Ankit S.

HRBP for Corporate Functions Globally and GCC along with People Operations role.

Human Resources Tools, Global payroll, Compensation & Benefits and People Analytics & Global Policies for across ETG in 48+ countries

Responsible for Pulses vertical operation for Africa, UAE , Bangladesh along with India Country HR Role

𝑲𝒆𝒚 𝑹𝒆𝒔𝒑𝒐𝒏𝒔𝒊𝒃𝒊𝒍𝒊𝒕𝒊𝒆𝒔 – ❖ Serve as Country Head for India (7 Factories and 4 Offices) and Bangladesh (1 Factory and 1 Office) for spearheading the full spectrum of HR operations, Industrial Relations, and General Administration to support the organization in the realization of the company’s vision and achieve the business goals. ❖ Function as a valuable Business Partner to all departments, ensuring HR is integrated into strategic decision-making processes. ❖ Devise a comprehensive 1-3-5-year plan for the Human Resource function, which aligned with the company's strategic objectives and strengthened its competitive edge. ❖ Conduct an in-depth analysis of the recruitment cycle and identify areas of improvement, including optimizing job postings, creating compelling employer branding strategies, and devising innovative selection techniques to assess candidate suitability. ❖ Design and implement robust HR strategies and SOPs for all HR processes within the organization, ensuring compliance with industry standards and best practices. ❖ Provide support to all departments and deliver strategic HR plans that aligned with the overall business direction. ❖ Streamline the end-to-end hiring process to enhance the onboarding experiences of new employees by implementing a comprehensive onboarding program, covering orientation, skill-building workshops, and mentorship opportunities to support new hires in their journey of becoming productive team members. ❖ Collaborate with the CEO of India and the Global Head of HR Cash Traded Vertical in Dubai to ensure that HR practices are consistent with the organization's global strategy. ❖ Provide timely and accurate HR-related data and reports to support business decision-making processes. ❖ Drove a highly successful culture survey, recording an unprecedented 98% participation from India and Bangladesh.

𝑲𝒆𝒚 𝑹𝒆𝒔𝒑𝒐𝒏𝒔𝒊𝒃𝒊𝒍𝒊𝒕𝒊𝒆𝒔 – ❖ Responsible for Pulses vertical across India regions including factories in Kolkata, Vasad & Khopoli and Edible Nuts factory in Kheda. ❖ Exchange Traded Commodities in India including Coffee Factory in Coorg.

𝑲𝒆𝒚 𝑹𝒆𝒔𝒑𝒐𝒏𝒔𝒊𝒃𝒊𝒍𝒊𝒕𝒊𝒆𝒔 – ❖ Pioneered innovative initiatives to engage employees during the lockdown due to Covid-19, which included virtual team-building activities, mental health support programs, and remote working solutions. ❖ Orchestrated all aspects of staffing and recruitment, ensuring the hiring of the right kind of talented and skilled candidates necessary to create a leading workforce of motivated, qualified personnel. ❖ Launched a new process called Audit Readiness that focused on compliance of Site and Administration & Security, ensuring that TE Connectivity was in compliance with all relevant regulations and standards. ❖ Led an Organizational Project (OD) on Self-Managed Teams, which aimed to improve team collaboration and productivity, resulting in higher levels of employee engagement and performance. ❖ Converted the individual induction program to an India-level induction, providing a more comprehensive onboarding experience for new hires across the organization. ❖ Created a Talent Pipeline for critical roles in each function, which helped to identify and develop top talent and build a strong bench of future leaders. ❖ Successfully brought back 60% of employees from different districts in Karnataka after a discussion with the Chief Secretary and Principal Secretary to the Chief Minister, which enabled the organization to resume its operations smoothly and effectively. ❖ Initiated different fun activities for employees across the organization, which fostered a sense of camaraderie and boosted employee morale. ❖ Enhanced employee engagement scores to 83 percent, which demonstrated a significant improvement in employee satisfaction and motivation. ❖ Increased collaboration among different functions of Operations, which resulted in better alignment and cooperation between departments, leading to higher levels of efficiency and productivity.

𝑲𝒆𝒚 𝑹𝒆𝒔𝒑𝒐𝒏𝒔𝒊𝒃𝒊𝒍𝒊𝒕𝒊𝒆𝒔 – ❖ Directed, developed, and drove the business unit's goals, workforce plan, and human capital strategies by acquiring in-depth knowledge of the business, including budget, revenue, and product and portfolio roadmap, resulting in an optimized and efficient workforce. ❖ Worked efficiently with business colleagues and the leadership team regarding recruitment, performance management, restructuring, coaching, training, and special projects, resulting in a more cohesive and high-performing team. ❖ Gained extensive experience in a broad range of HR areas, including business partnering, compensation, employee relations, resourcing, talent development, and succession planning, which helped in developing a more skilled and capable workforce. ❖ Drove the organization, designed actions, and enabled new product introduction to achieve QCD Quality, Cost, Delivery) goals, which resulted in significant improvements in efficiency and profitability. ❖ Successfully achieved the diversity target of hiring 25 percent female workforce, which helped in building a more inclusive and diverse team that promoted innovation and creativity. ❖ Accomplished hiring of 300+ employees for the Greenfield project in the year 2017-18, which enabled the organization to scale up its operations and expand its market reach. ❖ Meticulously supported organizational structure changes, workforce planning efforts, and headcount compliance, which helped in building a more streamlined and efficient organization. ❖ Obtained approvals needed during the infrastructure stage, including from CTE (Chief Technology Officer) and CTO (Chief Technical Officer), which enabled the organization to operate smoothly and effectively. ❖ Proactively identified and addressed HR-related issues, implemented effective solutions, and provided strategic guidance to the management team, which resulted in a more engaged, motivated, and high-performing workforce.

𝑲𝒆𝒚 𝑹𝒆𝒔𝒑𝒐𝒏𝒔𝒊𝒃𝒊𝒍𝒊𝒕𝒊𝒆𝒔 – ❖ Managed a shared services team of all six businesses, ensuring the delivery of HR services that were consistent with the organization's strategic goals and objectives. ❖ Launched Alstom Connect, a platform for feedback from different stakeholders, to ensure continuous improvement in HR services and increased engagement from employees. ❖ Improved the efficiency of the team by launching a survey that helped in identifying areas for improvement and streamlining processes, leading to a more productive workforce. ❖ Supported business leaders by providing analytics to take necessary decisions, leveraging data to drive informed decisions that resulted in a more strategic approach to HR management. ❖ Accountable for the 3-year plan while working in Noida for overall HR activities, which helped in achieving the organization's HR objectives and aligning them with the company's broader goals. ❖ Worked single-handedly on Share redemption given in 2010 to employees, which helped in boosting employee morale and retention.

All HR Tools applicable in ALSTOM Identifying new Process and its implementation.

𝑲𝒆𝒚 𝑹𝒆𝒔𝒑𝒐𝒏𝒔𝒊𝒃𝒊𝒍𝒊𝒕𝒊𝒆𝒔 – ❖ Directed the on-boarding process, training and development, and investigated and resolved all employee-related issues, ensuring that employees were adequately supported and engaged. ❖ Designed and implemented a framework for rewards and recognition of employees, which helped in boosting employee morale, motivation and retention. ❖ Led the people review process starting from functional to senior level, ensuring that employees were evaluated fairly and objectively, and provided with the right opportunities for growth and development. ❖ Coached managers and supervisors on performance management, disciplinary actions and retention, helping them to develop and maintain positive relationships with their teams. ❖ Supported HR head for successful running of ODC for 1.5 years on a continuous basis, contributing to the overall success of the organization. ❖ Reduced the attrition rate from 14 percent to 0.2 percent in the year 2012, which helped in retaining top talent and achieving organizational objectives. ❖ Enhanced the employee engagement scores to 94 percent in the year 2013, which helped in building a positive and productive work culture.

𝑲𝒆𝒚 𝑹𝒆𝒔𝒑𝒐𝒏𝒔𝒊𝒃𝒊𝒍𝒊𝒕𝒊𝒆𝒔 – ❖ Starting from Dossier to Attendance System to People Software for database to Show Causes to workers to Canteen to SAP to Performance Appraisal with salary hike to bonus achievement. ❖ Now Training & Development with People Software & SAP.

Study on Performance Appraisal System. E-PMS for Executives CR for Non- Executives