1. Strategic HR Business Partnering – Early HR leadership team member to join the young startup, responsible for ensuring HR strategies and initiatives align with the corporate business objectives and business goals (5x growth in GMV). Stakeholder Management: Building strong relationships with CXOs to understand business needs and provide tailored HR solutions. Consultative Support: Offering expert HR advice to business leaders to help drive business performance and employee engagement in a high growth and high delivery set up.

2. Employee experience journey & Policy creation – Working with business leadership team in formulating vision, mission & goals of the organization. Creation of people policies facilitating the org goals & vision for 2000 employees and structures to scale up to 10000 employees in 2 years

3. Organizational Structure facilitating high growth - Leading efforts to design and optimize organizational structures that enhance efficiency and support business goals in an ever-changing environment of a high growth start up ( Series D,E,F & G funding rounds). Change Management: Managing organizational changes, including restructurings and realignments, to ensure smooth transitions and minimal disruption.

4. Talent Acquisition & Management - Talent Acquisition Strategies: Developing and implementing strategies to attract, recruit, and retain top talent – 300 to 2000 employee strength.

5. Compensation & Rewards - Market analysis & benchmarking to create customized reward & benefits policies / strategy working with partners such as AON, Deloitte etc.

6. HR Metrics and Analytics - Data-Driven Decision Making: Utilizing HR data and analytics to make strategic decisions and improve HR practices leading to structured KPI tracking for all functions.

7. Compliance and Risk Management & ER - Ensuring all HR policies and practices comply with relevant laws and regulations. Risk Mitigation: Identifying and mitigating HR-related risks within the organization. More than 100+ varied cases pertaining to ER resolved and structures put in place to mitigate any risk in the future

8. Learning & Development – Devising L&D strategies across various high impact business functions such as Operations, Last mile etc. closely interlinked with business goals & processes impacting 2000 on roll & 15000 off roll team member strength

9. Performance Management - Performance Evaluation Systems: Creation of a robust bi-annual performance management process to evaluate and improve employee performance.

10. Employee Engagement and Retention - Engagement Strategies: Developing and executing strategies to increase employee engagement and satisfaction. Launched 3 employee surveys partnering with x to 10x and devised MAPs to improve sNPS. 10% uptick in scores.

1. Strategic HR Leadership - HR Strategy Development and Implementation: Crafting and executing HR strategies that align with organizational goals. Policy Formulation: Developing and implementing HR policies that foster a positive work environment and ensure compliance during transition from Godrej to RPSG.

2. Talent Acquisition and Management - Effective recruitment strategies that attract top talent and a seamless onboarding process across corporate roles and retail stores (600 on roll & 2000 off roll team members) . Talent Pipeline: Building a robust talent pipeline to ensure the organization is well-prepared for future needs.

3. Performance Management - Performance Appraisal System: Implementation and refinement of performance appraisal processes to ensure fair and constructive feedback. Employee Productivity: Measuring and improving overall employee productivity through effective performance management practices such as BBSC.

4. Employee Engagement and Retention - Engagement Strategies: Developing and executing strategies to improve employee engagement and satisfaction leading to 25% uptick in eNPS scores.

5. Compensation and Benefits strategy – designing competitive reward strategy for corporate & store roles to attract & retain top talent. Devised various innovative methodologies to put focus back on employee productivity across the business such as monthly performance evaluation matrix and unique anniversary appraisal process leading to cost saving (approx. 50L) and drop in attrition (4% drop).

5. Business continuity due to Manpower – led the charter on ensuring 100% business continuity during COVID pandemic challenges for all stores across India given that the business was an essential service. 0% disruption in business due to manpower challenges.

6. Diversity, Equity, and Inclusion (DEI) - DEI Initiatives: Launching and managing initiatives to promote diversity, equity, and inclusion within the workplace leading to up to 10% uptick in diversity numbers. Launched the pilot for women delivery partners for the organization.

7. Organizational Development - Change Management: Leading change management initiatives to ensure smooth transitions and high adoption rates. 0% attrition in critical talent during the transition phase of organization buy over between Godrej & RPSG group.

8. Compliance and Risk Management - Legal Compliance: Ensuring all HR practices comply with local, state and national regulations especially during the COVID pandemic period.

1. Strategic HR Initiatives - HR Strategy Implementation: Successful execution of HR strategies aligned with business goals. Policy Development and Implementation: Introduction and implementation of new HR policies that improve workplace culture and compliance.

2. Employee Training and Development - Successful implementation of new training programs, including workshops, seminars, and e-learning modules for Titan Watches

3. Performance Management - Performance Review Process: Successful implementation of performance appraisal processes and the resulting improvement in employee performance. Goal Setting and Achievement: Ensuring employees meeting or exceeding their performance goals linked to business goals.

4. Employee Engagement and Retention - Engagement Initiatives: Implementation of employee engagement initiatives leading to improved morale and productivity. Retention Rates: Reduction in employee turnover rates, particularly among high-performing and high-potential employees.

5. Leadership Development - Leadership Programs: Introduction and success of leadership development programs. Promotions from Within: 40% internal roles were fulfilled due to internal promotions as a result of effective leadership development.

6. Employee Wellbeing - Wellbeing Programs: Introduction of programs that enhance employee wellbeing, such as mental health support and work-life balance initiatives. Wellbeing Metrics: Improvement in employee wellbeing scores.

1. Training strategy & implementation : Successful implementation of new training programs for various clients of Smollan group such as Kellogg's etc.

2. Career Development- Successful implementation of career path programs, with employees moving through defined stages of career development.

3. Mentorship and Coaching Programs - Mentorship Success: Establishment of effective mentorship programs, with measurable outcomes such as mentee satisfaction and progression.

5. Capability building strategy - for all associates pan India working with Smollan group and servicing various client

6. Employee Retention - Control in attrition rates for employees pan india by supporting HR initiatives

1. Training strategy & implementation : Successful implementation of new training programs, including workshops, seminars, and e-learning modules for the Reliance Market (Cash & Carry division)

2. Career Development- Successful implementation of career path programs, competency framework based assessment centres with employees moving through defined stages of career development.

3. Employee Engagement and Satisfaction - High Engagement Scores: Improvement in employee engagement scores, indicating better morale and commitment.

4. Mentorship and Coaching Programs- Mentorship Success: Establishment of effective mentorship programs, with measurable outcomes such as mentee satisfaction and progression.

5. Team Performance and Productivity - Successful completion of key projects by the team, attributed to enhanced capabilities and effective training. Performance Metrics: Improvement in team performance metrics, such as productivity, quality, and efficiency.

6. Employee Retention - Low Attrition Rates: Decreased employee turnover, indicating higher job satisfaction and loyalty. Retention of Top Talent: Success in retaining high-potential employees and critical talent within the region.