Sudipto Sen

• Coverage: Portfolio Coverage: Sales and Marketing - Dry Eye & Ocular, Contact Lens ($30M portfolio), Enabling Functions (Finance, Supply Chain, QA & RA, Legal), and select APAC regional functions.
• Designation: Manager
• Key Contributions:
• Created a structured onboarding plan, improving early engagement and functional integration.
• Designed a Sales Non-Performance Toolkit and introduced fair, data-based performance management frameworks.
• Conducted talent profiles for critical roles.
• Revamped the interview and assessment process for senior IJP roles, ensuring meritocratic mobility.
• Launched Women’s Connect sessions and policy awareness drives, enhancing inclusion and cultural sensitivity.
• Implemented stay conversations and conducted retention and flight risk analyses across clusters.
• Partnered with leadership to strengthen engagement, resilience, and development alignment with business outcomes.
• Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
• Enhanced employee engagement by implementing innovative HR programs and initiatives.
• Conducted NLA (New Leader Assimilation) for the new manager and facilitated the actionable.
• Devised the action planning on the focus areas identified after the Employee Satisfaction and GPTW Survey.
• Driving the country's R&R segment for quarterly, half-yearly, and yearly.

• Coverage: South Zone (5 states) – 750 field employees + HO (Leadership + Marketing) – 50 employees
• Growth Path: Deputy Manager, Manager
• Responsibilities:
• Fostering Employee Relations and Engagement: Managing engagement initiatives and controlling attrition through regular interaction and feedback mechanisms.
• Partnering for Capability Development: Working with training managers to design and implement capability development programs, enhancing the skills and performance of the workforce.
• Collaborated with HO Mumbai colleagues across the entire Marketing Team, BUH, & Commercial Heads, totaling approximately 50 employees.
• Conducting Succession Planning: Managing Talent Review Board (TRB) sessions and the Assessment center for effective succession planning and promotion cycles.
• Benchmarking Performance and Productivity: Improving stand-up control (SOC) metrics, and conducting monthly governance reviews with business unit heads.
• Developing Dashboards: Creating and managing dashboards to monitor HR metrics, providing actionable insights for regional business managers.
• Highlights:
• Awards: Recognized for outstanding contributions to HR operations, receiving multiple awards for excellence in employee engagement, diversity initiatives, and strategic HR leadership.
• Boosted engagement coverage by 5% year-on-year via comprehensive initiatives.
• Optimized costs with a 5% SOC improvement, aligning closely with YPM metrics.
• Streamlined talent management processes, achieving 80% absorption of 'Ready Now' talent from Assessment Centers, Succession Planning, and Development programs.
• Recognized top, emerging, and critical talents and developed competencies through MDPs (XLRI) and IDPs.
• Established a succession pipeline for these critical talents, categorizing them into Immediate, Soon, and Later.
• Designed and executed Management Development Programs (MDP) for Zonal Business Managers (ZBMs) and Business Unit Heads (BUHs), and Individual Development Plans (IDP) for National Sales Heads and Marketing Heads.
• Improved ER compliance, reducing TAT for closure by 50% compared to the previous year.
• Reduced overall attrition by 10%, women's attrition by 20%, and HO attrition by 25% from FY24.
• Decreased hiring TAT to 30 days, ensuring faster onboarding of quality candidates.
• Elevated Quality of Hiring Score to over 88%, ensuring high standards in recruitment.
• Executed Performance Management System (PMS) with zero errors across goal setting, mid-check-ins, ratings calibration, and increment & variable pay roll-out; established operations for a new business unit, ensuring smooth setup and functionality.
• Projects:
• Revamped Field Expenses Policy to enhance compliance and efficiency.
• Designed, launched, and promoted MiDAS Chatbot, improving employee interaction and support & gained 10% improvement in retention; managed budget and forecasting processes, ensuring accurate financial planning.
• Developed various dashboards (TA Dashboard, ZBM Dashboard, HRBP Engagement Dashboard, Concerned Manager Scorecard) for enhanced data-driven decision-making.
• Conducted workshops for managers to increase women's representation in leadership roles.
• Structured a Performance Improvement Plan (PIP) process to address and improve underperformance.
• Facilitated annual brainstorming sessions on HR priorities and developed action plans in collaboration with the Commercial Head and BU Heads; Conducted monthly and off-site reviews of Marketing Team roles and responsibilities.
• Led workshops on High Potential (HiPo) Talent Management, Employee Relations (ER), and Interview Capability to strengthen HR competencies.
• Collaborated on various COE projects, including the
• Launched and relaunched of the chatbot, and drove adoption.
• Managed budgeting and forecasting for business units across clusters and divisions.
• Revamped the Field Expenses Policy (~13 crore) for over 11,000 employees.
• Initiated the Hiring Right Workshop to reduce attrition and enhance performance.
• Utilized the Cost Wallet to track expenses based on 'yield per replacement' and analyzed average cost trends against BU CTC Median; conducted ZBM Performance Analysis, comparing scorecards with CTC and PMS scores relative to tenure.

Responsibilities:

• April 2017 - May 2019
• Global Total Rewards (Oct'18 to May'19):
• Conducted salary reviews and market movements analysis for 50 countries using Mercer and Tower Watson Survey data.
• Contributed to global projects on Job Architecture (Job Mapping) and Short Term Incentives (STI) Eligibility for 84 countries, ensuring alignment with corporate standards.
• Global Talent Acquisition (Apr'17 - Oct'18):
• Crafted precise and engaging job adverts to attract top talent.
• Recruited global candidates for R&D and manufacturing positions at Denmark sites, ensuring alignment with strategic goals.
• Tested and implemented SuccessFactors Recruitment Management (RCM) module, improving recruitment efficiency.
• Automated recruitment tracker and productivity analysis, enhancing transparency and accountability in recruitment processes.
• Generated monthly productivity utilization reports to track and improve HR performance metrics.

Responsibilities:

• December 2015 – April 2017
• Served as HR professional for a business unit of approximately 400 scientists and operators.
• Collaborated with R&D and production leaders to align HR strategies with project objectives and workforce needs.
• Increased employee engagement by 20% through initiatives such as 'Meet Your Leader,' career interactions, team-building activities, and offsite visits.
• Streamlined talent acquisition processes for scientists and engineers, optimizing TAT, cost per hire, channel leverage, and campus hirings.

• Responsibilities:
• August 2015 – December 2015
• Managed end-to-end recruitment for corporate and factory roles, ensuring efficient and effective hiring processes.
• Validated manning levels for all categories to ensure optimal staffing.
• Implemented training programs across departments, enhancing employee skills and competencies.
• Drove rewards and recognition initiatives in the head office and various CMUs and factories nationwide.

• April 2012 – August 2015
• Responsibilities:
• Conducted end-to-end recruitment for Abbott Nutrition R&D, Syngene R&D, production, and IT, ensuring alignment with business needs.
• Utilized ATS tools such as SAP HCM, SAP SuccessFactors RCM, and Job Raiser to streamline recruitment processes.
• Led 'How to Use the Tool' roadshows for managers, enhancing their capability to utilize ATS tools effectively.