Dhaval Morparia

- Heading HR, IR and Compliances for the entity (including Plants and R&D centres) - Partnered with CEO for building “One Livguard Drivetrain”; multiple businesses (including acquired businesses and JV) under one roof resulting in multi-fold revenue growth in the last 3 years - Established 3 new plants for Lithium and Drivetrain business - Partnered with Business and Function Heads for strategic build-out of the organisation which resulted in better efficiency and optimisation of cost - Designed and implemented Sales Incentive Program, Key Talent Program - Successfully delivered Great Place to Work (GPTW) certification - Implemented and embedded Competency Framework in various HR processes - Ensured harmonious industrial relations environment at the plant - Responsible for factory compliances

- COE Head taking care of • Compensation & Benefits including Long Term Incentive • Performance Management • HR Technology • Learning & Development • Talent Management • HR Policies and Budget • HR Operations - Extensive work on performance culture • Innovatively designed and implemented increments & performance pay to enhance functional accountability in alignment to our Performance philosophy of No-bell Curve • Improved performance differentiation through analytics • Modified Sales Incentive Plan • Supported CHRO for creation of increment and variable pay proposal for NRC - Partnered with CHRO to introduce Restricted Stock Units (RSUs) for Top Management as a part of Long-Term Incentive program - Extensive work on HR Automation including implementation of HR App, HR BOT, Employee Sentiment App, Rewards & Recognition Platform, Automation of various HR processes including usage of RPA - Core team member who worked on DRHP filing as well as Rebranding at Tata Play - Handled Statutory, Internal and Business Excellence Audits - Function representative for driving Tata Business Excellence Model in HR - Briefly played the role of HRBP for corporate functions

Responsible for designing and managing Compensation & Benefits for White Collar and Blue Collar employees (4000+) at SMG Responsible for designing, implementing and managing Policies as well as Performance Management System at SMG Responsible for design and execution of Talent Management processes for the company

Client management • Responsible for first level meetings with clients to understand requirements, designing proposals as well as meeting the key stakeholders for the assignments. • Maintaining relationships during and post project closure • Responsible for developing business in a new geography Change management • Been a core member for change management assignments with focus on o Organization restructuring o HR Diagnostics / HR Audit o Policy review and designing o Designing Job descriptions and KRA directory o Designing recognition programme o Driving culture change o Designing and executing communication strategy for restructuring exercise • Front ended the project delivery including the collateral designing, communication workshops, and final report delivery Assessment / Development Centre Design and administration of Assessment / Development Centre which included defining competencies and behavioural indicators, designing tools, scheduling and managing the Assessment / Development Centre. Other Assignments • Compensation & Benefits Benchmarking studies • Feasibility study for Green Field Project

Responsible for managing a unit of 600+ employees with a team of 3 covering the following HR services • Employee Engagement – induction, rewards & recognition, employee satisfaction initiatives • PMS – ensuring timely completion of PMS cycle for the unit without any escalations • Promotion & Progression – Led a team across multiple locations to ensure timely closure of Promotions & Progressions for the Unit covering 7000+ employees pan India • Grievance Handling – resolving employee concerns, tracking and reporting on the same • Handling disciplinary cases for the unit • Analytics and Reporting – Creating unit specific dashboard

Responsible for setting up some of the key HR practices for the green field project • Responsible for implementing and managing Performance Management System o A core team member for implementing Appraisal System of Daimler AG o Responsible for proposing Increments to Top Management o Single handedly managed Promotions, Increments and Variable Pay for the entire organization for 3 cycles • Manpower Planning – Responsible for Manpower Planning Process for the entity and proposing the numbers to the top management. Member of Global ORG team representing DICV • Automation of HR processes (HR-IT) – Project Lead o Prepared Process document for all HR processes from the point-of-view of implementing IT systems o Project Lead from HR for end to end implementation of PeopleSoft based system for Employee Database Management o Planning HRIT roadmap for automation of processes like Recruitment, Onboarding, Separation etc. • Budgets – Responsible for creating and monitoring HR Budget • Assignments o Recruitment - Created Recruitment Dashboard. Conducted interviews during peak recruitment periods. o Strategic HR – Involved in creating HR Roadmap for 2011 and beyond o Coordinated Assessment Centre conducted for selection of employees for senior management level o Formulated reward scheme for executives

Training & Development TS 16949 Employee Welfare Driving HR initiatives at the unit