Nagumotu Srikant

• Heading HR For Consumer Business • Develop people strategy for the Retail bank - Role encompasses being a Strategic HR Partner for Pan India Retail Banking for IndusInd Bank. • Drive HR agenda with the Leadership team on employee connect, People Management, cost management, Organisation structure, Performance management, Talent planning and Compensation benefits. • Implementation of career pathways for employees and succession planning to build strong leadership pipeline - Individual counseling for ‘Outstanding’ performers and identified high potential talent. • Closely work with CEO on Organisational changes/ restructuring - to cater to the future needs of the bank • Ensure smooth transition in Mergers & Acquisitions from a people perspective. • Provide inputs on reward & recognition programs, incentive schemes etc. in order to enhance employee motivation, retention and enhance employee productivity. • To ensure Talent acquisition along with strategies to ensure right hire at right cost in right time • Manage the HR budget for the business unit for compensation, reward and recognition; hiring. • Ensure effective cascading of HR policies & practices across the organization

- Heading the Business HR Function - Providing end to end Business HR support to all retail business groups mainly Consumer Finance, Health Insurance, Securities & Commodities verticals. - Drive the HR initiatives and be responsible for the expansion plan of the Business Units. - Reach out to all retail employees and initiate appropriate HR interventions –Employee Engagement , Dissemination of Religare Value Proposition, Goal Setting for Non – Incentivised Employees - Performance and Compensation Management. – Implementation of the Balance Score Card Approach and designed the Performance Contracts for all job families. Across the 4 verticals. - Develop and Implementation of Training & Development initiative for the verticals/Create learning culture across all retail groups - Ensure appropriate resourcing, capability planning, design for all retail businesses through various initiatives. - Design and Implement Talent Acquisition strategies for all skill sets – Set up the Industry Academia Intervention. - Implementation of Core HRIS system - Adrenalin Pan India

- Strategize, design and lead HR initiatives for the RETAIL telecom business which grew from around 350 stores to 1400+ stores and a revenue base of 1200 cr. Employee strength increased from 1800 to 4500+ across India. - Facilitated in designing and deployment of HR policies for employee retention by providing an appropriate working ambience through out the organization. - Evolve employee performance measurement systems and processes to map performance standards and productivity at the individual, departmental and organizational levels. Integrated Performance Management & productivity, Compensation & Benefits, Pay roll management, Recognition & reward systems etc. - Custodian for Employee Satisfaction in the organization. Ensure that E- Sat gets measured and is linked to performance at senior levels in the organization. Implementation and review of Hewitt action plans, To create a strong culture of service through education and training, reward and recognition systems and continuous skilling (task and competency) improvement programs. - Management Development initiatives, align development of Functional & Behavioural competencies to business & build capability in the organization through Assessment Centers, Job Evaluation – Hays’ Method, Employee Development Review To design and develop career and succession plan for critical employee base. - Cost Management -To bring about efficiencies, Addressing key critical manpower ratios so as to drive store profitability.

WAS RESPONSIBLE FOR 1)RECRUITMENT 2) ENGAGEMENT 3) COMPENSATION 4)EMPLOYEE RELATIONS

• Strategise and design HR initiatives with a focus on creating the Employer Brand, ensure high motivation and morale levels in the organization.Worked closely with Business heads (CEOs) and the functional heads to design HR systems and policies with a focus on creating the Employer Brand. • Management Development initiatives - align development of Functional & Behavioural competencies • Actively involved in Coordination of Measurement of Employee Engagement Survey and putting in place Action plans arising out of the Gallup Workplace Management Study and Hewitt HR process capability audit . Responsible for the Gallup survey and Hewitt HR process capability audit • Integrated Performance Management & productivity: Evolve employee performance measurement systems and processes to map performance standards at the individual, departmental and organizational levels. Designing and Coordination of the Annual / Quarterly Performance Appraisal process for all employees. The appraisal process was done online without any paper work. Also linked the potential mapping. • Recognition & reward systems: Have Instuitionalised the R&R program through various programs of Instant Recognition, Value recognition, point-based system of recognition etc. • Compensation & Benefits, Pay roll management: Designed a Flexi-Compensation Structure and Variable Pay Structure. Ensure parity in Compensation .Was involved in the compensation survey for putting in the benchmarks for each position. • E- HR – Designed and implemented HR Intranet for Employee Services and HR Information Management. – “HR ONLINE”, a comprehensive One-Stop Site for all HR Processes • Responsible for the Gallup survey and Hewitt HR process capability audit