Anirban Das

I assume multiple roles and responsibilities within my present organization, including:

• Serving as a member of the All-India Managing Committee.
• Overseeing Human Resources and People Strategy for the entire firm.
• Leading nationwide Administration and Operations, with a primary focus on implementing industry best practices throughout the organization.

Reporting to: Managing Partner

Number of Team Members : . I manage a team of around 30 people across Talent Management, Talent Acquisition, Administration and Operations, Knowledge Management and Tech Interventions.

Over the past nine years, I have contributed to the company's remarkable growth, from approximately 300 employees in 2014 to a thriving workforce of over 850 individuals. During this period, I am proud to have played a key role in increasing the representation of female employees from 30% to 44%.

Key Responsibility Areas -

Strategic Leadership:

• Develop and implement a strategic HR plan aligned with the firm's overall objectives.
• Provide HR insights and expertise to the executive leadership team.

Talent Acquisition:

• Lead the recruitment and selection process for legal professionals and support staff.
• Develop effective employer branding strategies to attract top legal talent.

Talent Development:

• Create and oversee professional development and training programs for lawyers and staff.
• Foster a culture of continuous learning and skill enhancement.

Performance Management:

• Implement performance appraisal systems, ensuring clear goal-setting and performance feedback.
• Address performance issues and provide guidance for improvement.

Compensation and Benefits:

• Manage compensation structures and benefits packages to remain competitive in the legal industry.
• Oversee bonus structures and performance-based incentives.

Diversity and Inclusion:

• Promote diversity and inclusion initiatives to ensure a diverse workforce. 44% of our workforce is female.
• Create an inclusive workplace culture that values differences.

Employee Relations:

• Handle employee relations issues, grievances, and disputes.
• Foster a positive and supportive work environment.

Legal Compliance:

• Ensure the firm complies with all employment laws, regulations, and ethical standards.
• Manage legal aspects of HR, including employment contracts and policies.

Organizational Development:

• Lead change management initiatives and organizational restructuring as needed.
• Promote a culture of innovation and adaptability.

Workforce Planning:

• Conduct workforce analysis and planning to address current and future staffing needs.
• Anticipate legal industry trends and their impact on workforce requirements.

Succession Planning:

• Identify and develop future leaders within the firm.
• Create a succession plan for key legal roles.

Employee Engagement:

• Develop and execute employee engagement strategies to enhance job satisfaction.
• Conduct surveys and assessments to measure engagement levels.

Health and Well-being:

• Implement wellness programs and initiatives to support employee health.
• Ensure the availability of mental health resources and support.

Data Analytics:

• Utilize HR analytics to make data-driven decisions and track HR performance.
• Provide insights into workforce trends and productivity.

Technology and HR Systems:

• Implement and manage HR technology systems for talent management, payroll, and HR analytics.
• Ensure data security and compliance with privacy regulations.

Budget Management:

Develop and manage the HR budget, optimizing resources for maximum effectiveness.

Stakeholder Communication:

Foster effective communication with partners, attorneys, and staff regarding HR policies, programs, and initiatives.

Risk Management:

Identify and mitigate HR-related risks, such as legal liability and compliance issues.

Ethical Conduct:

Promote ethical behavior and a strong ethical culture within the firm.

Innovation and Continuous Improvement:

Drive innovation in HR processes and systems, seeking ways to enhance efficiency and effectiveness.

Corporate Social Responsibility:

Oversee CSR initiatives and promote social responsibility within the firm.

Public Relations:

Represent the firm in HR-related matters with external stakeholders, including industry associations and government agencies.

I held the dual responsibility of being a

• Talent Head for Pune and Ahmedabad Office, which had employees from Assurance, Advisory, Tax and Transaction Advisory Services. The overall employee size was 1000+
• Recruitment Lead for Western Region which was responsible for hiring 1500+ people in a year.

Reporting to (Dual Reporting): National Director -HR and India Recruitment Head

Number of Team Members: 10

Key Responsibility Areas -

As HR Lead for Pune and Ahmedabad Locations:

• Collaborated with leadership teams to formulate and execute strategic action plans based on insights gathered from the Global People Survey and People Pulse Survey.
• Designed and executed a range of impactful Human Resource programs, including New Joinee Orientation and Rewards & Recognition programs, such as EY Excellerator, Chairman’s Values Awards, Kudos, and I applaud.
• Spearheaded the development, establishment, and oversight of the performance management process, encompassing goal setting, dashboard deployment, performance appraisals, and the creation of Performance Improvement Plans for underperforming employees in consultation with business leaders.
• Devised and executed comprehensive Manpower Plans for the region in consultation with Service Line Heads, aligning with Gross Margin and Revenue Target models.
• Led succession planning initiatives for the region, ensuring seamless transitions in key roles.
• Identified key exit reasons and developed effective retention strategies for the region, contributing to reduced turnover.
• Formulated and implemented a dynamic Employee Engagement calendar, driving various people-related initiatives such as EY Rendezvous, Wellness Umbrella, Coffee with HR, Thank You week, Kwench Library Solutions, outbound activities and offsites, and Family Day.
• Led critical forums, including Town Halls, Open Houses, New Hire Partner Meetings, and Skip Level Meetings, proactively addressing concerns and generating action plans and resolutions.
• Acted as a mentor and coach for senior management, providing guidance on people and business practices.
• Conducted workshops on various topics, including "Welcome to EY," "Authentic Career Conversations," and "Guide the Guru."

As Recruitment Lead for West:

• Collaborated with the strategic sourcing team to identify and implement optimal methods for finding qualified candidates in predetermined sourcing channels, effectively converting passive candidates, enhancing network opportunities, and continuously improving recruiting effectiveness through the utilization of technology, social media venues, assessment tools, and streamlined processes.
• Focused on bolstering the organization's employer branding to attract top talent in the market.
• Successfully managed hiring costs and initiated cost reduction measures within the recruitment function.
• Took charge of the Campus Placement Process, from planning to closure, for MBA/Engineering/Graduate Campuses and ICAI campuses, ensuring a seamless and efficient recruitment process.
• Provided leadership development and coaching to the recruitment team, fostering a high-performance culture and enhancing their capabilities in talent acquisition.

Worked as a Regional HR Head – East and was responsible for managing end to end HR activities and Resourcing for Eastern Region, which had employees from Audit, Consulting and Tax. (Total Headcount - 700)

Reported to: Chief People Officer

Number of Team Members: 5

Key Responsibility Areas -

People / Talent Management and Acquisition:

• Identified and refined recruitment strategies to attract top talent from the market.
• Streamlined processes to reduce turnaround time, enhancing the operational efficiency of HR services provided to both internal and external customers.
• Conducted efficient training programs for team members to boost their operational efficiency and maintain high motivation and commitment.
• Analyzed reasons behind employee exits and collaborated with partners to develop effective retention strategies.
• Implemented mentoring and coaching programs in conjunction with functional managers and conducted monthly induction programs.

Compensation and Benefits Management:

• Collaborated with team members to develop a comprehensive compensation strategy.
• Addressed issues and loopholes in the management of the benefits program, such as medical insurance and car lease.

Performance and Career Management:

• Conducted performance management workshops to ensure timely appraisal completion.
• Served as an interface for employee queries and concerns, promoting awareness of roles and responsibilities and enabling employees to focus on their tasks.

Employee Engagement Activities:

• Supervised all communication meetings.
• Led cultural and fun-at-work initiatives, establishing a team of enthusiasts to organize activities like picnics, cultural gatherings, and fun programs.
• Executed CSR activities for the Eastern Region.

HR Initiatives:

• Implemented the buddy program to facilitate onboarding and integration.
• Collaborated with the Chief People Officer (CPO) to create HR Standard Operating Procedures (SOPs).
• Managed the 'Rewards and Recognition' program for the East, recognizing and rewarding exceptional employee contributions.

Campus Management:

• Led Campus Recruitments for Engineering, Management, and Chartered Accountancy (CA) campuses for AERS, Consulting, and Tax, while nurturing and maintaining positive relationships with educational institutions.

Legal Compliances:

• Played a pivotal role in ensuring compliance with the Shops and Establishment Act, liaising with the legal officer to complete necessary formalities and maintain legal compliance.

I was a part of the Corporate HR department in Kolkata and was responsible for managing employees across Advisory and Tax.

Reported to: Head – Human Resources

Number of Team Members : 2

Key Responsibility Areas -

• Managed end-to-end All India Recruitment processes, overseeing the recruitment efforts for three business units comprising more than 1500 employees, including comprehensive Campus Recruitment programs.
• Conducted Compensation Benchmarking to ensure competitive compensation packages for new hires, aligning with market standards and company practices.
• Took charge of HR Operations for Tax Employees, overseeing the full range of HR functions to support and enhance the employee experience.
• Collaborated closely with Business Unit Heads and employees in respective business units to facilitate the goal setting exercise and ensure the successful completion of mid-year and year-end performance reviews, adhering to norms and guidelines, such as Bell Curve Norms, Promotion Norms, and Rationalization Norms.
• Managed Exit Management processes and conducted Attrition Analysis to identify key reasons for employee exits, contributing to the development of retention strategies.
• Maintained robust MIS (Management Information Systems) and reporting mechanisms to provide insights and data-driven decision-making support to senior leadership.

Reported to: Head – Human Resources

Key Responsibility Areas -

• Talent Acquisition and Onboarding
• Employee Engagement and Welfare
• Documentation and Reporting
• Exit Management