Experience

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  Holy Family Hospital, Bandra

  • Mumbai, Maharashtra, India

  • Human Resources Director

    • Apr 2024 - Present
    • Mumbai, Maharashtra, India

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  Tripta Foundation

  • Mumbai, Maharashtra, India

  • Consultant Therapist

    • Feb 2023 - Present
    • Mumbai, Maharashtra, India

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  Kodak Alaris

  • United States
  • Information Services
  • 700 & Above Employee

  • Talent Development Director

    • Sep 2020 - Mar 2022

    Responsible for global strategic HR priorities including Diversity and Inclusion, Talent Management, Employee Engagement/Culture, Learning and Employee/Leadership Development.

  • HR Director - South East Asia and India

    • Jul 2013 - Sep 2020

    Responsible for developing HR strategy and delivering proactive HR initiatives to achieve sustainable growth business in India and South East Asia Cluster.Key ResponsibilitiesStrategic Partnership : Work in Partnership with the business leaders as a true business partner, to develop specific HR strategy for INSEA in accordance with the overall WW/APR HR strategy Recruitment : Work together with Business leaders to attract talent, while taking into account quality of hire, cost of hire and time to hire metrics. Performance Management: Support the APR HR Director and Business Leaders to raise the performance bar, develop a culture where employees are aware of how their individual roles contribute to the overall team/group result. Learning and Development – Partnering with the APR HR Director and Business Leaders to agree on training and development initiatives that contribute to improving individual and organization effectiveness and also to ensure regulatory requirements.Compensation and Benefits –. Make suitable recommendations to ensure retention of quality employees and the achievement of business plan objectives. Lead the development and implementation of local reward and non-monetary recognition strategies to ensure a focus on the key business success drivers and appropriate business behaviours. Organisational development – Support the Business Leaders in the design of the organisation structure and culture with pro-active HR strategies, clear and accurate employee information and communication. Employee Communications and Engagement – Partner with the Country Heads to promote and monitor excellent employee relations through robust communication practices. Act as employee champion and change agent.

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  Eastman Kodak Company

  • United States
  • Manufacturing
  • 700 & Above Employee

  • Vice President - Human Resources, India Cluster & Global Inclusion Manager Asia Pacific Region

    • Jan 2007 - Jun 2013

    Key Responsibilities:•Develop comprehensive talent management strategy that holistically addresses and aligns the full talent life cycle: attraction, hiring, development, and retention plans to meet the organization’s human capital needs at Kodak India.•Building a leadership pipeline for critical positions in Kodak India.•Work with Global Talent Inclusion and Engagement Team to design initiatives to inspire, nurture and retain talent in Kodak, Asia Pacific Region.•Develop and execute diversity, inclusion and engagement strategy and framework for integration into business practices for the Kodak, Asia Pacific Region.•Designing and administering Leadership Effectiveness and Team Effectiveness surveys, analysis and coaching leaders on development actions.•Lead performance management and reward and recognition strategy and initiatives in Kodak India.•Align India compensation strategy and plan with Industry for Kodak India.

  • General Manager - HR

    • Apr 2005 - Dec 2006

    Stated Responsibilities.Recruitment & Resourcing: Management of the complete recruitment life cycle for sourcing the best talent from diverse sources after identification of manpower requirements. Planning human resource requirements in consultation with heads of different functional & operational areas and conducting selection interviews. Training & Development: Lead Facilitator for In-house training programsConceptualizing & developing training & development initiatives for improved productivity, building capability and quality enhancement. Identifying training needs across levels through mapping of skills required for particular positions and analysis of the existing level of competencies.Designing, organising Training programs of internal & external agencies, developing multi/cross functional skills. Member of Global teams of the company for designing training programs for global rollout.Performance Management: Developing guidelines for an effective performance management system for the company. Performance Monitoring, Feedback Sessions, Development of High Potential Employees and Succession Planning.Employee Engagement: Enhancement of Employee Engagement through Training, Communications, Culture Audits,

  • Manager - Organisational Development

    • Apr 1996 - Mar 2005

    • Recruitment –attracting best talent all India across all levels.• Induction – Induction Program for New Entrants• Trainingo Identification of Training Needso Employee Development Planningo Designing Training Moduleso Facilitating at Training Workshopso Promoting E-learning• Performance Management : o Setting KRA’s for all employees o Monitoring Performanceo Performance Appraisals • Qualityo Co-ordinator for India. o Responsible for Quality Training • Employee Communicationo Editor Quarterly Newsletter for Employees in Indiao Editor E-learing Newsletter for Greater Asia Region • Employee Satisfaction : o Responsible for conducting Employee Opinion Surveys

  • Assistant Manager - Human Resources

    • Apr 1994 - Mar 1996

  • Personnel Executive

    • Apr 1992 - Mar 1994

  • Personnel Officer

    • May 1989 - Mar 1992