Samar Banerjee

ü Drive high performance culture through a robust performance management system that is aimed at recognizing and rewarding high achievers

ü Ensure a strong pipeline of leaders in the organization, especially for critical roles through structured intervention for hi-performers

ü Drive best practices, digital way of work and ensure continuous improvement within the function ( leading the implementation of Company wide HRMS platform)

ü Plan and manage recruitment for senior and critical positions at both Corporate and plant locations

ü Ensure an appropriate organization structure for the organization in response to the changing business environmen

• Drive high performance culture through a robust performance management system that is aimed at recognizing and rewarding high achievers
• Ensure a strong pipeline of leaders in the organization, especially for critical roles through structured intervention for hi-performers
• Drive best practices, digital way of work and ensure continuous improvement within the function ( leading the implementation of Company wide HRMS platform)
• Plan and manage recruitment for senior and critical positions at both Corporate and plant locations
• Ensure an appropriate organization structure for the organization in response to the changing business environments
• Oversee efficient Employee Relations and Labour related compliances across all manufacturing units
• Advise and guide the all subsidiary Company (including overseas subsidiaries ) HR Function.

• Review and monitor HROPS Processes performance across locations
• Deploy Shared Services Organization for the TOI Operations
• Design and deploy Employee Engagement Modules across locations
• Maintain all HR Policies and Procedures and provide guidance to employees/Business Leaders
• Oversee Employee 'Query Resolution Systems' performance
• Advise Line Managers/Business Leaders on all Employee Relations and Employee Grievance Resolution matters
• Act as the Functional Representative for all audits.

• Rolled out and Institutionalized a Strategic Talent Management Process for the Organization
• Leading the Social Planning intervention process for Organization Restructuring
• Created University/Institute relationship plans as a part of creating EVPs of 'Employer of Choice'
• Anchor Potential Management System across the Organization
• Key member in designing and embedding improvement interventions across the organization
• Designing and rolling out Sales Force Competency Improvement Plans across the Western and Southern Regions
• Leading the Learning and Development function for delivering learning requirements across the Organization.

• Actively led in Organization Building post restructuring of the region, significant contribution made in building the talent pipeline that delivered incremental business results for the eastern Region Operations of ACC Limited
• Designing interventions (People Focus Excellence) for supporting Business Model Changes (the Company introduced Sales and Marketing Excellence program during this period which was a structural change in the business process and required alignment with the People Processes as well
• Championed the new Performance Management System across the eastern region operations
• Played a key role in implementing Job Evaluation and implementation of changed Organization structure
• Played a key role in implementing an Integrated Employee Engagement evaluation and Improvement Process
• Played a Key Role in advocating and influencing Union Leaders/Opinion Leaders in signing the Long Term Settlement outside the CMA wage Board.

• Set up Organization from ground Zero, responsible for all hiring's for the Green Field Project in consultation with the Executive Committee and Technology Provider M/s Zimmer AG
• Maintain harmonious ER to ensure zero disruption at Project Site
• Obtain all statutory permissions and ensure up to date compliance

• Work in tandem with the Group Company to manage alignment between Op Cos in the HR space
• Ensure a strong pipeline of leaders in the organization, especially for critical roles
• Plan and execute C&B plans across Organization
• Design and roll out employee engagement processes across the Organization
• Plan and manage recruitment for senior and critical positions at both Corporate and plant locations
• Drive L&D agenda of the organization
• Support Unit HR Managers on matters of employee relations and CSR initiatives.