Shailesh Kukreti

1.HR Strategy . Develop and implement a comprehensive HR strategy aligned with the organization's AOP, leveraging SWOT and PESTLE. Analyses and redesined orgisational structure for orgabisational efficiency driving business outcomes. 2. Talent Management and Development Design and implement talent management programs to attract, retain, and develop top talent (LDP). Develop and execute leadership development programs to build future leaders in line with succession planning and takent pipline for critical roles. 3.Organizational Design and Development. Lead organizational design initiatives to drive business growth and efficiency. Develop and implement change management strategies to support organizational transformation. Design and implement workforce planning strategies to ensure optimal talent deployment. 4.HR Operations and Systems. Develop and implement HR systems,policies and processes to drive efficiency and effectiveness. 5.Employee Engagement and Experience. Develop and implement employee engagement strategies to drive motivation and retention. 6. Compensation & Sales incentive. Develop and implement compensation and benefits strategies to attract and retain top talent. Lead compensation and benefits benchmarking initiatives to ensure market competitiveness. 7.HR Technology. Develop and implement HR technology strategies to drive digital transformation Lead the selection and implementation of HR technology solutions (e.g. HRIS, Hr one). 8.Performance Management Develop and implement performance management frameworks to drive business outcomes via balance score card and smart kra. Set performance goals and objectives that align with business objectives.

1.Talent Acquisition. Develop and implement effective recruitment strategies to attract, select, and hire top talent via online Mercer assesment tools. 2. Performance Management. Design and implement performance management systems to drive business outcomes, including goal setting, performance evaluations, and performance improvement plans. 3. Employee Engagement.Develop and implement employee engagement strategies to drive motivation and retention, including recognition and reward programs, and employee wellness initiatives. 4. Q12.Implement and manage the Q12 employee engagement survey to measure employee engagement and identify areas for improvement. 5. Statutory Compliances. Ensure compliance with all relevant employment laws and regulations, including labor laws, tax laws, and health and safety regulations. 6. Payroll: oversee payroll operations, including salary processing, benefits administration, and compliance with payroll-related laws and regulations. 7. Training & Development: Develop and implement training and development programs to enhance employee skills and coaching via external faculty.

Redesigned and implement performance management system, used Balance Score Card to align and integrate S.M.A.R.T KRA’s down the line. Incorporated 5 Point scale and bell curve distribution thus effecting merit, spread and optimizing increments roll out to 8 % . • Conducted Righting exercise for the Infra Business to improve productivity and effectiveness, reduced payroll Cost by 11%. • Revamped Recruitment Strategy in alignment with AOP with right mix of sourcing channels & tools to acquired talent. Achieved average Time to fill as 40 days while reducing 50% recruitment cost. • Designed and implement Organizational Capability Model by identifying individual & departmental training needs which responds to changes in business environment and deliver value to its customers and stakeholders. Implement the annual training calendar and measure its effectiveness. • Developed organization design for new “SCM Solutions” business and optimized span of control by 50% and reduction of 15% cost. • Designing Pay model with effective Compensation & Benefits along with ESOP’s for attracting, retaining and engagement of employees. • Drive manpower planning & Forecasting w.r.t. annual Operating Plan in consultation with Business Head & respective HOD for FY 23-24. • Implement the Grievance redressal policy under the company's framework. • Implemented HR Modules in Beehive in toto for employee experience on Technology front/HR automation vis-à-vis HR Processes digitization. • Zero deviation on Statutory Compliance and applicable labor laws as per general condition of contacts w.r.t Pan India Infra Projects

Re-designed Performance Management System from 3-point rating scale to 4-point performance rating scale for Adani realty for FY 22-23. • Talent Management for NCR region by incorporating tools like KF4D, Thomas DISC, 3*3 Matrix, Hay Guide Job Evaluation Charts, Coaching, IDP’s. • Lead Talent Acquisition /Recruitment for Adani Realty North Vis-à-vis Annual Manpower Budget and Business requirements. • Ensured Statutory Compliance along with Labour & Employee Relations (L&ER) for operational sites in NCR region. • Achieved Highest Employee Engagement mean Score for North region i.e., 4.22 on 5-point scale in Gallup Q12 Survey. • Ensured Manpower Planning for North Region for FY 22-23 along with Business Head and Functional Heads w.r.t Annual Operating Plan / Business Objectives, Ratios and Metrics and Annual Budget. • Ensured implementation of Key training programs / Skills development initiatives in line with project progress and Quarterly Training schedules

Executed best-in-class Talent Acquisition practices/strategies to drive an elevated candidate experience inclusive of sourcing, screening, interviewing, selection and onboarding in line with Business objectives. Ensured Workforce Planning by analyzing supply and demand, assessing gaps, forecasting and planning, to determining target talent required for the organization to achieve strategic objectives and Productivity goals. . Rightsizings Resources as per project cycle. Responsible for Training and Development lifecycle (Training need analysis, Design, Development, Delivery, Evaluation) vis-à-vis Functional & Behavioral learning requirements across all levels through delivery methods. Ensured Talent Management practices e.g., Rewards tied to Performance Management and Development i.e., Bell curve distribution, Promotions, Succession Planning, EDP, MDP and Development /Assement Centers for High Potential. Lead strategic Employee Engagement programmes that effectively balanced the needs of the individual, Managers and the organization e.g., LAP , PATSHALA , TOWNHALLS. Drive annual engagement survey and enabling the development of organizational & Functional action plans. Conducted Focused Group discussion to consolidated opinion of internal stakeholder’s vis-a- viz speak up survey findings. Supervised HR Compliance along with Labour & Employee Relations (L&ER) to ensure an aligned strategy between employee needs and business outcome. Managed all aspects full Employee life cycle in Myzone SAP i.e., Hiring, Confirmation, Transfer, Demotion, Promotion etc . Under Corporate Social Responsibility (CSR) /Affirmative Action conducted Need Assement Survey and submitted proposal for activities to be implemented under the ambit of CSR Policy. Implemented HR policies and processes, work in close collaboration with the HQ HR and operations team to ensure appropriate HR processes and systems are aligned to business operations.

Drive end to end Performance Management as a process in the organization & ensure PMS cycle is completed across location as per time fame & quality. Roll out Annual Increment, Incentive & Promotion process of permanent & employee on contract. Facilitated Strategy Deployment Matrix ensure business performance goals are cascaded by the start of the financial year through Balance Score Card to Head of Functions i.e., HR, Operations, Engineering, Accounts etc. Implemented HR Risk mitigation plan prepared under Annual Risk Management workshop/process being the HR risk owner for HR function. Drive Capability Development Process, Prepare Annual Training Calendar and ensured 7 man days of training is imparted Organized. Measure Training effectiveness for the organization, measured organization’s Human Capital Readiness Index (HCRI) through Competency mapping. Implemented Employee Engagement process in the organization - Annually coordinate with agencies for conducting Employee Engagement Survey.Prepare Annual Employee Engagement Action Plan at organizational level & Manager Score Card vis-a-vis Aon Hewitt 3S Model. Implemented and played a key role in Work Level Study and mapping of Position, Role and Job Description vis-a- vis Grades with Organizational parity and operational efficiency . Implemented SAP HCM module for the organization in consultation with implementing partners, Finalized Blueprint documents, structure, and data migration for employees, Info types.Prepared & revised HR polices and got it approved by Executive Director & CEO for implementation e.g., Reward & Recognition, Deputation policy, Travel. Drive Corporate Social Responsibility working on Key Focus Area on Heath & Education by partnering with Site and reputed institution.Liaison and SPOC with government authorities e.g., DLC , Shops & Establishment , Assessing officer BOCW, RPFC , ESIC .

Conducted end to end Campus recruitment (Talent Acquisition) of Graduate Engineer Traimess (GET) from various University and institute of high repute i.e. National Power Thermal Institute, VVSUT, Jadhavpur University, etc. for greenfield Maithon thermal power plant. Under Performance Management elucidate the concept of Strategy Deployment Matrix to Line managers and subsequent Goal setting and cascading of KRA (SMART). Conducted Succession planning exercise by assessing all Critical position with relation to Business operation of Maithon Power limited under Three scenarios , Drop dead , 1 -2 Year , 2 to 3 Year readiness . Development Programmes incorporated and measured annually. Single point of contact for Statutory Compliance & Govt Liaison responsible for 20 contractors and 136 subcontractors at site and 8000 (Eight Thousand) contract workers. Liaison & coordinated with Government Office i.e. Chief Inspector of Factories, Assistant Labour Commissioner, Workmen Compensation Commissioner, SDO, DEO. Facilitated Gallop Q12 Employee Engagement process & Action planning for higher engagement level with score card holders. Drafted Human Resource Manual (Policies ) in Line with Tata power company and got it approved by Head HR & CEO .Competency Mapping Exercise conducted for Operations and Support Service Function by Creating a frame work and categorizing the resources in Beginner, Intermediate , Advance & Expert Level to measure Human Capital Readiness Index (HCRI). Under the ambit of Corporate Social Responsibility (CSR) handled Project affected people, created PAP cell for education, development & employment related issues. Ensured Skill Mapping and training and deployment in Contractor companies for meaningful engagement at Site. Ensured Contractors comply with the following statutes i.e. PF, WCP, Minimum wages, Contract Labour Act, etc. Obtained requisite Licenses, Certificates, accountable for compliance of following statutes i.e. PF, ESIC, WCP, BOCW.

Plant HR & Admin role . Ensured all Statutory Compliance with respect to labour & industrial law are adhered. Accountable for Performance Management process for plant employees. Laisioned with government authorities with regards to statutory returns & visits. Harmonious Employee Relations. Long Term Settlement with Union vis-a-vis charter of demands. Act as induction officer and ensured all new joinees complete their joining as per process. Process HR Payroll for all permanent & contractual work force in plant. Education pillar of TPM. Liaison with all the manpower outsourcing agencies and ensure internal controls w.r.t compliance & adequate manpower for shop floor /departments. Prepared Annual HR & Admin Budget Renewed all Work order with respect to HR & admin services. Ensured all new hires are oriented through the HR Systems and Policies & Processes. Responsible for maintenance of HR Procedures. Ensure completion of all exit formalities including F&F. Support employees in availing the benefits of Mediclaim as per agreement with TPA. Ensuring availability of monthly Dashboards & reports.Grievance handling of all employee & outsource manpower.

Ensured contract labour management through Contract Labour Access Control System Vis -a- Vis gate passes issued, Labour licenses, PF, ESIC etc.Supervised Time Office / Shift Movement.Statutory Compliance PF, ESIC etc.Ensured completion of appraisals cycle i.e., Executives - KRA are completed, compiled on quarterly basis and sent to Corporate – HR on time.Processed Payroll on a monthly basis. Wrote Standard Operating Procedures (SOP). Prepared Training calendar as per Training need identified. Management Representative for Integrated Management System (ISO). Liaison with District Magistrate office, Police, and Neighbouring Units. In charge of ID cell, for issuing ID cards to employees and contractual Staff. Ensured that monthly MIS are compiled and forwarded to higher authorities.Provide support to IR and Corporate Affairs Department during Industrial Disputes. Release Service Entry in SAP every month for timely payment to agencies/vendors. Initiate Purchase requisitions in SAP.Coordinate with internal and external agencies to conduct various events. Develop Intelligence and Vigilance Network in and around plant for speedy and advance information Security planning and deployment for Plant.Raising debit note for violation of Company Rules and Regulation. Coordinate V.I.P & V.V.I.P Movement.