Subhasish Sengupta

At SACHK i was mandated to consult and assist global clients on L&D transformation, leadership interventions, and capability building.

• Designed and launched a New Hire Learning Journey for a German automotive MNC, reducing offer dropouts by 25% and improving business readiness by 15% (Q1 survey).
• Built leadership architecture, competency frameworks and career pathing for all the roles for a Global Capability Center for a global media company; secured follow-up mandate to integrate across Hire-to-Retire processes.
• Rolled out SAP SuccessFactors (Performance Management and Goal Setting module ) for a CMMI Level 5 technology firm (30,000+ employees), including training playbooks and roadmaps and change management programs.
• Designed CXO-level leadership programs using 360° feedback & assessment center tools like Role Play, enhancing leadership succession pipelines for L1 and L2 leader group.
• Delivered Talent Mobility & IDP frameworks across Singapore, Middle East, and Sri Lanka, strengthening cross-border deployment and capability building for functions like R&D, Technology and Enabling Functions.

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

Subhasish played the role of strategic HR Business Partner conceptualizing and driving end-to-end people agenda partnering with India leadership team.

He had 5 direct reportees during this role with an headcount that increased from 110 to 650 employees.

• Workforce Planning: Partnered with leadership on enterprise manpower planning and budgeting; optimized resource allocation across projects, reducing bench strength by 18% and improving billable utilization.
• Learning & Development: Conducted annual Training Need Identification and Analysis, crafted a business-aligned L&D calendar (30+ programs annually including both Functional and Leadership training) in collaboration with SMEs; launched a new LMS with gamified, byte-sized learning modules, achieving 85% adoption rate.
• Talent Pipeline & Succession Planning: Conducted organization-wide talent reviews, identified HiPo employees, and designed career ladders & IDPs; increased leadership bench strength by 25% and improved HiPo retention by 18%.
• Performance Management & Culture Building: Rolled out an enterprise-wide PMS, linked to competencies and rewards; conducted monthly performance reviews and initiated Performance Improvement Plan(PIP) wherever required that improved overall workforce performance metrics by 12% YoY.
• HR Digitization: Automated onboarding, goal-setting, PMS, and competency assessments, and rolled out Greythr ESS, reducing HR process turnaround time by 30%.
• Total Rewards: Designed and implemented competitive compensation structures & incentive schemes; led job evaluations and annual C&B benchmarking, ensuring 95% role-to-band alignment and improved external pay parity.

Hired as an EA to CHRO anf later was given dual responsibility of HRBP for corporate functions, driving HR KPIs and strategic initiatives across corporate and plant levels.

Managed a team of 3 direct & 5 indirect reports.

• Learning Transformation: Spearheaded the SAP SuccessFactors LMS implementation across multiple plants and corporate offices, achieving 100% rollout and driving 90% learning module completion rates, as per the global mandate defined by Schaeffler Learning Academy.
• Digital Learning & Engagement: Partnered with external agencies to create gamified, bite-sized learning content adopted by 3,000+ employees (corporate + shop floor), boosting learner engagement by almost 65% within 6 months of implementation. Introduced mobile version of LMS to make learning on the go.
• Leadership Development: Designed and delivered 15+ orientation and capability-building programs (First Time Manager programs, MDP and LDP) for managers and new leaders, strengthening succession pipelines. Created the Schaeffler Mobility Program for India operations, later same got adopted by APAC team spread across 8 south east nations.
• Employee Engagement & Recognition: Rolled out engagement and R&R initiatives across 8 sales offices and corporate functions, increasing participation by 30% and improving engagement scores year-over-year. Introduced a comprehensive EAP Programme on special focus on mental and emotional wellness extended to the employee and their families.
• People Analytics: Produced monthly L&D, attrition, and D&I insights that enabled faster leadership decision-making and contributed to reduction in attrition from 10% to 7% and HiPo retention of 97% within 12 months.
• Change Management & HR Process Excellence: Partnered with BU heads and site HR leaders to integrate new learning and performance frameworks, reducing HR workflow turnaround times significantly.
• CSR & Stakeholder Education: Managed, reviewed and presented outcomes of 20 high-value CSR learning projects across 4 states to the Executive Leadership Team and CSR Board Committee, ensuring alignment with business and shareholders vision.

Jombay currently a Ciel HR Company, is a trusted Talent Consulting firm in India. Was part of the the consulting team based out of Pune.

• Competency Framework Development: Conducted organization-wide diagnostics to define success behaviors; mapped client competencies to Jombay’s framework and validated through focus groups and stakeholder studies.
• Assessment & Development Centers: Designed and delivered talent assessments for 500+ employees using psychometrics, role-based assessments, and workshops; identified leadership and behavioral competency gaps.
• Learning & Development Roadmaps: Created proficiency dictionaries (functional, behavioral, leadership) and designed IDPs; delivered comprehensive learning reports to guide role-based career progression.
• Leadership Capability Building: Facilitated HiPo identification and development journeys, enabling clients to establish strong succession pipelines.
• Client Engagement & Retention: Partnered with CXOs and HR leaders to deliver custom learning solutions; maintained a 94% client retention rate and an NPS score of 75 on quarterly client surveys, Consultant CSAT score was 8.5/10

• Learning & Career Architecture: Designed career paths, IDPs, and proficiency dictionaries (functional, behavioral, leadership) to guide structured growth and capability building; facilitated development centers to identify HiPos and strengthen succession pipelines.
• Leadership & Workforce Development: Conducted talent assessments and delivered customized learning reports, enabling organizations to build future-ready leadership pipelines and reduce dependency on external hiring.
• Organization Design & Change Enablement: Conducted organizational diagnostics to redesign structures and clarify accountabilities; facilitated leadership workshops and change communication sessions to ensure smooth adoption of new models.
• Learning Technology Enablement: Led HR technology and learning system assessments, developed digital roadmaps, and supported vendor selection to implement scalable, tech-enabled HR & L&D solutions.
• Policy & Process Design: Created progressive HR and L&D policies aligned to business strategy; designed communication frameworks and facilitated workshops to drive adoption and cultural alignment.

PeopleWiz is a niche consulting firm established by the alumnis of Oxford University, UK. Joined the organization as a Senior Analyst and rose to Lead Consultant.

Managed Fortune500 clients across Gurgaon, Bengaluru, Hyderabad, Pune and Singapore.

• Workforce & Organization Design: Conducted organizational diagnostics and benchmarking studies to align structures with strategic goals; delivered job evaluation, grading, and manpower planning frameworks that improved role clarity and workforce scalability.
• Learning-Centric Onboarding: Designed and rolled out enterprise onboarding and induction programs for start-ups and scaling firms, improving new hire retention by 30% and reducing time-to-productivity.
• Performance Management & Culture Building: Redesigned PMS frameworks with goal cascading, KRAs, and competency alignment; drove adoption of performance culture across multiple client organizations, improving employee productivity metrics by 15–20%.
• Competency & Capability Development: Conducted leadership and HiPo interviews to identify success behaviors; created competency clusters and behavioral models integrated into recruitment, performance, and learning processes.
• HR & L&D Function Setup: Supported start-ups in building end-to-end HR and learning functions, including policies, processes, and governance frameworks; scaled one client from 3 to 450 employees within 3 years with less than 5% attrition rate and HiPo retention at 98%.

Started by the Alumni of IIT Kharagpur, I was one of the early members of the organization, Scaled up the company from 50 employees to 400 employees across Tech, Sales, Finance, Legal and HR.

• Learning & Development: Conducted learning needs assessments and designed training modules, calendars, and evaluation metrics; delivered programs that improved workforce capability and enhanced employee engagement.
• Performance Management: Designed and implemented a performance management system (PMS); coached managers and employees to embed a performance-driven culture, increasing performance consistency across teams.
• Employee Experience & Engagement: Conducted engagement surveys and implemented action plans that strengthened workplace culture and improved retention.
• Talent Acquisition & Onboarding: Managed end-to-end recruitment for technical and non-technical roles; streamlined onboarding processes, improving candidate experience and reducing early attrition. Conducted early campus recruitment by liasoning with various Tier 1 and Tier 2 colleges in India.
• Policy & Compliance: Developed HR policies and procedures ensuring legal compliance and alignment with business requirements; advised managers on employee relations and grievance handling.