- Business and HR strategy management: Understand business and related dimensions; Prepare a Single Frame document; Discuss and finalise Single Frame; Agree on key focus areas & measures; Build operational plans; Setup review mechanisms. Track progress on HR strategy in order to meet strategic objectives of the business and the HR function.

- Organization Effectiveness: Review factors affecting organization effectiveness (such as organization structure, role clarity, cross functional integration); Guide OD Head / L&D Head & propose improvement in process, systems etc; Devise HR initiatives and direct team on design and deployment; Monitor implementation of agreed action-plans;

- Manpower Planning & recruitment: Analyse business growth projections and manpower requirements ; Analyse turnover; Forecast short-fall / surplus of talent availability; Devise appropriate recruitment plans ; Align recruitment and selection process; Introduce new tools such as Assessment centers, aptitude tests etc; Identify talent pipeline gaps for key pillar positions; Consult business heads; Initiate appropriate succession / development plans (such as Fast Track programme) in order to prepare for adequate talent availability.

- Performance Management: Implementation of PMS; Create linkage between PMS and Value Charter; Educate HR Committee, senior managers and employees on revised PMS & guidelines; Approve coaching programmes to guide managers on providing feedback & recognition, managing performance issues etc in order to create a high performance culture.

- Compliance Management: Under Compliance management I am taking care of policies, procedures, documentation, internal auditing, third party audits, security controls, and technological enforcement. This is also include insuring compliance related to min-wages &

- Employee Engagement: Facilitate prioritisation of areas for improvement; action plans & HR updates; Set-up review mechanisms to track progress; Track impact on business results and employee turn-over, over time; Conduct communication events that explain such mechanisms, policies and procedures as needed; Seek feedback on HR policies and systems; Review effectiveness of grievance redressal mechanism; Resolve escalated issues in order to improve retention of talent and maintain high productivity levels.

- Rewards and recognition: Implement the R & R across the division; Chair steering-committee meetings on rewards and recognition; Approve nominees for recognition programmes; Provide inputs to annual compensation benchmarking survey; Analyse findings; Recommend adjustments to compensation policies, where needed; Guide managers on deployment of compensation policy and practices.

- Talent Acquisition: Handling the complete recruitment process of our vertical which includes all level of hiring. Having expertise in hiring of .Net/Java Architect, Infrastructure lead, Storage & Backup expert, Delivery manager, Data center lead etc.

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