HR Manager
Pentland Brands
Total years of experience :18 years, 4 Months
Lead all HR-related activities, including recruitment and selection, employee relations, performance management, compensation and benefits, and training and development.
Grew the India Global Capability Centre (GCC) by 3x since 2021 across IT, Finance, Human Resources, E-Commerce, Customer Operations & Supply Chain teams.
Currently building the Tech & Data team scale up 3x with new capabilities around Digital Martech, Analytics & Data Platform teams.
Partnered with all disciplines on the People Team including Talent Acquisition, HR Shared Services, Total Rewards as well as cross-functionally to ensure globally integrated policies & processes.
Partnered with Functional Leaders on people plans to be developed within the region to ensure talent across the country is leveraged to maximize business value and create strong career development opportunities for employees.
Currently working with a consulting partner to investigate, identify gaps and implement the Global & India Employer Value Proposition (EVP) for Pentland.
Partnered with business leaders on organizational design, workforce planning, cost management, succession planning, performance management, leadership development to support the teams.
Designed & implemented the India focused Compensation & Benefits framework, policy & processes post a compensation benchmarking exercise to align job levels & grades with global teams.
Designed & implemented a robust employee relations program, including communication, feedback, and employee recognition.
Designed and implemented employee engagement initiatives to promote employee happiness and well-being.
Implemented specific processes within SAP related to Recruitment & Onboarding, Change & Leavers and currently working on other processes.
Implemented the compliance audit process for the India site through external vendor to ensure compliance with labour regulations.
Completed the workplace transition within a Co-working space within a week’s time to ensure continuity of business.
Actively engaging in various leadership forums to diagnose and solve talent and organization-related problems.
Providing. consultative support and guidance to managers on the implementation of core HR/Talent programs.
Led the overall day-to-day operations on all HR-related matters for the Group Supply Chain and corporate Functions.
Developed the overall HR strategy and planning for annual budget and programs.
Responsible for manpower planning activities such as recruitment, staff transfer, succession planning and talent management.
Ensured budgets were maintained and necessary cost cutting initiatives were executed as per plan.
Developed & managed communications regarding organizational structure, employment related news.
Provided HR advisory, consultation and solutions to employees and managers on HR policies and procedures whilst supporting the continuous effective delivery of these HR processes.
Addressed employee concerns and managed employee relations issues; counsel employees and proactively facilitate conflict resolution between employees.
Providing HR advice to managers in dealing with performance, attendance, and employee relations issues.
Led change initiatives and implement specific HR strategies to achieve organization goals and objectives.
Developed and implemented the Competency framework for the entire organization across GCC.
Developed the online performance appraisal process for the organization which uses the competency framework and KPIs for effective performance management.
Implemented the Employee Self Service and payroll modules of the HRMS across KSA and UAE.
Implemented the Shared service model for the payroll of the organization across KSA and UAE ensuring timely and accurate processing of all activities.
Developed and implemented the online Employee Satisfaction Survey for the organization which runs annually. Responsible for the reporting and analysis of the Survey data. Engaging with the managers and teams to discuss the results and draft action plans for improvement in areas identified with low satisfaction scores.
Executed the annual employee engagement activities.
Supported global brands such as H&M, Pottery Barn, Starbucks, Debenhams, Jack Wills, American Eagle, Body Shop Cheesecake Factory & Footlocker.
Responsible for delivering the people plan fit for the business and its various departments considering the wider HR agenda.
Ensured that the organization structure is updated as per business plan and budgets.
Led the project work on all HR policies and procedures being reviewed and updated to reflect both up-to-date employment law and best practice.
Advised the country’s business leaders on the local legislation that needs to be followed where required.
Engaged with the Area / Operations team to Identify gaps, proposed and implemented changes necessary to cover risks through quarterly store visits.
Engaged with business leaders on the employee survey results and supported the implementation of action plans. In addition, support on the review of the action plans to monitor progress.
Trained 100+ managers across all divisions on the disciplinary as well as HR related processes and ensure compliance is maintained.
Redesigned the talent mapping process, which enabled business leaders to identify and execute relevant management programs for the employees across MENA.
Supported the business in developing a formal succession planning mechanism to identify and develop future managers and leaders. Part of the selection panel by interviewing possible employees for future roles.
Executed the acquisition of a luxury brand and ensured all HR related activities were delivered as per timelines in accordance with the local labour regulations.
Managed a team of 5 members and ensured employee queries / grievances are resolved in a timely manner. Responsible for the team’s delivery of objectives by supporting the various divisions across the Kuwait Market.
Involved in the execution of several business-critical HR projects HR projects i.e., Talent Mobility, Flexible Working and Retention.
• Engaged with Business directors and the recruitment team on the workforce-hiring plan and ensure objectives are met.
Hired 60% local talent pool to lower expat hiring costs and build diversity i.e., ~ 15 different nationalities and 30% female staff.
Worked with the business to set up the call center teams for major APAC clients (ATM Services, learning services for Mortgage policies and Medical device support).
Increased the availability of internal talent pool by working with the Business leaders and implementing strong personal development programs, which led to labor requirements being fulfilled internally (~10%) and saving significant hiring costs.
Lead on major employee relations issues ensuring managers are appropriately supported by the HR including providing advice on the implementation and application of employment and local labour law.
Upskilled senior professionals by partnering with the managers and external training agencies on the Learning & Development Plan.
Aligned internal compensation structures by job and experience through benchmarking exercise, which enabled the organization to hire the right talent and maintain industry standards.
Designed a program that enabled employees to display their skills and be rewarded through reward schemes. This had a positive impact on the productivity, motivation and engagement of employees and ultimately better innovation.
Engaged with Business directors and the recruitment team on the hiring plan to ensure objectives are met.
Scaled the services business (Technical Support, Customer Service and Worldwide Shared Service) by 3x in 2 years through efficient hiring plans, which included hiring graduates from various campuses across the country.
Executed the Indian geographical acquisition and integration process of Cloud.com employees to align with existing structure and appropriate compensation and benefits.
Upskilled professionals by collaborating with the managers and Learning & Development team to ensure right training programs are delivered.
Ensured 100% compliance to the annual performance management process, which enabled managers to proactively identify high potential employees across the services business and implement personal development plans.
Lead on major employee relations issues ensuring managers are appropriately supported by the HR including providing advice on the implementation and application of employment and local labour law.
Redesigned the organization structure for the Customer Service (Call Center) group and building the career tracks framework, which enables cross-functional movements.
Executed the talent acquisition strategy across India, Singapore and Malaysia.
• Set up the Malaysia team from scratch as part of the regional expansion plan for Xchanging (earlier
called Cambridge Solutions).
• Implemented an Applicant Tracking System for Syniverse Technologies (earlier called MACH
Mobile Solutions) as part of the