Jaya Azad

Key Achievements:

· Promoted from Global HR Lead to Global Head (People & Culture) within 3 months of joining

· Entrusted with the responsibilities of Chief Operating Officer within 6 months of joining

Key Responsibilities as Global Head (People & Culture):

Partner with business line CEO and key stakeholders to develop and implement HR strategies and

initiatives that support the business’s goals and objectives while providing HR support and expertise to

business leaders.

• Partnering with business leaders and helping them understand their people's challenges and needs in the development of strategies and initiatives to achieve business objectives and goals, and implementation.
• Sourcing the critical global talent, building and maintaining a highly diverse talent pipeline as per the multi country project requirements
• Lead OKRs (Objectives and Key Results) across the firm, including developing company-level OKRs in collaboration with the CEO and Advisory Board and getting the same aligned throughout the entire organisation by facilitating various functional OKRs.
• Continuous development and upskilling of employees (who are from different geographies & culture and varied levels of potential). Identifying skills that will be needed in the future, developing and implementing strategies in close alignment with business leaders to deliver these skills.
• Collaborate with cross-functional teams to design and implement HR policies and procedures that comply with multicountry employment laws and regulations.
• Driving the employee engagement strategy while leading the organisation's diversity, equity, and inclusion efforts, fostering a culture of belonging and respect.

Key Responsibilities: Chief Operating Officer

• As part of the Executive Committee spearheading the growth strategy for the company while leading the business operations (Project Management, IT, Legal & Finance)
• Ensuring proper financial and cash management for the business
• Enabling business project delivery capabilities by designing and implementing cross vertical systems, policies and procedures to ensure compliance and streamline operations.
• Leading the business expansion plan through various models such as subsidiaries, joint ventures, and licensing in Asia & Africa regions.
• Leading the Digital Transformation journey of the company including assessing and implementing various CRM platforms, Project Management platform, AI tools for research,HRMS etc
• Facilitate cross-functional teams and implement agile project management practices.
• Working closely with cross functional teams around key business imperatives such as IP rights, data protection, partnership projects etc

Key Contributions:

Led the white collar productivity project for entire Auto manufacturing division as a project champion

· Capability Building Champion for developing Future Digital Skills of employees

· Diversity Council Member representing the entire Auto Division

· Awarded for the impactful HR contribution to the launch of XUV 700 by Developing the concept of a Premium workforce at the dealership.

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Key Responsibilities:

· Championed Strategic Workforce Planning, resulting in the design and implementation of an effective Talent Acquisition Strategy.

· Led projects on Organization Design and Restructuring, optimising job architecture, decision-making matrix, managerial layers, and span of control, leading to an increase in workforce productivity.

· Led the talent management intervention MLEAP (Emerging Leaders Program) for a high-potential talent group.

· Designed and implemented an effective Performance Management System, aligning business goals with departmental and individual goals, and conducting annual performance appraisal cycles.

· Drove the creation of a culture of Digital Learning, strategizing capability needs by aligning them with the future needs of the organisation/industry.

· Executed HR digital projects such as HR bots, HR analytics, and implementation of Learning Management Systems (LMS) and Success Factors.

· Led various Organisational Development (OD) initiatives, facilitating structural and cultural change management, including the Gen Y Project and Diversity & Inclusion initiatives.

· Led the Great Place to Work (GPTW) initiatives for the business unit, including the Annual Employee Engagement Survey, result sharing, action planning, implementation of action plans, and their reviews.

· Conducted various Annual and Monthly Employee Communication Forums with functional Heads to provide business updates and gather employee input for future plans.

· Expat Management

Key responsibilities:

• Led the launch of new Business state (Maharashtra) as State Head HR and contributed to business growth from one Unit to 5 units in years time, ramping the hiring from 5 to 1000+, establishing all the HR process & policies.
• Later promoted and transferred to lead the HR for the largest & biggest revenue contributing state- Madhya Pradesh & Chhattisgarh, comprising 11 unit offices.
• Served as a trusted advisor to the CEO, State Editors, and other key stakeholders.
• Responsible for end to end Talent Management inclusive of workforce planning, budgeting, and talent acquisition activities, Talent management and development processes such as Hipots development and engagement,, competency assessment, training needs identification (TNI), and finalising the Annual Training Calendar.
• Implemented Individual Development Plans (IDPs) for high-potential employees.
• Facilitated succession planning by identifying and nurturing a talent pipeline for critical business roles.
• Executed corporate training initiatives at the State Level, including Leadership Development Initiatives (LDI).
• Ensured effective performance management by implementing the Balanced Scorecard System at the State and Unit levels. This involved conducting timely qualitative reviews and implementing action plans for development, incentive payouts, and performance improvement.
• Fostered employee engagement through various initiatives, such as Employee Connect Programs and gathering feedback on company policies, management style, and HR response systems.
• Played a pivotal role in change management by deploying the organisation's vision and values at the state level through sessions, recognition programs, and open-house meetings.
• Provided leadership for Payroll, Compensation & Benefits, and Statutory Compliances at the State Level, ensuring the timely and accurate processing of payroll and compliance requirements. Proactively managed statutory requirements to prevent compliance issues during audits.

Key Contributions:

• Successfully managed the three Green field Projects / Launched the New Business Projects by
• successful & qualitative contribution from HR in terms of workforce planning & budgeting,
• hiring, induction and established the HR system & policies at operational level .
• Completed workforce Planning for three green field projects and handled recruitment across
• levels & verticals and ramp up the workforce from 400 to 2500+.
• People Policies & Systems- Assisted in creating & establishing first ever People Policies for the employees by the study of system & policies prevailing in the Industry with the competitors, analysed the same as per our company requirement, refinement through inputs from Key Stakeholders and finally roll out plan implementation across the Manufacturing Plants, Branches & Depots.
• Organisation Development Initiatives- Coordinated & handled the massive exercise of Organization Restructuring through compensation benchmarking and role fitment exercise.
• Handled & coordinated the Talent Appreciation Process (TAP) based on Caliper Test; organised for the Top Management of the company.
• Handled Development Centres Workshop – “Nirmaan” – a TAP extended to the Managerial staff of the company for three consecutive years.

o Jan’07 – July’07 – Country Head (Recruitments)

o April’06- Dec’06 – Team Lead (Recruitments)

o Oct’05 – March’06 – Soft skills Trainer