Experience

SAMARTH LIFE SCIENCES PRIVATE LIMITED

• India
• Pharmaceutical Manufacturing
• 200 - 300 Employee

• Director HR

  • Nov 2022 - Present



Relife Medicare Systems

• Mumbai, Maharashtra, India

• Chief Strategy & Marketing Officer

  • Jul 2021 - Nov 2022



USV PRIVATE LIMITED

• India
• Pharmaceutical Manufacturing
• 700 & Above Employee

• Sr Vice President- HR

  • Jul 2011 - Mar 2021

  • Thought leader influencing executive strategy to place talent management as a core business strategy. • Build and present a quantifiable return on investment for a "people" first strategy. • Recruit and develop a team of human resource staff in payroll, talent acquisition, benefits, legal, training & development. • Thought leader influencing executive strategy to place talent management as a core business strategy. • Build and present a quantifiable return on investment for a "people" first strategy. • Recruit and develop a team of human resource staff in payroll, talent acquisition, benefits, legal, training & development.



Ashapura International

• India
• Mining
• 400 - 500 Employee

• Vice President-Group HR & ADMIN

  • Mar 2007 - Jun 2011

  Responsible for over 2600 direct and indirect employees spread across in India & abroad • Identifying & recognizing key positions to support top management in strategic thinking for the organization’s operational excellence, speed of growth, new business ventures and risk management. • Identifying core team members to run day to day business and plans for smooth transitions. • Identifying and training talent pool to take over the #2 positions over a period of 1-2 years •… Show more Responsible for over 2600 direct and indirect employees spread across in India & abroad • Identifying & recognizing key positions to support top management in strategic thinking for the organization’s operational excellence, speed of growth, new business ventures and risk management. • Identifying core team members to run day to day business and plans for smooth transitions. • Identifying and training talent pool to take over the #2 positions over a period of 1-2 years • Strengthening HR function through various SOPs, HR policies, Induction programs, Employee engagement etc. • Building the entire HR team which is highly motivated and proud of their quality of work • Introducing PMS along with positions and salary banding to bring them to latest way of performance management Show less Responsible for over 2600 direct and indirect employees spread across in India & abroad • Identifying & recognizing key positions to support top management in strategic thinking for the organization’s operational excellence, speed of growth, new business ventures and risk management. • Identifying core team members to run day to day business and plans for smooth transitions. • Identifying and training talent pool to take over the #2 positions over a period of 1-2 years •… Show more Responsible for over 2600 direct and indirect employees spread across in India & abroad • Identifying & recognizing key positions to support top management in strategic thinking for the organization’s operational excellence, speed of growth, new business ventures and risk management. • Identifying core team members to run day to day business and plans for smooth transitions. • Identifying and training talent pool to take over the #2 positions over a period of 1-2 years • Strengthening HR function through various SOPs, HR policies, Induction programs, Employee engagement etc. • Building the entire HR team which is highly motivated and proud of their quality of work • Introducing PMS along with positions and salary banding to bring them to latest way of performance management Show less



Nicholas Piramal India Limited

• United Kingdom
• Pharmaceutical Manufacturing
• 1 - 100 Employee

• Vice President Human Resources

  • 1993 - 2007

  • Attraction & Retention Define strategy for attraction and retention. Plan, select and induct new hires, solicit employee feedback to attract and retain best talent. • Performance Management Facilitate goal setting process, monitor, review, cascade of goals, clarify linkages b/w performance and compensation. Ensure individual objectives are aligned to corporate objectives • Compensation Management Devising compensation philosophy based on the profitability of the company and… Show more • Attraction & Retention Define strategy for attraction and retention. Plan, select and induct new hires, solicit employee feedback to attract and retain best talent. • Performance Management Facilitate goal setting process, monitor, review, cascade of goals, clarify linkages b/w performance and compensation. Ensure individual objectives are aligned to corporate objectives • Compensation Management Devising compensation philosophy based on the profitability of the company and the in The industry trends. Use compensation as a tool for motivation, attraction and retention. • Personnel Administration Review variances in policy administration, proactively address would be employee concerns to ensure efficient operations and customer satisfaction • Legality Management Provide strategic direction, support and guidance to the SBUs, intervene in issue resolution to ensure harmonious relations with complete compliance to statutory requirements • Culture Management As HR custodian align, introduce, integrate and maintain the culture of the company following mergers and acquisitions. Treat every employee with dignity and respect as an integral part of the organization. • Achievements: Received the coveted “Organisation with Innovative HR practices” award for Nicholas Piramal India Limited at the Asia Pacific HRD Congress 2004 for driving transformational HR interventions resulting in company’s major turnaround performance o Developed & introduced talent management program for career development and retention of the best talent leading to significant decline in attrition o Integration of staff of Roche, Boeringer Mannheim, Rhone Poulenc and Sarabhai into Nicholas Piramal o Established a new franchise company with over 700 employees o Ensured complete transformation and turnaround of non-performing unionized employees o Successfully introduced and implemented voluntary retirement scheme o Successfully harmonized compensations after mergers and enhanced productivity levels Show less • Attraction & Retention Define strategy for attraction and retention. Plan, select and induct new hires, solicit employee feedback to attract and retain best talent. • Performance Management Facilitate goal setting process, monitor, review, cascade of goals, clarify linkages b/w performance and compensation. Ensure individual objectives are aligned to corporate objectives • Compensation Management Devising compensation philosophy based on the profitability of the company and… Show more • Attraction & Retention Define strategy for attraction and retention. Plan, select and induct new hires, solicit employee feedback to attract and retain best talent. • Performance Management Facilitate goal setting process, monitor, review, cascade of goals, clarify linkages b/w performance and compensation. Ensure individual objectives are aligned to corporate objectives • Compensation Management Devising compensation philosophy based on the profitability of the company and the in The industry trends. Use compensation as a tool for motivation, attraction and retention. • Personnel Administration Review variances in policy administration, proactively address would be employee concerns to ensure efficient operations and customer satisfaction • Legality Management Provide strategic direction, support and guidance to the SBUs, intervene in issue resolution to ensure harmonious relations with complete compliance to statutory requirements • Culture Management As HR custodian align, introduce, integrate and maintain the culture of the company following mergers and acquisitions. Treat every employee with dignity and respect as an integral part of the organization. • Achievements: Received the coveted “Organisation with Innovative HR practices” award for Nicholas Piramal India Limited at the Asia Pacific HRD Congress 2004 for driving transformational HR interventions resulting in company’s major turnaround performance o Developed & introduced talent management program for career development and retention of the best talent leading to significant decline in attrition o Integration of staff of Roche, Boeringer Mannheim, Rhone Poulenc and Sarabhai into Nicholas Piramal o Established a new franchise company with over 700 employees o Ensured complete transformation and turnaround of non-performing unionized employees o Successfully introduced and implemented voluntary retirement scheme o Successfully harmonized compensations after mergers and enhanced productivity levels Show less