Atul Dhavle

• Leading HR of Components Business reporting to Global Strategy & Group HR Head. Oversight of other Businesses through HRBPs. Leading HR Team of 15 Professionals.
• Designed & deployed new Performance Management System including BU Scorecard cascade, Mid-Year Review and Annual Performance Review. Merit Increase & Variable Pay.
• Deployed Talent Review Process connecting Business Strategy to Organization Design, Critical Position identification/staffing thru internal & external talent.
• Talent Acquisition, CEO/CXOs for various Businesses.

• Lead HR function in Granules (6 sites, R&D Centre, 5000 employees) reporting to CMD.
• Developed HR Strategy map including Organization Design, Manpower Plan, Talent Management & Capability building; periodically reviewed by the Board (NRC).
• Established Talent Management Process to Identify, Develop & Grow internal talent.
• Built from scratch full CXO Team in 18 months through internal /external hiring. Developed Annual Scorecard & quarterly governance for the Company and the CXOs.
• Designed Granules Learning Academy to develop employees across functions & levels in Technical (Unit Operations, Standards) and Leadership capabilities.
• Deployed Wellness-Program including Testing, Tracing, Isolation, Medication, Counseling, Vaccination to enable smooth operations during pandemic.
• Ensured HR processes comply with Social Accountability norms (No substantial NC).
• Automating key HR processes (People-Works) to enable quick & robust decision making.
• Leading Operational Excellence program to enable Efficient Manufacturing through projects (capacity enhancement, yield improvement, etc) leading to significant EBIDTA impact.

• Led Operations Transformation initiative at 14 sites with a team of 25 professionals. Reporting to EVP & Head of Global Manufacturing Operations.
• Deployed Lean Daily Management to streamline plant management system, aligning cross functional priorities, and enabling rapid problem solving.
• Conceived Lean QC Laboratory, that improved TAT and Lab errors. Recognition in Manufacturing Excellence Summit by Frost & Sullivan.
• Initiated two quartile improvement in select KPIs as per benchmarking study (POBOS).
• Created IE Function to establish Staffing norms. Improved productivity using MOST.
• Built Technical Training Academy to train employees on fundamentals of unit operations in simulated environment. Deployed LMS (SumTotal) for learning governance.

• Reported to Global HR and Business Head while leading team of 15 executives.
• Architected wholesome employee engagement model for grass-root employee, Self-Managed Work-Team (SMT Way) to learn, contribute and improve.
• Led Viable Vision Project to reduce manufacturing lead time using TOC principles. Improved R&D productivity through Critical Chain Project Management tools.

• Led Global HR Operations in India, Saudi (Damam) and US (Little Rock), reported to MD.
• Org Design & setting up full marketing team hiring industry experts for leadership roles.

• Facilitated Matrix organization in R&D with dual focus (Project & Function) to improve timely Product development. Reported to CHRO and R&D Head.
• Developed Center of Excellence by hiring niche talent from US Pharmacos. Visited Top Technical and Management Campuses to build talent pipeline.
• Created “Community of Practice” for multi-location scientists on Yammer for learning.

· Led Sales and Marketing HR Function across 15 countries (BRICS+), 2500 employees reported to CHRO and Biz Head. Facilitated organization design for emerging markets.

· Collaborated in “Top 30” cross cultural Leadership Team Building with quarterly themes leading to 100% performance. Designed Outbound learning Boot-camps.

· Developed HR Policies & Expatriation process for Country Managers.

· Guided Russia HR team on field force structuring & incentive design to support growth.

· Conceived “Self-Managed Team” concept in green-field pharma plant with high productivity.

· Participated in 12/3 settlement in one plant and closure of another unit.

· Implemented Performance Evaluation and Coaching Tool (PMS) in the units.

· Assisted in Integration of two companies (DRL/CDL) using Mercer’s 3P model.

· Led Unit HR. Prepared HR budget. Managed recruitment, induction and deployment.

· Conducted compensation survey, structure design and implementation.

· Managed Trainees (GETs/DETs) program from campus, induction to OJT.

. Assisted in training and launch of small group activities - Quality Circles