Abhijit Sinha

Develop a consistent C&B strategy in line with the organizational objectives that rewards high performance within the organization.
Responsible for compensation and benefits management such as salary benchmarking, maintain internal equity and external parity and designing structure in line with the income tax and statutory guidelines.
Design effective communication strategies to increase knowledge and awareness around the rewards philosophy and programs amongst employees.
Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements.
Responsible for formulating and designing employee benefits programs such as Group Mediclaim, Group Personal Accident and Group Term Life Insurance Policy.
Managing the promotion process, job architecture, and job evaluation to ensure internal equity and external competitiveness.
Responsible for policy formulation and benchmarking against key competitors. Prepared progressive and market driven people policy.
Driving the Performance Management System. Ensuring effective and timely implementation of PMS activities including goal setting, mid-year and end-year review, normalization, compensation revision& career progression.
Cascading core values across all units such as organizing values workshop, leadership speak, quiz and reward and recognition program based on core values.
Coaching managers about the goal setting process based on CSA's (Company Strategic Action) and FSA's (Function Strategic Action) encompassing the 4 major elements of BSC (Balanced Score Card) i.e. Revenue, profitability, process and culture.

Accomplishments
• Designed and rolled out store incentive program to drive sales and operational efficiency and reduce attrition rate.
• Formulated and developed DMP (Decision Making Protocol) for standardization of HR processes and ease in decision making.
• Formulated and rolled out Spencers Champion and Shining Star Reward and Recognition program to recognize and appreciate
the high performers at Spencers.
• Reduced the employee benefit cost by 13% in the FY 23-24 as part of Group Mediclaim, GTLI and Top-up Policy.
Key Accountabilities
◦ Collaborate with senior leadership to understand business goals and develop HR strategies that support the business.
◦ Defining the talent acquisition, sourcing and retention strategy in alignment with the business strategy.
◦ Improved HR Service delivery for enhancing employee experience and increase efficiency in managing employee life cycle.
◦ Driving the Performance Management System at Spencers. Ensuring effective and timely implementation of PMS activities including goal setting, mid-year and end-year review, normalization, compensation revision& career progression.
◦ Cascading core values across all units such as organizing values workshop, leadership speak, quiz and reward and recognition program based on core values.
◦ Responsible for policy formulation and benchmarking against key competitors. Prepared progressive and market driven people policy.
◦ Coaching managers about the goal setting process based on CSAs (Company Strategic Action) and FSAs (Function Strategic Action) encompassing the 4 major elements of BSC (Balanced Score Card) i.e. revenue, profitability, process and culture.
◦ Develop a consistent C&B strategy in line with the organizational objectives that rewards high performance within the organization. Responsible for compensation and benefits management such as salary benchmarking, maintain internal equity
and external parity and designing structure in line with the income tax and statutory guidelines.
◦ Monitors the organizations salary structure and benefits provision to ensure a balance between control of costs, market competitiveness, regulatory compliances and the organizations ability to attract and retain quality talent.
◦ Design effective communication strategies to increase knowledge and awareness around the rewards philosophy and programs amongst employees.
◦ Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements.
◦ Responsible for formulating and designing employee benefits programs such as Group Mediclaim, Group Personal Accident and Group Term Life Insurance Policy.
◦ Automation of HR processes and systems so as to increase the effectiveness and productivity level.
◦ Managing the year-end compensation cycle, including performance reviews, salary adjustments, bonuses, and equity awards.
◦ Preparing HR Dashboard and analyzing key HR metrics using Tableau Business Intelligence Tools and suggesting leadership team for suitable course of action. Providing insights to business for key strategic decisions and updating about HR actionable in the Weekly Impact Centre and MRM (Monthly Review Meeting).
◦ Effective monitoring of compliance and timely submission of all annual returns and ensuring compliance to all statutory norms as applicable under various acts such as Contract Labour Act, PF, ESI, Gratuity, Maternity Benefit, Bonus Act etc.

• Work closely with leadership and teams to improve work relationships, build morale/culture and increase productivity and retention.
• Review and analyze people-related data to identify trends and recommend solutions to improve performance, retention, and employee experience.
• Have a pulse of the business unit and constantly think about how to improve the effectiveness of the business unit - by looking at teams, structure, and processes.
• Develop a consistent C&B strategy in line with the organizational objectives that rewards high performance within the organization.
• Offer HR policy guidance and advice. Ensure seamless execution of all people practice programs and processes within the BU.

• Successfully led the HR Transformation journey which includes VMV (Vision, Mission and Values Cascading), creating a culture of execution excellence and driving the operating philosophy of the organization.
• Formulated and rolled out Edge Award to inculcate core values among employees to achieve organization objectives.
• Got appreciation letter from BCG (Boston Consulting Group) for driving the Sales Force Effectiveness Program so as to build the capability of Sales and Business Development team.
• Responsible for policy formulation and benchmarking against key competitors. Prepared progressive and market driven people policy.
• Spearheading the Talent Management Initiatives at NVL. Nurturing and developing the young talent in the organization through A Player program and creating succession pipeline.
• Responsible for compensation and benefits management such as salary benchmarking, maintain internal equity and external parity and designing structure in line with the income tax and statutory guidelines.
• Driving the Performance Management System at NVL. Ensuring effective and timely implementation of PMS activities including goal setting, mid-year and end-year review, normalization, compensation revision, career progression.
• Developed and implemented incentives and R&R based initiatives such as Short Term Incentive (STI), Long Tenure Service Awards, Edge Awards etc.
• Design and own end to end implementation of HR processes for the organization such as PMS, Career Framework and Talent Management frameworks.
• Identify process improvement opportunities, define metrics and reporting and provide overall assessment of the service delivered.
• Identify, designed, develop and deploy key talent enabling mechanisms for effective succession planning, career mapping and individual development plans for critical and senior resources.
• Managing the promotion process, job architecture, and job evaluation to ensure internal equity and external competitiveness.

Identify process improvement opportunities, define metrics and reporting and provide overall assessment of the service delivered.
• Identify, designed, develop and deploy key talent enabling mechanisms for effective succession planning, career mapping and individual development plans for critical and senior resources.
Responsible for policy formulation and benchmarking against key competitors. Prepared progressive and market driven people policy.
Defining the talent acquisition, sourcing and retention strategy in alignment with the business strategy.
Improved HR Service delivery for enhancing employee experience and increase efficiency in managing employee life cycle.

Spearheading the Talent Management Initiatives . Nurturing and developing the young talent in the organization .
• Responsible for compensation and benefits management such as salary benchmarking, maintain internal equity and external parity and designing structure in line with the income tax and statutory guidelines.
• Driving the Performance Management System. Ensuring effective and timely implementation of PMS activities including goal setting, mid-year and end-year review, normalization, compensation revision, career progression.
• Developed and implemented incentives and R&R based initiatives such as Short Term Incentive (STI), Long Tenure Service.
• Design and own end to end implementation of HR processes for the organization such as PMS, Career Framework and Talent Management frameworks.