SARIKA MORE

• Provide overall HR leadership/advisory for the Company, both in terms of providing clear strategic direction for the function and in terms of ongoing operational support and guidance.
• Develop, implement and successfully deploy a HR strategic/tactical plan for the business, which sets out the people/organizational capabilities required, and identifies how these capabilities will be delivered.
• As a member of the regional human resources team, partner with the other HR professionals in contributing to the successful deployment of the company’s HR strategy, and undertake other specific projects depending on business needs.
• Promote the Company as an employer of choice.

• Develop and implement annual agenda for HR strategy in line with business plan by ensuring HR plans support needs of business.
• Standardize/Align people policies in line with Business requirements
• Finalize HR budget for year by estimating cost of resources and investment requirement
• Plan staffing strategy, lead manpower planning and ensure cost per hire is reduced by 25%
• Drive various Talent Management initiatives in line with Business Strategy
• Build high-performance culture on foundational pillars of transparency and meritocracy through robust performance management process
• Employee Engagement

• Head HR operations for all the schools across India
• Responsible for 18 schools in India and 1 overseas
• Handle a team of 50

Lead the domestic retail business of textiles under Brand Spaces.

• Overall In charge of Human Resource function for domestic business.
• Successfully developed and delivered training modules to the sales staff across country.
• Ensured an appropriate organisation structure for the new upcoming business.

Responsible for 2 plants, sales force and corporate.

• Ensure creation of a strategic plan for HR and lay out a roadmap for implementation in line with the business strategy, employee needs
• Responsible for the budgets of the function.
• Ensure an appropriate organization structure for the organization in response to the changing business environments
• Identify technical and behavioural competencies that would drive business performance; create a strategy for capability building of employees at all levels
• Support in articulating the compensation philosophy for AHBC and create a process for compensation management
• Ensure efficient design and delivery of all HR policies and ensure they are in line with industry practices
• Ensure creation of HR processes on IT platform
• Interact with various outside agencies/ consultants (recruitment consultants, strategic HR consultants etc.) on regular basis to seek relevant services
• Responsible for overall administration.

Head HR for a unit of Marketing Services of the Agency comprising of 5 business formats.

• Assist the Business Unit Heads in robust talent acquisition achieve almost 60% reduction in hiring costs.
• Instrumental in devising key engagement, retention and productivity initiatives by strategizing and anchoring various practices & interventions which reduced attrition by about 33%.
• Designed, developed and automated the HRMS with the help of Technology head, Mudra was then talked about in media for its technological readiness in HR.
• Partnered with the BU Heads in Identifying Potential in Unit Employees at all levels and create clear Career Progression Plans for all.
• Ensure that timely performance appraisals, development plans.
• Designed Annual Group Training Calendars, Annual activity calendars and the annual operating budgets.

• Talent Acquisition
• Rolled out the improvised version of the Employee Handbook keeping in view of market situation.
• Part of the team to formulate the HR policies for the company’s new venture – Dish TV (DTH business)
• In-charge of the Compensation & Benefit of the all the companies under ASC Enterprises Ltd.
• Monitoring and implementation of the Performance Management System
• Day today HR operations and Staff Welfare activities

• Talent management
• Productivity Based Incentive Scheme: Designing, modification & setting benchmarks of the scheme.
• Staff Induction and Orientation, Identification of staff training needs, designing of course, evaluating past training performance.
• Staff Welfare Activities.
• Salary Administration
• Part of the core team for ISO implementation.