Nalini Malik

Talent Acquisition & Employer Branding – South Asia (Reckitt)

• Led a team of 10 (including 4 direct reports) to elevate Talent Acquisition and Employer Branding across South Asia.
• Revamped legacy Management Trainee Program (33 years) to attract and retain early career talent, ensuring pipeline strength.
• Executed multi-platform Employer Branding campaigns, positioning Reckitt as an employer of choice in the region.
• Partnered with Regional HRD & ILT to drive strategic lateral hiring and succession planning, enhancing talent quality.
• Promoted inclusive hiring practices, achieving 50% diversity representation in Non-Commercial functions across India.
• Implemented AI-driven TA systems, enabling hiring manager self-service and improving process agility.
• Reduced time-to-hire from 83 to 33 days, significantly boosting recruitment efficiency and stakeholder satisfaction.

HR Business Partner & Organizational Design – Reckitt India

• Led a cross-functional HR team supporting 600 employees across Finance, IT, Legal, R&D, and Quality, driving performance and engagement.
• Partnered with India Leadership Team to shape organizational design and talent strategies aligned with business transformation goals.
• Executed the 'Oxford' restructuring, integrating Health & Hygiene GBUs to optimize structures and enhance agility.
• Elevated Finance function performance, positioning India as a talent hub and enabling global talent mobility.
• Designed and launched FinMasters, an annual capability curriculum for Finance, and scaled Career Cafés globally to support career development.
• Facilitated strategic Planning Meet with CFO to align Finance leadership on ambitious goals and execution plans.
• Led diversity, leadership, and compliance training, fostering a high-performance, inclusive culture across functions.

Capability Building & HR Business Partner – Reckitt India

• Defined the Capability Agenda for 1,300+ employees through a comprehensive Learning Needs Analysis across functions, focusing on Leadership, Functional, and HiPo development.
• Facilitated flagship Leadership Development Programs – Empower, Embark, and Elevate – tailored for staff cadre, first-time managers, and mid-level leaders.
• Drove the People Agenda for Global Functions – Finance, Legal, IT, R&D & SQRC – in close partnership with Functional Directors, impacting 400+ employees.

Sales HR & Talent Strategy – Reckitt India

• Partnered with Sales Director & SLT to elevate talent quality across a 600+ member Sales organization, driving key metrics like attrition, internal fill ratio, and engagement.
• Led Medical Team reorganization with the Channel Head to improve structural efficiency and team effectiveness.
• Managed a team of 7 (1 Manager, 6 Executives) across regions to deliver consistent HR support and talent outcomes.
• Achieved 89% internal fill ratio in Sales, enabling career growth for HiPo talent and reducing attrition from 26% to 16%.
• Designed the Commercial Career Architecture, enabling cross-functional mobility across Sales, Marketing & eCommerce, and securing SLT buy-in for execution.
• Launched the Sales Academy ASM Bootcamp, equipping early career talent with role-readiness and accelerating impact in the field.

Talent & Organizational Development – North, East, and Medical Sales (Reckitt).

• Strategic Talent Partner to Regional Managers, driving PDR, Talent Reviews, and Succession Planning for 400+ employees across North, East & Medical Sales.
• Championed Diversity & Inclusion in Sales, delivering a 4.3x increase in women representation through initiatives like iBelong and Lean In Circles; recognized by HRD for driving mindset shift in Sales LT.
• Designed and executed the Sales Leadership Program (SLP) – from campus EVP and recruitment to onboarding, development, and performance reviews.
• Led integration of MJN into RB Medical Sales, partnering with channel leadership to onboard and stabilize a 225-member team across levels.
• Drove manpower planning during RB 2.0 split, hiring 40% excess headcount in just 2.5 months; awarded by SVP for execution excellence.
• Revamped Sales Development Program (SDP) using data from 3 cycles to build impactful bootcamps, boosting assessment outcomes and talent investment.

Employee Relations & Capability Building – Asian Paints Manufacturing

• Automated grievance redressal system across manufacturing units, enhancing transparency, fostering trust, and significantly improving employee experience.
• Designed and delivered learning interventions from shop-floor operators to leadership, with a focus on collective bargaining, inquiry skills, and ER sensitivity.
• Led HR process automation impacting 2,000+ employees, driving operational efficiency and seamless change management.
• Created gamified competency development programs to engage high-potential talent during organizational transitions.
• Implemented structured induction journeys for graduate engineers across six sites, integrating live projects and performance reviews.
• Facilitated Code of Conduct workshops for 1,000+ operators, strengthening workplace relationships and reinforcing ethical culture at the Khandala Plant.