Ajeet Kumar

• • Managed Human Resources across 15 locations with 193 on-roll employees, 1500+ outsourced.
  • Designed the organization structure and Resource Planning Policy to implement organizational transformation for facilitating the ambitious target of energy transition by scaling up the installed capacity from the present 3 GW to 6 GW by 2032.
  • Handpicked by top management as a member of the team for organizational transformation.
  • Re-designed structure and policies to re-align human resources and migrate from a traditional “cost plus” business strategy to a “competitive bidding” based challenging strategy.
  • Designed and implemented a comprehensive policy on “Term Based Talent Acquisition and Related Benefits” within a tight deadline of 02 weeks.
  • Formulated policies and strategies for hiring, engaging, and retaining A+ talent.
  • Through strategic workforce planning, developed new manpower modules for remote projects and operational stations, reducing projected manpower requirement by nearly 7% through resource optimization.
  • Engaged the talent from parent company NTPC Ltd, posted on a secondment basis – administered compensation and benefits including incentives (Performance Related Pay) through Performance Management.
  • Handled career development, employee relations, and change management.

• Provided expert advice and assistance to the HR leader at the corporate level on strategic, tactical, and operational HR matters.
• Implemented digital AI/ML-based digital solutions in HR, in association with HR-Technology and HR-Unified Shared Services.
• Ensured the development and implementation of a new software-based Strategic Workforce Planning package.
• Designed and presented analytics and reports for use by the Board of Directors and senior management teams.
• Collaborated with Heads of all departments and verticals to ensure excellent HR branding and EVP communication.
• Implemented best-in-the-country employee wellness initiatives, including during the peak pandemic period.

• Managed HR for 750 on-roll employees, 4000+ outsourced. 3 GW thermal electricity generating station located in a remote, aspirational district in India.
  • Led a cross-functional and multi-cultural team including technical experts, social work specialists, communication specialists, and HR professionals, and delivered excellent results in Employee Relations, Corporate Social Responsibility, Sustainable Development, Corporate Communication, and Stakeholder Engagement.
  • Through innovative engagement strategies continuous coaching and conflict resolution, ensured enhanced productivity by the non-executive workforce.
  • Ensured the welfare of more than 4000 outsourced workforce. Launched skill development programs for contract labor.
  • Made a strong impact on rural lives through comprehensive program management under CSR through wide–ranging skill development and rural development programs resulting in poverty alleviation, managing an annual CSR budget of nearly 0.85 Mn USD.
  • Allocated resources by prioritizing in the face of ambiguous and complex social environment.
  • Mitigated the impact of the COVID-19 pandemic on employee well-being and rural communities through proactive efforts. Conducted vast fieldwork for support, relief, and prevention.
  • Ensured zero generation loss during the pandemic and lockdown by fostering strong stakeholder engagement.

• MW thermal electricity generating project/ station
• 01 year training as Executive Trainee
• Involved during Project Phase (Land acquisition, construction & erection till commissioning stage)
• Rigorous experience in HR department, during project phase since inception of HR department at Unit level
• Began with 23 employees, at commissioning stage, nearly 230 employees and 2000 outsourced personnel
• Roles with increasing complexity from E2 to E5 grade
• Conducted workforce planning, talent acquisition & placement in alignment with strategy
• Comprehensive Talent Management & Employee Engagement – including measurement via surveys and driving engagement
• Performance Management & Career Development
• Effected migration from paper-based forms to e-PMS in ERP-SAP
• Operated 08 complete Annual
• Performance Management Cycles and Assessment & Development Centers
• Excellent exposure to Project Management
• Introduced HR initiatives in tandem with project milestones, demonstrating superior project management skills
• Devised and delivered Learning and Development programs for diverse specializations such as electrical, mechanical, civil and finance to fill skill – gaps based on assessment of executives
• Delivered compensation and benefits, employee services and career development across all levels in organization
• Provided best employee – well being facilities
• Induced change in contract labor management practice by implementing “CLIMS” – an integrated online platform for ensuring fair compensation & benefits.

• A speciality foods FMCG unit with manufacturing + retail operations
• Talent Acquisition – Hiring for all levels from feet on street to top executives
• Skill-based development through assessments and relevant Learning & Development programs
• Talent Management – Integrated & rewarded talent through career development & incentives.

• Café Coffee Day Private Sector, HR function at Regional HQs of India’s largest Coffee Retail Chain in 2007
• Talent Acquisition – Hiring of best talent for line and staff functions
• Talent Management – Innovative initiatives for engaging people
• In-depth analysis of data on engagement and attrition and taking remedial measures
• Talent Management – Engaged & rewarded talent through career development & incentives
• Induction and placement of new employees on weekly basis
• Performance assessment, measurement, and career development.

• A Financial Services firm and domestic BPO employing approximately 2000 employees
• Joined when the organisation had no Learning & Development system and used to place new hires directly at work
• Formulated and induced formal Induction and training system exposing all new hires to proper process and sales training, increasing sales by 15% within 01 month
• Developed and commissioned total compensation plan including performance-based incentives