Ranjit Shinde

• Manpower Planning & Budgeting: As India TA Head, formulating hiring plan & budget, anchoring the hiring needs for On Rolls and Contractual talent by partnering with Business Heads to drive Talent Acquisition strategies across all functions and levels
• Talent Acquisition: Individually responsible for sourcing for Sales and Leadership level candidates. Heading a team of 7 TA team members. Ensuring building a Talent pipeline for future hiring needs
• Vendor Management: Efficient Vendor Management to ensure Black Box employer brand has a good recall.
• BGV Operations: Responsible for BGV operations and ensuring TAT for BGV searches is as per agreed timelines.
• Governance & Audits: Total ownership of adherence to TA policies, ownership of Recruitment TAT, SPOC for TA for Internal & External audits.
• Change Management: Championed and lead the change management efforts for TA in the ever-changing business environment.
• HR Analytics & Reporting: Directed and guided the MIS team to develop & maintain TA metrics and analytics that help in measuring the TA programs and its initiatives. Publish reports for senior leadership & Business on TA metrics, trends & insights. Analysed data to enable decision-making.
• Market Intelligence & Networking : Working on Compensation Benchmarking via competitor mapping

Key achievements:

· Ramped up India numbers by 300 resources in FY 23 / 250 resources in FY 24

· 42% of the employees added in FY 23 were COGS resources, hence billable.

· Offer to join ratio was 90%

· Agency hiring kept to a minimum of 7% of the total source mix

· Ensured 50% of the candidates were from Tier 1 Global / India SI

· Mapped recruitment processes into Oracle Recruit module for Go Live of Recruitment process in Oracle Fusion HCM

· Onboarded 100 Graduate Engineer Trainees in 2 months across Bangalore, Mumbai & Gurgaon

• Responsible for managing and delivering HR interventions for the API business unit of Sequent / Alivira
• Leading the Productivity improvement initiatives across employee segments
• Driving the Performance, Efficiency, Governance and Continuous improvement initiatives for the BU

• Talent management initiatives: Conceptualizing, designing & running HiPer-HiPo employee programs, Leadership development & Succession planning & Managing strategic talent reviews, End to end management of the performance management system, increments and promotions for the business units
• Strategic L&D support to business: Ensuring competency gaps mapping of the business units.
• Organizational design & structure management: Strategizing & managing – Organizational structure & Pyramid ratios, Right sizing, Org restructuring, redundancy mapping, key / pivotal profiles retentions management and key control over attrition
• Governance: Total ownership of amendments to HR policies, ownership of POSH, disciplinary process & actions for the business units
• HR Surveys & Analytics: Running (annual & dip stick) surveys within the business units. Designing interventions based on the analytics drawn out of them
• HR Operations & Audits: Responsible for an efficient TAT based delightful employee life cycle experience (On-Boarding to off-boarding) along with managing HR audits
• Ownership for all HR IT (HRMS / HRIS) and digitization initiatives & projects of the business units
• Employee Engagement, Welfare & CSR: Managing Events, Townhalls, Family days and other employee engagement initiatives along with CSR for the business units
• Complete responsibility for HR projects / interventions
• Recruitment – Manpower budgeting. Formulating hiring strategy basis principles of equal opportunity, gender diversity & brand management. Managing all aspects of recruitment viz. campus (direct via institutes / agencies), off-campus freshers, contract, lateral & leadership hiring for all the 3 business units
• Learning & Development – Ownership for the entire LnD & Competency matrices of the 3 BUs. Responsible for strategizing & calendar formulation for upskilling, cross skilling, multi skilling & all dimensions viz. - Leadership, Functional & Behavioral trainings for the BU. Ensuring that analytics & feedback processing takes care of refinement of programs leading to better ROIs.

Key achievements:

· Successfully managing 3 diverse business units of BSV namely Manufacturing (Plant, Farm & Preclinical), R&D and Corporate functions.

· Played the Lead in automating the HR processes onto a HRMS on premise system for BSV after studying and analyzing the legacy systems and processes.

· In BSV for last 3 years, EE score was 75%, 78% and 77% through specific targeted engagement initiatives

· Lead the LSSSDC certification of the entire workforce of the BSV plant & ensured 100% certification of almost 400 employees

Awarded SumHR India’s Top 100 Emerging HR Leaders of 2019

• HR Business Partner role, Talent acquisition, Manpower Planning, Talent Management and Performance Management, Employee Engagement, Policies/SOPs formulation, Compensation Benchmarking, MIS and Dashboard, L&D interventions, Diversity initiatives, CSR activities