Shantanu Karnik

1. Talent Retention and Strategic Workforce Planning:

• Reduced M0 churn from 25% to 12%, M1 churn from 15% to 7%, and M3 churn from 10% to 2% through strategic policy redesign, targeted role-fit assessments, and personalised retention initiatives for high-risk cohorts.
• Decreased overall organizational attrition from 29% to 8% (contributing to ₹4.2 Cr in estimated cost savings annually) by implementing data-driven employee engagement programs and succession planning for critical roles.
• Increased the high performer population by 15% through structured Performance Improvement Plans (PIPs) and continuous 360-degree feedback mechanisms, creating a visible talent pipeline for leadership progression.
• Engineered organisational restructuring across Tech and Product teams, realigning 180+ employees into optimised unit structures; measured through a 22% improvement in cross-functional collaboration metrics.

2. Revenue Alignment & Compensation Strategy:

• Formulated and implemented performance-linked incentive plans that directly boosted organizational revenue by 40%.
• Conducted comprehensive compensation benchmarking across verticals and geographies using market data; optimised budget allocation, resulting in a 98.6% utilisation rate with zero surplus/deficit variance.
• Partnered on total rewards strategy, restructuring benefits matrix to retain top 100 performers; achieved alignment with top quartile compensation bands.

3. Technology Enablement & Adoption:

• Led the development of a CRM training program for 200+ Sales and Operations team members, resulting in a 30% improvement in user adoption rates, a 25% decrease in system errors, and an 18-day reduction in the sales cycle through better data utilisation.
• Built a self-service HR portal, reducing HR support tickets by 35% and improving employee experience from 3.9 to 4.6/5 (CSAT).

4. Learning & Development at Scale:

• Spearheaded comprehensive L&D initiatives, including New Manager Bootcamp (40-hour program for 20+ emerging leaders), Front Line Manager certification, and hybrid leadership training
• Achieved a 92% employee satisfaction rate in post-training assessments and an 88% skill application rate (measured 90 days post-training) by personalising content to team-specific needs and implementing peer coaching mechanisms.
• Elevated HR approval rating from 3.2 to 4.7/5 through engagement initiatives (quarterly all-hands celebrations, peer R&R programs, CEO town halls, and HR Open House) with a 78% employee participation rate.

5. Performance Management and Organisational Development:

• Designed and deployed Manager and Self-Evaluation frameworks for 742 employees across 12 departments, with a 97% completion rate achieved within 5 days using standardised rubrics and manager training.
• Established a succession plan for 25 critical roles, with identified internal pipelines and gap analysis; reduced critical role vacancy time by 40%.
• Implemented 360-degree feedback for 50 senior leaders, identifying 12 high-potential mid-level managers for an accelerated development track.

1. Organisational Scaling & Structural Development:

• Architected and executed hypergrowth expansion from 15 to 270 employees in 18 months across Sales, Ops, Engineering, and Product functions, establishing HR infrastructure from scratch while maintaining 6% attrition rate
• Built a talent acquisition pipeline spanning eight roles simultaneously; optimized the recruiting funnel, reducing time-to-hire from three weeks to one week (28% faster than the industry benchmark), and improving quality-of-hire scores from 3.2 to 4.5/5.
• Developed onboarding curriculum reducing time-to-productivity from 90 days to 60 days through structured 4-week buddy programs, role-specific knowledge bases, and cross-functional meet-and-greets

2. Compliance, Policy, & Risk Management:

• Pioneered research, drafting, and implementation of foundational policies (POSH, Leave, Remote Work, Code of Conduct) ensuring full legal compliance with Indian Labor Laws; achieved zero compliance violations across 3 audits
• Established HR governance framework with clear escalation procedures, policy documentation, and employee handbook; trained 100% of managers on policy application and received 100% policy acknowledgment from workforce
• Collaborated with legal counsel on employment contracts, statutory filings, and ESI/PF compliance; managed organizational transition through GST registration, and revenue growth thresholds requiring statutory adaptations.

3. Employee Relations & Engagement Strategy:

• Spearheaded "One-on-One Leadership" initiative (manager-led conversations with defined cadence and feedback templates), reducing attrition from 17% to 6% and measurably improving psychological safety scores by 34%
• Implemented comprehensive rewards and recognition framework (peer-nominated monthly awards, milestone celebrations, spot bonuses for exceptional contributions); lifted employee satisfaction index from 3.7 to 4.4/5 and achieved E-NPS of 62
• Established mentorship program pairing 15 early-career professionals with senior leaders; 13/15 mentees received promotions or role expansions within 18 months
• Designed and launched LinkedIn employer branding initiatives, growing organisational followers from 1.2K to 4.8K (300% growth) and increasing content reach to 12K+ monthly impressions, strengthening recruitment brand and culture visibility

4. Performance Management & Leadership Development:

• Designed end-to-end performance management system integrating goal-setting (OKRs), mid-year check-ins, and annual appraisals; implemented 360-degree feedback for top 30 leaders with coaching follow-ups
• Developed manager capability program addressing skill gaps identified through assessment; focused curriculum on feedback delivery, delegation, and conflict resolution with 89% manager satisfaction post-completion
• Achieved E-NPS of 62 and internal HR rating of 4.8/5, indicating strong organizational trust and cultural alignment

1. Cross-Functional Business Partnering:

• Supported 300+ employees across Operations, Technical Services, and emerging product teams with comprehensive HR services including Performance Management, Appraisals, Conflict Resolution, and Employee Relations
• Coached and mentored 18 leaders across functions on talent strategy, performance conversations, organizational design, and change management; 12 leaders were subsequently promoted to senior roles, demonstrating program effectiveness
• Actively participated as embedded functional resource on 5+ business teams, translating business objectives into talent strategies (hiring plans, capability building, organizational structure design) that directly influenced team performance outcomes
• Integrated HR perspective into business strategy sessions; influenced decisions on resource allocation, team composition, and capability gaps for 2 major business expansion initiatives

2. Policy, Guidance & Organizational Consistency:

• Provided strategic direction and guidance to all employee levels on HR policies, procedures, and practices; conducted 12 manager training sessions (180+ attendees) ensuring consistent policy application and reducing compliance variance
• Collaborated effectively across internal teams (Finance, Payroll, Legal, Compliance) and external partners (benefits providers, legal advisors) to resolve complex employee relations matters and statutory requirements
• Managed sensitive conflict resolution cases, conducting impartial investigations and recommending interventions; resolved 8 escalated disputes with zero subsequent appeals

3. Culture & Employee Engagement:

• Drove continuous improvement culture through participation in kaizen and lean projects, identifying and eliminating inefficiencies in HR service delivery and policy administration
• Supported design and rollout of organisational engagement initiatives aligned with Amazon's Leadership Principles; achieved strong employee feedback on cultural alignment and values integration

1. Team Leadership & Performance Management:

• Led, developed, and evaluated team of 30 HR Operations professionals; achieved 92% team engagement score, zero voluntary turnover, and 100% on-time completion of critical HR processes
• Established clear performance standards, conducted regular 1-on-1 coaching sessions, and implemented capability development programs; promoted 4 high-potential team members to senior coordinator and specialist roles
• Designed and delivered comprehensive role training program reducing error rates in HR queries processing from 2.1% to 0.3% and policy administration from 3.4% to 0.5%

2. Process Optimization & Continuous Improvement:

• Led 8 kaizen and lean projects focused on HR Operations efficiency; reduced policy amendment distribution from 2 weeks to 4 days, and employee query resolution from 72 hours to 24 hours
• Identified and eliminated process bottlenecks in HRIS data entry, policy documentation, and employee records management; realised 35% productivity improvement while maintaining 99.8% accuracy
• Established quality control mechanisms and root cause analysis protocols; reduced operational errors by 67% and improved first-contact resolution rate to 94%

3. Organisational Planning & Administration:

• Managed HRIS administration for 2000+ employees including employee records, data integrity, system access control, and statutory compliance; maintained 100% audit readiness
• Supervised recruitment, interview processes, team training, employee motivation programs, performance management, disciplinary actions, and conflict resolution in accordance with Amazon's policies and Indian labor lawsLed and developed a team of 30, responsible for overall performance management, coordination, and evaluation.

• Increased the effectiveness of the suggestion scheme at Jamnagar Manufacturing Division.
• Enhanced recognition mechanisms at Jamnagar Manufacturing Division.
• Conducted attrition analysis for Jamnagar Manufacturing Division.