HITESH SHARMA

Role: Senior HRBP – HR Ops, TM, Performance & Rewards

Total Manpower: 2000(On roll + Off roll comprising of projects and Operations & Maintenance)

Talent Management || Performance & Rewards:

• Handling discussions with senior leadership on aligning talent management with the overall organization by current and future skills and competencies required for success.
• Actively driving the entire PMS cycle .
• Responsible for delivering HR processes, policies and initiatives directly for employees by directly managing multi location team of HR professionals.
• Digitized the IDP programs for the PIP employees.
• Ringfencing the HIPO's with special rewards scheme.
• Career & Succession Planning of HIPO's by creating IDP's & thereby tracking their learning agility vs performance post PMS cycle and creating roles via job enrichment and enhancement.
• Partnering with key executives (Business Head & HODs) across the business to drive Employee Engagement, Performance Management, Employee Connect Program & Cultural Assimilation.
• Manpower Planning, developing / monitoring HR Annual Budget. Determining the annual budget for the department.
• Managing associated cost in a more efficient way.
• Implemented HRMIS Dashboard for the leadership reviews on monthly , quarterly and annual basis.
• Implemented Compport tool for PMS & Rewards Management considering Group guidelines.
• Updating business on employee aspects like poor performance, managed terminations, disciplinary and grievance matters, flexible working arrangements, potential risks, attrition trend, employee engagement, etc. and propose mitigation plan.

Organizational Design:

• Demonstrated the application of competency frameworks and various types of competency models (technical and behavioral), and also demonstrated the proficiency level mapping.
• Responsible for strategic workforce planning and manpower norming for the entire Region .

Talent Acquisition:

• Responsible for leadership hiring for corporate service departments predominantly Projects, O&M, Finance, Supply Chain, Business Development, Sales & Marketing etc.
• Also taking the talent acquisition for new businesses like e-mobility, biomass.

HR Operations and Technology||Digitization:

• Induction , Employee engagement, Employee Relations, Employee Rewards/Recognition and Employee's Exit Management.
• Manpower planning, developing, and monitoring the HR annual budget.
• Lead/Anchor and support HR policies, process, systems and OD initiatives as per the roles defined for each initiative with a focus on implementation of organization excellence.
• Salary Benchmarking for the critical roles via compa ratio, salary structure and pay scale.
• Have Implemented KRONOS PAN India for the better control on contractual Labor Management for almost 2000 contractual workers.
• Was a key member in the implementation of Oracle Fusion enhanced modules .

Industrial Relations:

• Ensuring all statutory compliances are adhered to as per the law and involved in company HR audits as well.
• Industrial Relations Management by developing and maintaining relationship with the employees and teh external stake holders
• Resolved workplace conflicts and grievances through negotiations and mediations ensuring alignment with company policies and legal frameworks.
• Ensured compliance with labor laws and industry regulations, including wage compliance, employee welfare, and workplace safety standards.
• Contributed to developing and implementing policies related to employment standards, ethics, anti-harrasment, and workplace equality.
• Internal Audits and Reporting
• Training and awareness program on compliance matters, such as workplace ethics, health and safety and anti-discrimination laws.
• Managed disciplinary procedures and documentation for employees in violation of organizational policies, ensuring due process and fairness

Role: Senior Manager, Human Resource Business Partner - Europe & Emerging Market: Domestic & International Therapy: Oncology & Biosimilars.

Total manpower: 1,100.

Strategy and Governance:

• Coordinating functional leads in Europe to identify short-term and long-term HR strategies for the region.
• Shadowing business leaders in the quarterly strategy planning process.
• Supporting the creation of a roadmap for the business, thereby emulating it for emerging market countries.
• Formulated a series of governance controls at all country levels.

Talent Acquisition:

• Responsible for all leadership-level recruitment for the Emerging Markets and Europe support team, thereby ensuring 100% manning across all functions, such as Finance, Supply Chain, BD, and Sales, for all the international subsidiaries based in different countries.

Performance and Talent Management:

• To drive the PMS process for the entire region.
• Drive the transition of the Offline PMS to the Online PMS system on the HR service platform.
• Ensuring succession and career management processes in order to maintain a robust talent pipeline.
• To update the business on employee aspects like poor performance, managed terminations, disciplinary and grievance matters, flexible working arrangements, potential risks, attrition trends, employee engagement, etc. And propose a mitigation plan.

Total Rewards and Compensation:

• Compensation structure design for different roles for the EM business employees.
• To track the compensation of all the employees, considering the defined compa ratio and proposed salary correction accordingly.
• Develop a reward mechanism for the BU in line with the corporate framework.

HR Operations and Technology||Digitization:

• Induction, Employee engagement, Employee relations, Employee rewards/recognition, and Employee's exit management.
• Organizing unit-specific behavioral or technical in-house and external training programs as and when identified.
• Manpower planning, developing, and monitoring the HR annual budget.
• Lead, anchor, and support HR policies, processes, systems, and OD initiatives as per the roles defined for each initiative, with a focus on the implementation of organizational excellence.
• Design a new online platform for PMS.
• Design and develop an employee HR portal for subsidiaries based in Mexico, Brazil, South Africa, and the Philippines.

Role: Human Resource Business Partner - AFME Region. Ahmedabad, Gujarat.

• Coordinating functional leads to identify short-term and long-term HR strategies for the region.
• Shadowing business leaders in the quarterly strategy planning process.
• Supporting the creation of a roadmap for the business, thereby emulating it for emerging market countries.
• Formulated a series of governance controls at all country levels.
• Responsible for all leadership level recruitment for AFME & Corporate support service team and thereby ensuring 100% manning across all functions like Finance, Supply Chain, BD & Sales for AFME Region.
• To drive the PMS process for the entire region.
• Ensuring succession and career management processes to maintain a robust talent pipeline.
• To update the business on employee aspects like poor performance, managed terminations, disciplinary and grievance matters, flexible working arrangements, potential risks, attrition trends, employee engagement, etc. And propose a mitigation plan.
• Compensation structure design for different roles for the AFME business employees.
• Develop a reward mechanism for the BU in line with the corporate framework.

Total manpower: 800 international sales force and 3,500 domestic sales force; therapy segment: cardio, diabetic, neuro, gynecology, and general segment.

Strategy & Governance:

• Aligning with BU/Organization goals and offering customized HR interventions to suit BU.
• Policy formalization / amendments in line with the corporate guidelines.

Talent Acquisition:

• Managing the complete recruitment life cycle, including sourcing the best talent.
• Compensation analysis and implementation of standard salary bands and grades across branches and regions.
• Performance Management:
• Proposed and implemented a new PMS system for the subsidiaries (Philippines and Russia).

HR Operations & Technology:

• Responsible for and involved in the manpower budget, and overseeing talent recruitment at all levels.
• Ensure pre- and post-joining formalities, the process of probations, training extensions, and confirmations of the employees as per the prescribed timelines.

Capability Building:

• Coordinate with department HODs in identifying the training needs, with content specific for mapping the training needs for the employees.

Assistant Manager, Corporate HR (Oct. '12 - Jun. '14)

• Managing the complete recruitment life cycle by sourcing the best talent for the corporate functions and departments: Finance, Supply Chain, Human Resources (Corporate HR and Sales HR), Information Technology, International-ROW, and Sales and Marketing (around 300 staff).
• Responsible for and involved in the manpower budget, and overseeing talent recruitment at all levels.
• Act as a transitional HR during the acquisition of Elder Pharmaceuticals to Torrent Pharmaceuticals.
• Responsible for the smooth transition of the elder employees, including their salary reworking.
• Handled corporate IR issues.

Assistant Manager, Domestic Sales HR (Dec '09 - Oct '12)

• Align with BU/Organization goals, and offer customized HR interventions to suit Sales Division needs.
• Managing the complete recruitment life cycle, including sourcing the best talent for Medical Representatives, First Line Managers, Regional Managers, and National Sales Managers.