Gagan Bhatia

Moved to Saudi Arabia in Early 2025, to lead the overall HR Partner capability for Accenture Middle
East. Individually managing Accentures Digital Business (Song) and functionally leading a 7 member HR
Partner team across KSA, UAE, Qatar and Egypt serving a employee base of 2000 employees.

- Oversee end-to-end employee lifecycle management, encompassing performance, rewards, employee relations, and
strategic workforce planning. Lead a 14 member HRBP Team based in UAE, KSA, Qatar, Egypt and India
- Partner with Senior Leadership for Leadership development, MD ( Partner) Metrics, Capacity allocation, Target setting and
periodic measurement of KPIs
- Coaching leaders on People issues, New Leaders Onboarding and Employee Relations issues related to Leaders
- Spearhead Saudization and Emiratization initiatives, earning formal recognition from MOHRE for outstanding Emiratization
outcomes.
- Delivered a 300 bps reduction in overall and key-talent attrition across the Middle East region.
- Drive profitability and productivity improvement programmes, ensuring positive monetization across all business units.
- Partner directly with senior leadership on strategic people initiatives, organizational design, and policy development.

Part of Accentures Middle East Business and managing HR delivery the Market unit. My core
responsibilities include Leading the HR Projects, Workforce planning, Talent Supply chain, Rewards,
Performance and HR operations for the Middle east business. Instrumental in setting up a capability
hub in Saudi Arabia as part of business expansion. Also driving special projects of having a EMEA staffing
corridor for Middle East talent supply. Managed a 40 member HR team across India, Middle East and
South America supporting the Middle East Business

- Managed HR delivery for Accentures Middle East Market Unit, leading a 40-member HR team across India, the Middle East,
and South America.
- Lead the MD Metrics COE with Global COE to ensure Leadership Headcount planning and Hiring Pipeline for MD ( Partners)
- Set up of Employee Relations team in the region and streamlining of the managed separations as per local law
- Directed HR projects, talent supply chain, rewards, performance management, and HR operations for the region.
- Established the KSA Capability Academy, designing and launching a structured onboarding and development programme for
newly hired graduates.
- Built a greenfield delivery centre in Egypt, expanding EMEA operational capacity from the ground up.
- Developed an EMEA-wide staffing corridor to strengthen Middle East talent supply and enhance workforce agility.

HRBP for the Risk Consulting Business for PwC India with more than 3000 employees. Managing a team
of 8 HR Business partners with an oversight of a 15 member recruitment team. Primary responsibilities
include collaborating with the leadership team and Designing and Delivery of people agenda for the
business, which includes but not limited to Performance Management, Compensation, Employee
Relations, Engagement and wellness, HR Budgeting, Workforce Planning and control, Cost Budgeting
and Forecast, HR Automation, Rewards & Communication. Also partnering with various HR COE teams
for delivery of Annual Appraisals, Rewards, Learning Programs & Leadership Development. Part of
extended HR leadership team at PwC India
Key Accomplishments - Automation of HR Cost and Compensation program, conceptualized a
University for Learning and Development, Program Management of entire cost and compensation at BU
Level, Led the BU Level agenda for Strategic workforce Planning, design of an automated employee risk
assessment, Developed a HR-Employee Engagement framework at individual and team level.

- Led HR for PwC Indias Risk Consulting business (3, 000+ employees), managing a team of 8 HR Business Partners and
providing oversight of a 15-member recruitment team.
- Leading Partner Panel and Admissions for Risk Consulting Business, new partner admissions and new partner onboarding &
integration
- Partnered with business leadership to design and execute the full people agenda: performance management,
compensation, employee engagement, wellness, L&D, and leadership development.
- Automated the HR Cost and Compensation programme, significantly reducing manual processing effort and improving data
accuracy.
- Drove strategic workforce planning at the business unit level and designed an automated employee risk assessment
framework to proactively address retention risks.
- Developed a proprietary HR-Employee Engagement framework at both the individual and team level, measurably improving
morale and retention outcomes.

CPA Global is a capability center of CPA Global UK, involved in Intellectual Property related Transactions.
I was HRBP for Intellectual Property Support Services Team. This was a group of 900 employees in
customer relations / docketing / Documentation support. Also did recruitment as part of business
continuity
Key Achievement - Streamlined the Graduate recruitment Process. Also implemented key process
changes to effectively manage Gender Diversity, Used design thinking to develop personas for attrition
control

- Served as HRBP for a 900-strong Intellectual Property Support Services team spanning customer relations, docketing, and
documentation functions.
- Overhauled the graduate recruitment process, improving both hiring efficiency and the overall quality of candidates
brought into the organisation.
- Applied design thinking methodologies to develop data-driven employee personas, enabling targeted attrition interventions
that measurably improved retention.
- Implemented process improvements to strengthen gender diversity across teams, embedding inclusion into core HR
practices.

As Part of the Operations and Finance leadership team, led the HR Agenda for Operations ( Transaction
Processing, Customer Support) group comprising of 1000 employees. Key responsibilities involved
working with leaders to Design and driving the people agenda.
Key Accomplishments - Worked on transition of Telecom Support team to a transaction processing
team, Transformed the Internal Job rotations process, Transformation of Compensation Review process,
Design and implementation of PoSH Policy and Program, Career Path Redesign for CFO team, Design and
Implementation of a young leaders development program

- Led the HR agenda for the Operations and Finance group (1, 000+ employees), covering transaction processing and
customer support functions.
- Orchestrated the successful transition of the Telecom Support team into a transaction processing function, managing the
full people change journey.
- Redesigned the Compensation Review process and transformed the Internal Job Rotation framework, improving
transparency and employee mobility.
- Designed and implemented the Prevention of Sexual Harassment (PoSH) policy and programme end-to-end, ensuring full
regulatory compliance.
- Developed a Career Path framework for the CFO team and launched a Young Leaders Development Programme to build the
next generation of talent.

As a central resource for a 30K strong Business Unit, I worked closely with the CHRO of the business for
Key HR Metrics - Cost of Delivery, Compensation, Discretionary Bonus Program
Managed Compensation reviews centrally for 30K employees working with C & B Team. Managed
Promotion Review for the business unit. Designed and developed a capacity planning exercise for the
business. Handled US Immigration and Green Card initiative for Onsite employees.
Handling of Bench and initiatives for Non Utilized workforce. Also Managed B-School Hiring,
Internship, PPO Programs.

- Functioned as central HR Programme Manager and Analytics Lead for a 30, 000-strong Business Application Services
business unit, working directly with the CHRO on key people metrics.
- Managed compensation reviews and promotion cycles for 30, 000+ employees centrally, in close partnership with the
Compensation & Benefits team.
- Designed a workforce capacity planning model for the business unit and managed the strategic deployment of bench and
non-billed employees.
- Administered US Immigration and Green Card processes for onsite employees, ensuring compliance and timely resolution.
- Managed Business School campus hiring, internship programmes, and Pre-Placement Offer (PPO) pipelines.

As part of the HR Talent Management COE, worked as a process owner for Performance Management.
Key Deliverables and Accomplishments - Automation of Performance management and Incentive
Calculation tool. Worked as a core team on Automation of Attrition management tool. Implemented Key
changes based on the Data analytics of global performance review exercise
Implemented SAP 4.7 as part of the core team, Integrated Ukraine, US and Uk entities with Global
Performance management system.

- Served as global process owner for Performance Management, overseeing the end-to-end annual performance review cycle
across multiple geographies.
- Led the automation of the performance management and incentive calculation tool, eliminating hundreds of manual hours
annually and improving processing accuracy.
- Played a key role in the SAP 4.7 implementation, integrating Ukraine, US, and UK entities into the unified global
performance management system.
- Designed and built an automated attrition management tool, leveraging data analytics to proactively identify at-risk
employees and enable timely retention interventions.