint where I managed the Mumbai, Pune, Ahmedabad offices. My final stint was as an internal COE as a Rewards Manager including but not limited to salary benchmarking, variable pay & sales commission designing, monetary retention plans and salary budgeting.

MANAGEMENT TRAINEE | ESSAR GROUP

2007 - 2008

Campus placed with the Essar Group to join their Business Leadership Program as a Management Trainee. Worked on multiple HR projects across various teams in Corporate HR, Essar Telecom Retail & Essar Telecom Infrastructure and later confirmed as a Deputy Manager.

SUMMER INTERN | UBS AG [UNION BANK OF SWITZERLAND]

Apr - Jun 2006

Amongst the 3 students from India to be campus selected for UBS' international HR internship at their global HQ in Zurich. Worked on a couple of Diversity Management Projects directly with the Group Head of Diversity. I was finally offered a PPO by the global banking behemoth. 

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.

DIVERSITY & INCLUSION

Diversity breeds Innovation and has proven returns to a company's bottom line. This thus becomes a key area for organizations to not only ensure creativity & new idea generation but advocate respect and acceptance of different perspectives.

CREDENTIALS

PROFESSIONAL RECOMMENDATIONS