Subhasish Sengupta

As part of my transition back to corporate strategy, Subhasish undertook select consulting assignments that enabled him to apply deep HR and business expertise, remain industry-relevant, and re-enter the corporate ecosystem while balancing personal priorities.

Key Client Engagements & Achievements:

🔹 Client description: GCC of a German Automotive MNC

Designed and launched a New Hire Integration (NHI) Program blending HR induction with structured business immersion.

Enhanced employee experience, reducing offer dropouts by 25% and improving business understanding of new hires by 15% in the first quarter (survey-based).

🔹Client description : Indian Specialty Chemicals Company with a yearly turnover of INR1350B.

Led diagnostics via psychometrics and 360° feedback; co-created leadership development interventions with CXOs.

Mapped competency framework to psychometric tool—now institutionalized for hiring across junior to mid-senior levels.

🔹 French Automotive Major (INR 2,282 Cr India Revenue)

Partnered with IT teams to conceptualize, design, and implement a customized HR Portal & Employee Self-Service (ESS)—delivering process digitization from wireframe to go-live.

🔹 Global Media Company (Captive Technology Center, India)

Built competency frameworks for corporate functions and redefined leadership competency architecture.

Secured a follow-up mandate to embed the competency model across Hire-to-Retire HR processes.

🔹 Client description: CMMI Level 5 Technology Organization (30,000 employees | 3 Indian DCs & 5 global operations)

Implemented SAP–SuccessFactors (PGMM module) across Gurgaon, Bangalore, Hyderabad, and international locations.

Designed Change Management Playbook and training roadmaps tailored for employee and manager cohorts

🔹 Cross-Regional Strategic Projects (Singapore, Middle East & Sri Lanka)

Delivered Talent Mobility & IDP frameworks across Technology, Bancassurance, and Fintech sectors.

Strengthened internal capability building and accelerated cross-border talent deployment.

• Managed urgent family legal matters due to sudden demise of my parents, property issues, and the succesful sale of a 75-year-old family rice mill with a popular rice brand.
• Resolved custody and well-being arrangements for niece.
• Took time for mental well-being, self-reflection, and skill enhancement — ensuring this was not a career skill break.

• Responsible to drive key Organizational Initiatives and HR KPIs both at corporate and plant level for HR function from concept to commissioning.
• Identify yearly strategic initiatives for HR function by prioritizing high impact projects critical for organization transformation, thereby create project charters, sustain and closely monitor their progress through internal project reviews.
• Work closely with site HR leadership and BU Heads for effective implementation of HR processes (tech and non-tech) and change management initiatives.
• Drive employee engagement and engaging employee welfare initiatives (includes Rewards and Recognition) both at plant and corporate level to create an engaged workforce with a strong focus on transparency, open communication and diversity.
• Partner with HR shared services team to review, develop, workflows which enhances productivity and enhances employee experience
• Lead the HR Analytics to provide timely, error-free and valuable insights to HR leadership in terms of Headcount, Attrition, Talent Acquisition, L&D, Diversity and Inclusion and help them in taking data driven decisions.
• Responsible to drive engagement through CSR initiatives, review project progress and fund utilization with implementation partners as per agreed SOW and update Executive Leadership Team on the same
• Drive and represent HR Project Management Office for India, conduct training and orientation session for HR function members, review, monitor compliance of HR PMO practices and participate in monthly global meetings.

• Solution Development: Undertake organization analysis, redefining success behaviors through focused group discussion and context study. Mapping client’s competencies on Jombay’s cardinal framework and rolling out assessments. Conduct validation studies and with client stakeholders and define competencies that are critical to concerned role(Role-Competency mapping)
• Solution Delivery: Conduct talent management needs, assess approach method- workshop based or discussion with key performers, identify competency themes and clusters, creates proficiency dictionary, inventory-functional, behavioral, leadership competencies and skill. Chart our probable career movement, assess key role holders using multiple tools, and prepare Individual Development Plan & comprehensive learning report
• Stakeholder Management: Manage and nurture relationships with clients though ongoing engagement and identifying opportunities where Jombay can serve them.

• Organization Design & Change Management: Conduct organization analysis, redefining structures, crafting accountability and roles definition for new roles. Obtaining stakeholder buying to ensure seamless transition into newly crafted structure. Identifying change agents, conducting one-one dialogues workshop for a smooth shift from old structure and process to new one. Drafting change management communication, organizing and assisting client to managing change impacts.
• HR Technology Implementation: Conduct HR technology assessment, scope drafting, developing technology road-map, assessing technology selection. Partner effectively between client SPOC and internal technology team in defining client needs to appropriate technology solution and further implementation.
• Policy Design and Function Setup: Undertake organization analysis, draft high impact and progressive HR policies, and create communication plan & workshops.
• Career Architecture & Development Centers: Conduct talent management needs, assess approach method-workshop based or discussion with key performers, identify competency themes and clusters, creates proficiency dictionary, inventory- functional, behavioral, leadership competencies and skill. Chart our probable career movement, assess key role holders using multiple tools, and prepare IDPs & comprehensive learning report.

• Organization Design: Conduct organization diagnostics; understand the vision, mission, culture and the strategic objectives. Conduct benchmark analysis, identify key gaps in the current design, develop building blocks for developing a to-be organization structure, and develop organization structure options, evaluate the options in collaboration with client and develop a customized suitable design. Conduct job analysis, develop job descriptions, conduct job evaluation develop grading structure. Liaise with key client functional leaders in identifying manpower requirements and develop a comprehensive manpower plan.
• Talent Acquisition: Involve into determining the manpower budget, plan of acquisition for the departments as well as the organization. Be part of selection panel with the leadership team, negotiate offers and role them out. Design a holistic on-boarding and induction programs to increase the candidate experience within the org.
• Performance Management System: Conduct current state assessment, review existing processes and system, develop to be processes, provide support in developing departmental objectives in line with organization’s objectives, cascade the objectives into key result areas and finalize the performance management framework.
• Competency Model Development: Conduct key leadership discussions and discussions with key performers, identify competency themes flowing across the organization, identify competency clusters and develop behavioral competency models.
• HR Function Setup: Guide start-ups/start-up executives in setting up their organizational functions, HR setup, establish key processes that will enable scaling up and provide support on all key HR matters.
• Employee Engagement: Develop employee engagement framework, draft employee engagement survey questionnaire, communication material, administer the surveys, calibrate survey results and develop engagement reports for various functions and levels, provide support in developing an action plan.

• Support Founders by delivering comprehensive HR services to the business. Proactively research and advise on best practice HR and where necessary took a hands on role in delivering the HR interventions
• Designed the performance management system, monitored the implementation of the system and provided coaching to managers and employees on performance management issues and processes
• Managed leave and attendance, disciplinary and grievance process, conducted employee engagement surveys to identify the areas that need improvements.
• Managed talent acquisition for both technic and no tech roles and took overall responsibility for the recruitment process
• Developed policies and procedures across HR functional areas and managed the implementation of policies and procedures, provided guidance to the managers and employee in interpreting the policies and procedures, ensured alignment of the policies and procedures with the respective laws
• Identify learning and development needs, design learning and development plan, develop programs and key module information, develop training calendar, develop tools and metrics