Samsundar Palaparthi

• Talent Advisory to leadership on hiring and ramp up pan India. Develop and drive effective Talent Landscape Strategy.
• Business Coverage across Global Agricultural Solutions R&D, Asia Pacific Engineering & Maintenance Hub – Mumbai, Mobile Emissions Catalysts Business – Chennai; amongst other Units.
• Maintain and develop University Relations with premier B-Schools and Engineering schools to engage, develop and attract young talent leveraging BASF brand equity
• Process Streamlining of various processes, assessing risks and mitigating them appropriately
• Employer Value Proposition strategy review and optimization to local demography based on Talent Needs for next 2-3 years.
• Talent Pipelines built for scale up of Engineering Hub for greenfield investment project – pipeline for 600+ experienced engineers for large capex projects. Proactive interviewing and candidate engagement. Significant reduction is staffing timelines - from 6 months to 6 weeks.
• Diversity Hiring – engage with diversity candidates and build an Employer brand. Campus: actively engaged with SP Jain for their Second Careers’ program. Coaching and Mentoring @ BASF. Lateral: drove full day workshops for over 500 managers in BASF on ‘Unconscious Biases’ along with Learning team. Branding: participate in Avtar’s “Best Companies for Women” survey’s and implement necessary interventions to drive D&I agenda of organization.

Strategic HR Projects

HR Feasibility Study for a $4 Billion green field Petro-Chemical Park:

• Develop HR Blueprint for the project, including milestones for each HR stakeholder
• Building the Talent Acquisition strategy for new site – conduct talent feasibility study and analyze key finding
• Design the multi-JV organization including structures, staffing levels and service models
• Conduct strategic workforce planning for the project requirement from conception to commissioning
• Develop a comprehensive personnel cost model taking incorporating the workforce planning and cost levers for next 24 years. This excel model is seen as a world class model within BASF. Learnings on developing this cost model shared with another $10 Billion project team in China.
• Analyze and optimize structures to ensure the project is viable under the Joint Economic Models by the JV partners

Other projects relating to C&B such as Wage Code 2019 impact analysis, etc .

· HR Advisory to a group of 700+ FTEs across business groups including Finance Middle Office, HR Shared Services, Human Capital Research and Analytics, Voice Technology, Presentation Technology, Risk and Governance

· Creating leadership pipeline / Succession Planning

o Critical roles identification and talent landscaping for each strategic business unit

o Design and execute interventions for identified talent

o Map Identified talent to Competencies required for the succession role

· Building a transparent culture

o Drive Internal Assessment Centers / Interviews, Communicate Feedback in a constructive and precise manner

o Prepare Compensation in line with the new role

· Employee development

o Drive IDP across the levels, IDP completion and quality review

o Talent Mobility intervention within each business and across business units, Identify and implement coaching intervention

· Compensation Benchmarking and Baseline reviews

o Work with Compensation Team to review the benchmark across business units, review comparators for new work streams. Advise business on compensation review of teams during role changes based on Skillsets

Baseline review of employees in preparation for year-end compensation exercise

· Recruitment

o Responsible for Leadership hiring at the site

o Drove recruitment of RPO recruitment team of 14 members with an average closure rate of 150 offers per month

o Act as an advisor throughout the recruitment lifecycle and work with other areas of HR for effective interviewing and on-boarding processes within the established TAT / SLAs

o Provide market intelligence regarding hiring trends as well as research competitive markets and peer organizations on need basis / new CoE setups

· Recruitment Analytics

o Infer and derive remedial measures and actions basis Taleo Reports on key matrices like Requisition Ageing, Offer SLAs, Time to Fill and Offer Declines

o Develop report templates to be used for analytical purposed which would be generated by Taleo eRecruitment Tool

· ERMS / Taleo

o Ensure usage and provide user support for E-Recruitment / Taleo platform

o Drive Taleo Adherence with a focus on Requisition Management

· Risk & Control

o Ensure 100% compliance to Citi Global and Regional recruiting standards including Equal Opportunity Employment

o Recruitment Risk & Compliance management and reporting which are relevant for Banking Industry (Employment of Relatives check and Anti-Bribery Compliances check)

o Monthly Compliance/Process/ System refresher training

· External Stakeholder Management

o Manage relationships with executive search firms, agencies, and temporary firms

o Coaching hiring managers / panels on recruitment methodologies and employer brand as needed

· Managerial / Supervisory Activities

o Coach and Mentor a 14-member onsite RPO team on process and delivery in a high performing and demanding delivery environment

• Create and Maintain Performance driven culture at the site
• Drive Performance Management of Workmen
• Execution of Corporate activities / projects
• Manage Employee engagement Activities and Initiatives
• Code Champion for Responsible Care (R) Code 4 – Occupational Health: Oversee Operations of Occupational Health Centre. Execution of Global Health campaigns in the consultation with EHS, coordinate various audits with consultation of EHS.
• Corporate Social Responsibility at Site level
• Lead a team of 6 members

· Spearheaded strategic recruitment for the Business Units –

o Global R&D, Procurement – South Asia Hub

o Upstream Businesses - Performance Chemicals, Inorganics, Catalysts

o Downstream Businesses - Crop Protection, Personal Care Chemicals, Nutrition and Health (Pharma), Paper Chemicals, Leather Chemicals and Dispersions & Pigments

· Drive Talent Acquisition independently for a Green Field Project to staff the Innovation Campus – Agrochemical Discovery Facility setup in India

· Managing Source and Channel Mix – ensuring optimal talent pipeline availability

· Offer management

· Own TA Matrices (TAT, Offer Acceptance Ratios)

· Process Improvement and Streamlining

· Implementation of Taleo Recruitment System across South Asia (eRecruitment Tool)

Strategy 2025 - Involved in the Core HR team which devised strategy 2025 for India