أريندام جوش Ghosh

HR Consulting, KPO, RPO, BPO, IT Services, Food Manufacturing Plants, Aluminum Can Manufacturing Plants, Hospitality)
• Cultural Transformation: implementation of scalable & supportive HR framework capable to support People need and culture of
accountability
• Organizational Designing to create a future ready workforce to serve future business need.
• Working as a strategic HR Advisor to think tank on workforce optimization, Talent Attainment and mobilization.
• Leading Manpower Planning Process, Organizational Structure Redesigning and accordingly reframing Job Role Description,
KRAs and KPIs
• Setting-up HR COE (Centre of Excellence) for AGeiS and 100+ clients (for Consulting Division) across sectors globally through HRBP
Model specifically in Performance Assessment & Development, Reward-Compensation and Benefit Development, Culture of Accountability
and Organizational BHR Process Development (OD).
• Responsible for managing HR function and implementing HR practices that identify and nurture talent, evaluate employee contribution
and establish an action plan for engaging employees across subsidiaries of AGeiS.
• Setting up B-HR processes to help Employers & Employees deal with ever-changing business needs and giving them the HR tools to
manage that change effectively.
• Designing and deploying HR Technology that deliver increased business agility and value.
• Leading rapid 10X workforce expansion (Current & Future TA) for multiple MNCs in Indian Subcontinent and Africa.
• Designing Employer Brand Development and Resource Growth Strategy aligned to Business Strategy for sustained business
growth.
• Development of separate and specific competitive Global Compensation, Benefit and Reward plan for all categories of employees derived
from 9 Employee Clubs
• Creating and deploying Leadership Impacting KPI and Metrix.
• Assessing HC (Human Capital) data in every quarter and analyzing, presenting way ahead to Management
• Hire-to-Retire HR ownership of 20 Ice Cream Cone manufacturing plants across West Bengal & Karnataka for 1200+ plant level employees
and 10 Aluminum Can manufacturing plants located in Dharwad, Karnataka with employee strength of 500+
• HR Consulting to Manufacturing Clients: catering executional HR services to more than 8 Gulf based manufacturing giants into Industrial
product, Engineering product manufacturing, 5 MNC Manufacturing companies of North-East Africa into Solar Panel production,
Automobile Spare Parts production.
Being
• Business Partnering HR solution designing for APAC, Gulf and African based conglomerates in Agri-based food manufacturers, Universal
Rubber Belt Manufacturing Company of UAE, Fuji Electric Company Ltd. (UAE), Emirates Global Aluminum (UAE), Borouge Plastics &
Petrochemicals (UAE), Enel Green Power (Kenya, Zambia & Ethiopia), Lighthouse BP (Egypt

• Spearheading the people function covering a headcount of 4000+ for 2 entities engaging with board to align and establish business-critical priorities and aligning global agenda with local nuances.
• Owned the P&L with a turnover of 12 Cr. as a CEO of Gradient Staffing a subsidiary of ICA.
• Leading the HR planning process & execution across a diverse, multi-generational, multi-level workforce that is geographically dispersed with team size - 18 employees & direct reports 4.
• Reduced attrition rate from 32% to 12% with timely interventions and 1:1 coaching session.
• Networking to headhunt top talent across the industry to generate interest & opportunities.
• Directing recruitment activities to close 100% leadership hiring positions within a TAT of 60 days and within 30 days for mid-junior roles.
• Achieved a decrease in cost per hire by 30% with innovative sourcing strategies of top-caliber candidates through alternative mediums (i.e., networking, referrals, online searches, internet postings, job/career fairs, local colleges, groups, forums, etc.).
• Identifying and developing future leaders with a defined succession planning strategy, individual development path (IDP) & internal jobs leading to filling 80% critical positions from within.
• In FY 2019-20 identified and implemented 10 Leadership Development Programs among 20 VP’s and GM cadres which resulted in 12 /20 getting promoted to the next level.
• Tactfully negotiated with external partners & logistics to bring down the training cost by 45%.
• Employee attendance in remote work location increased by 25% with several employee engagements & reward, recognition activities.
• Chalked out annual engagement programs as per global standards, by understanding the pulse of the employees, the units work pressure, location & customized activities to match the environment, business needs & budget.
• Conducted over 52+ activities in a year covering learnings, fun, motivation, family, mental and physical wellness & sports increasing engagement & attendance in remote work locations by 25%.
• Re-engineered quarterly KPIs & KRAs that led to achieving a reduction in the mutually agreed goals from 90 days to 70 days & produced 20 days as a buffer for the performance discussion.
• Curbed compensation-to-revenue ratio by 5% with transformations & restructuring.
• Controlled high potential attrition from 5% to 0, with planned interventions.

• Analyzed root causes and cut workforce attrition to 15% from 38%.
• Promoted Employee Engagement and Relations & EVP resulted Employee Engagement Score 8.5 from 6.0
• 80% of critical positions occupied by successors from within.
• Grew Star Performer Club by 30% - Consistent Competency Development
• Enforced 1:1 coaching, Learning & Growth caused increased ownership, measured through operational output at Middle Management
• Achieved a new hire selection ratio of 5:1 on an average for mid to junior levels and 8:1 for leadership hiring
• Used Market Intelligence and industry knowledge develop and implement tailored People Plans supporting business strategy goals around
key areas such as Talent Development, Leadership, Performance & Reward, Retention, Organizational Design, Diversity & Inclusion,
Workforce Planning, People Leader Capabilities
• Being the primary HRBP for the function(s), maintaining regular cadence of collaboration via regular 1-1s, leadership meetings and
functional team meetings
• Ensured quality Talent Acquisition, best of onboarding experience, and efficient workforce planning to promote a culture where talent is a
driver of business success

 Lead human capital strategy to support sustainable growth: Translate organizational business plans into HR strategic and operating plans. Actively partner with functional and business leaders to identify and address organizational and HR related issues.
 Design competency models: Construct a set of common competencies, behaviors and skills, customizing these for individual roles and defining levels of performance for each competency and measurement metrics.
 Promote integrated HR practices aligned to business vision: Evaluate organizational structure and job design, develop and implement career pathways for employees and succession planning to build a strong leadership pipeline.
 Build strong organization culture and values: goals that foster a culture of mutual respect and human dignity across reporting lines. HPS is built on a culture of risk taking, no compromise on integrity, taking things to completion, and demonstrating courage when going gets tough.
 Foster a culture of accountability and performance: Develop a robust performance management and appraisal system in support of organizational goals. Create a comprehensive compensation and benefits structure and benchmark with peers to attract and retain talent at all levels.
 Lead recruitment process: Develop strategic recruitment and retention plans to meet human capital needs of the organization and spearhead the recruitment process.
 Manage leadership development program: Develop leadership development program, build appropriate training modules and identify high potential managers who can be put on a management training program.
 Own HR policies and procedures: Including all aspects of HPS HR policy, procedure and information systems development, state and national statutory reporting, legal compliance and audits. Manage all employee and labor relations, establishing open and transparent communication channels and dispute resolution mechanisms.

• Had been the P&L owner of USD 50 Million HR Consulting Business from APAC, Middle East and Northeast Africa.
• Ownership of Complete HR Program Delivery, People Analytics, HR Risk Management, Organizational S.W.O.T Diagnosis, HR Process
Change deployment for more than 200 conglomerates across Gulf, North Africa and Indian Subcontinent.
• Led Operation to ensure Team Members receive continuous Coaching and Mentorship for fulfilling the Operational requirement of the
organization. Also ensured Operational Processes are legally compliant.
• Designed & implemented 9-Box Grid Talent Management Model for 10 Oil & Gas majors in Gulf, 5 Healthcare major in India and Africa, 6
Construction major in Gulf within one FY during 2010-2011
• Established an LMS for 3500+ distributed workforce in 6 major Real Estate Group in India, Gulf and APAC.
• Branded over 25 conglomerates among Talent Pool, creating strong pipeline for future hiring.
• Redesigned tech based & only KPI driven quarterly PMS from Annual for conglomerates in MENA and APAC region.
• Implemented Talent Identifier Modules for 10 conglomerates.
• Helped MNCs to reduce attrition from 36% to 12% and increased Productivity Index.
• Created and redeployed Key Managers Development programs.
• Designed and established Individual and Leadership Career Development Plan for MNCs that resulted in sustainable business growth
• Preparing Production Incentives based on productivity benchmark of workers for clients of UAE and KSA into Waste Water Treatment Plants
• Led and settled more than 10 Charter of Demand of 1500+ plant level workers for Indian and African client MNC.
• Foster a positive and inclusive plant level workplace culture by promoting employee engagement and addressing concerns.
• Manage employee relations issues and resolve conflicts to maintain and enhance productive work environment.

• Collaborated with hiring managers and HR partners for full-cycle recruitment in India, Russia and Gulf.
• Developed KRA & KPI for Role Families across Indian, Russian and MENA operation.
• Crafted TA strategy for each supported business unit across global operation.
• Led a high-performing recruitment team of 12 members in India and 8 overseas and recruited average 1500+ employees per FY.
• Spearheaded Front-line hiring in all Indian and Overseas subsidiaries and acted as the ultimate point of contact for all escalated (difficult)
TA Delivery issues
• Matured Tie-ups with more than 30 B-Schools, Engineering Institutes for Talent Pipeline Building and succeeded acquiring 60% of junior and
mid management cadre out of whom 40% filled critical positions way ahead.
• Enhanced Sourcing Channel efficiency and therefore reduced time of hire, cost of hire, increased quality of hire and Net Promoting Score
that promoted Hiring Managers satisfaction and confidence.

COMPANY PROFILE: C.O.M.O.D.O. (UK based MNC engaged in Software Product Development) is the 2nd largest Certification Authority for ensuring Identity Trust & Assurance on the web. C.O.M.O.D.O. provides a growing range of
 Identity and Trust Assurance encryption
 Verification and authentication services
 Security applications for business users, as well as for consumers
 Telecom Engineering Services


GEOGRAPHICAL AREA COVERED: Pan India, United Kingdom, Japan, Indonesia, UAE

KEY ACHIEVEMENTS:
• Contributed to the business strategy by helping business leaders to identify, prioritized and built organizational capabilities, behaviors, structures and processes
• Created actionable deliverables for the five change management levers: communications plan, sponsor roadmap, coaching plan, training plan, resistance management plan.
• Worked to drive faster adoption, higher ultimate utilization and greater proficiency of the changes that impact employees in the organization to increase benefit realization, value creation, ROI and the achievement of results and outcomes
• Consulted, supported and facilitated customized OD Strategies & Solutions that build leader and organizational capability to drive sustainable change and transformational business results
• Had been responsible for creation of Leadership Pipeline - the core foundation of performance expectations and competencies. Results included: Pipeline launched across the company and used for development at all levels.
• Launched “Leading Businesses @ CO.M.O.D.O.” a program to build general management skills and increase leadership capability of high potential Managers and above
• Redesigned the assessment and succession process to identify key talent and future successors. Ensured accountability through Executive Team reviews and focused high potential assessment and formal development plans
• Developed and applied knowledge of key business drivers in making long range strategic decisions.
• Designed, developed and executed Organizational Effectiveness and Development Programs.
• Had been responsible for the effective recruitment of the best quality individuals throughout the company
• Helped to drive the business forward whilst managing complex employee relations issues, such as “Redundancy”
• Ensured strategic business objectives are supported across multiple client groups through the provision and application of HR solutions
• Facilitated long-term people initiatives aligned with the business strategic agenda
• Developed the Workforce Strategy in support of the Business Strategy, forecasted and planned the talent pipeline requirements
• Managed specific projects as determined in the annual HR operational plan and participated in functional and cross-functional initiatives

• Supported more than 500 business units across India with 5000+ On-Role employees
• Dealt and headed complex matrix structures and with ambiguity, recognize trends, and identify systematic approaches to solving problems in
fast moving, dynamic environment.
• Strengthened talent pipeline. Planned & implemented TA strategy.
• Led OD interventions, changed Employee Engagement and ERM for business alignment.
• Governed HR expansion and efficiency in India & all SAARC countries
• Analyze HR metrics to provide insights for continuous improvement and decision-making at a national level
• Enabled organization to develop their talent and increase their value through critical HR interventions linked with Business Operating Model.

COMPANY PROFILE: AVENTAS SOFTWARE INC. (Canadian MNC) is into Integrated HR Software Application Development & HR Consultancy in Toronto, Canada

GEOGRAPHICAL AREA COVERED: Pan Canada, United States, Venezuela, Colombia, Brazil and Mexico

KEY ACHIEVEMENTS:
• Contribute to the development; implementation and monitoring of policies and procedures based on relevant legislation and contemporary HR management practices which provide an effective, consistent and timely delivery of HR services to support organizational needs
• In consultation with Manager Human Resources, provided an advisory service to specified Divisions, workplace relations and compliance matters to line management and staff
• Worked with internal stakeholders, recruitment leads - understand the business needs in specific processes and prepare sourcing plan
• Supported both employee and management needs.
• Deployed all HR processes including Manpower Planning, Recruitment, Training, Performance Management, Rewards and Separation for the respective Business Unit.
• Provided feedback on processes to the Business Process Owners and customization of requirements in synchronization with the requirements of the Business Unit
• Coordinated with Trainer (External/Internal) to ensure personal development plans are in place.
• Involved in assessing employee performance on Monthly / Quarterly / Yearly basis, as per the specified company policies.
• Played Key Role in recognition of individual performance through rewards / appreciations for successful performers.
Rolled out various programs to know employees interests, goals, stressors, etc. Show an interest in their well-being and do what it takes enable them to feel more fulfilled and better balanced in work and life.