Charu Purohit

As a Subject matter Expert provide advice and consultation to Business Managers on Total Rewards. Responsible for managing Compensation and Benefits including strategy, advisory, planning and administration for Indian Affiliate

Key Achievements and Recognitions May 2012- Till Date
 Cash Compensation: End to End compensation management including pay mix design, compensation planning and administration including job evaluations, benchmarking survey, pay structure, blue collars, merit budgets, incentive planning, merit and performance management cycle, promotions, lateral movements, stock purchase plans, etc
 Compensation and Benefits policies and programs: Design, review and refine polices based on market best practices, company philosophy and employee feedback. These include plant policies, flexible compensation, car, leave, company leased accommodation, telecommuting, retirement, insurance, health and wellness initiatives, etc.
 Expat Management: Manage end to end expat compensation process including split payroll, documentation, liason with tax, finance, payroll for compliance, external stakeholders etc.
 Employee Communication: improve awareness of stakeholders on key C&B policies and offerings through training sessions, roadshows, workshops, newsletters, etc. Designed HR portal and employee manuals

Key Recognitions
 Awarded best project for setting up organization structure, compensation benchmarking and pay structure design (including blue collar) for Greenfield plant
 Nominated for HR professional of the year in first six months of joining
 Recognized as as a key member of best HR team and exceptional support to business at global level

Project Deliverables and Achievements September 2011- May 2012
 Organization design, HR metrics and KPIs for manpower planning, financial goals, payroll cost, talent management and succession planning
 Design and review of HR policies: Design, review and refine polices based on market best practices, company philosophy and employee feedback. This includes Compensation architecture, rewards and recognition, PMS, talent management and benefits related policies
 Design of key HR practices and programs: Talent Management, PMS, Succession Planning design including budgeting guidelines, retention programs (cash and benefits), variable pay design, recognition programs, etc
 Employee Communication: Streamlining and revamping of key communications related to key HR streams including PMS, talent management and succession planning
 HRIS : ARIS, SAP (blueprint, customization, User Acceptance Tests, User Training)

Responsible for providing support to key functions as Sales, Finance and Marketing and managing talent development as well as compensation projects with focus on talent retention, enhancing employee engagement and process improvements

Key Achievements and Recognitions October 2010- September 2011
 Designed Learning Academy SMILE and delivered customized interventions: training budget, diagnostics, annual plan, KPIs, faculty etc. SMILE has been recognized as a benchmark program within the region. Some of the key interventions as ME. Inc, LATCM, etc. were adopted by other regions
 Standardized new joiner orientation program including 30-60-90 engagement, orientation website, etc.
 Compensation planning and administration: including post acquisition restructuring of Cadbury, compensation surveys, appraisal cycle, sales and management incentives, annual increments, payroll inputs, SAP(OM/PA), etc.
 Reviewed and refined key HR policies as benefits, entitlements and expenses, work practices, etc. Testing and implementation of new payroll software
 Providing end to end HR support to partner depts including talent acquisition, development, exit, operations, etc. Reduced turnaround time (TAT) to 1 day on employee queries and brought down recruitment cycle time substantially

Responsible for talent management, L&D, employee engagement, succession planning, leadership development, recruitment and employee communication
Key Achievements and Recognitions June 2008 - October 2010
 Developed and managed the young leadership program to identify and fast track high potential employees. The program was later replicated for specialist functions as well.
 Developed/managed leadership and talent development initiatives as Shadow Board, mentoring, shadowing, etc. The Shadow Board was recognized as one of the most innovative HR initiatives within Tata Group. Nominated to the Shadow Board a year later
 Designed long term HR strategy. The HR strategy has been recognized as a benchmark at the Tata Group
 Designed competency framework, managed assessment and implementation of Development Plans. This included competency design, managing assessment centers, focussed interventions to bridge gaps, customized competency development software, etc
 Managed end to end Learning and Development cycle at corporate level including annual plan, need identification, KPIs, faculty finalization and roll out of corporate and senior level programs
 Designed/facilitated programs: GET inductions, new employee orientation, HR workshops, Ethics investigation, working like CEOs, etc.
 Managed end to end Employee Engagement and Satisfaction process including Engagement awareness, survey, presentation of findings and subsequent action planning. In its first year of participation, Tata Power achieved best Gallup participation rate and maintained it over next two years. The score improved consistently due to focussed action planning and implementation
 Led organizational excellence cross functional team that won JRD QV award for excellence in Tata Group
 Designed new engagement and recognition schemes and initiatives as parivar at work, internal trainer recognition scheme, HR Coffee Chats, ethics week, etc.
 HR Communication and branding: Newsletter, events, knowledge management, etc.
 Responsible for Corporate level recruitments, international appointments and Senior level hiring. Managed scale up due to new projects and brought down recruitment cycle time from 60 days to 45 within a year
 For exceptional contribution, promoted to manager within a year of joining

Worked with Group Companies across sectors in the areas of talent management and compensation & benefits
Talent Management
 Designed and managed Management Development Program for ivy league schools as Harvard, Kellogg, Stanford, etc at Group Level. This included project planning, campus networking, budgets, scheduling, development and retention planning, etc.
 Functional Competency Mapping for Tata Chemicals and career path design for technical population including fast track program, retention scheme and competency development
 Designing and Coordinating Maiden Campus Placement Programme for Diploma Engineers for Tata Chemicals
Compensation and Benefits
 Evolving Compensation Framework for Tata Capital Limited: Benchmarking, variable pay design, rationalization and integration of Tata Motors Finance and Tata Securities employees to new structure
 Compensation restructuring at Sir Dorabji Tata Trust and Sir Ratan Tata Trust: Compensation benchmarking, salary ranges and rationalization plan
 Job evaluation, benchmarking and compensation revision to improve market positioning for Tata Chemicals

Self Employed/Free Lancer September 2003- January 2005
➢ Business Development and Sales for a handicraft start up.
➢ Managed Key Accounts as NGOs, big stores, etc.