Nutan Toppo

• Spearheaded HR strategy and people operations for six international markets, ensuring legal compliance, cultural alignment, and regional effectiveness. • Played a pivotal role in M&A transitions, including HR due diligence, post-merger integration, and organizational design aligned to global delivery and sales structures. • Led the reorganization of regional sales and technical teams, optimizing headcount efficiency and aligning KPIs to global business goals. • Standardized and localized HR policies and handbooks across geographies, aligning Tata Group guidelines with regional labor regulations. • Partnered with business heads to design scalable talent strategies, supporting expansion in Australia, Latin America, and Japan. • Developed compensation and benefits frameworks, conducted benchmarking and salary surveys, and negotiated group health plans. • Managed entire employee lifecycle: recruitment, onboarding, performance management, L&D, grievance redressal, and separation. • Ensured compliance through global audits (US, EU, Japan, Africa) and served as the HR point for ethical investigations and risk mitigation.

Employee Relations • Presenting Information and responding to queries from internal clients. Personal consulting & mutual responsibility for building & implementing HR processes. • Consult Employees – be an open door/ear for different personal issues, Grievance handling for entire India work force. • Plan, attract, motivate retain best available talent to help maintain attrition/Hire Ratio. • Target the E-Sat improvement actions through reward & recognition strategies & action plans by center that will help in achievement of overall employee engagement score. Manage EOQ, Service Awards, Milestone awards. • Managing the Attrition Mitigation Project & RCA’s to target the financial savings to the organization. • Alignment of QuEST Business Processes with local requirements of the geography • People Cost, Payroll, medical Insurance, PF & Background check. • Organized monthly Open houses & organizing annual day for the organization. Performance Management System • Manage the annual employee performance management system-normalization, goal setting & directional feedback • Conceptualizing and conducting compensation surveys for revising salary. Drafting proposals and submitting to the management for approval. • Run the Promotion cycle twice a year • Manage & administer the variable payout. HR Tools • Employee relation tool (for certificate, employee loan,suggestions & feedbacks etc) • E-Induction tool (online application to fill employee details like passport, address etc) • E-Exit tool (resignation online) • Promotion Tool-(online tool to manage promotions) HR Metrics, Reports & Audits • Manage HR Metrics & reports for Quality Councils for OBU Leadership meets. • Monthly Release of HR Book which details in depth attrition Analysis by band; location; reason; Q-Matrix; Demographics; EEO Reports.