Suyog Vankudre

Result driven HR professional, OD Specialist, Amazon #1 Bestseller Author, International Coach, and Corporate Trainer with 25 + years of distinguished experience. Proven track record in establishing and transforming HR functions, designing innovative systems and processes, and contributing to the success of Fortune 500 companies and large Indian organizations

• EMPI
• Construction
• Oil & Gas
• Renewable Energy
• Sales
• ITES (IT, BPO)
• Steel
• Gems & Jewellery
• Professional Services

• HR Head Best Workplaces India 2023 (January 2024)
• EQ Top 50 under 50 leader (2023)
• Grandmaster Award for Excellence in HR Leadership (2023)
• Grandmaster Award for Excellence in HR Leadership (2022)
• Best HR Strategy of the Year (2021)
• CHRO of the year (2021)
• Amazon #1 Bestseller Author (2020)

• Bombay Chamber of Commerce & Industry (BCCI : Member of Education & Skill Development Committee 2011 :2013)
• NIPM
• NHRDM
• HRFI

• 09/16, Present, Fortune 500 company, Regional HR Director: South & Central Asia, Set up and managed complete organization in South & Central Asia as per the requirement of Management, Established and managed Talent Management processes, including hiring, reviews, and restructuring, Implemented HR and incentive policies, driving global training initiatives, Compliance, Led the establishment of offices, warehouses, and sales teams across regions, Actively implementation of online tools for People and Business management. Such as Success factor, SAP, OA, Developed and executed Gradation structure, Reduced attrition from 50% to 0% and maintained for 5 years (during Global attrition trend also), Highest employee engagement index for our region within organization and also across competitors
• 11/14, 07/16, Jewelex India Pvt. Ltd., India, Assistant Vice President HR (Diamond Division), Restructure People Strategy as per the Need of the organization, Responsible for the HR & Admin function for 1600 (smoothly restructured from 2050 to 1600) employees across India, Responsible for all HR generalist functions, including support to Top management for organizational development efforts, employee relations and development, talent acquisition, compensation and rewards, Setting up complete HR and Admin function in Jewelex as per the changed strategy, Work closely with leadership team providing them with expert guidance, coaching, and support on all HR activities (including policies and procedures, Attendance management, Manpower Planning, performance management, succession/redundancy planning), in order to ensure a consistent and fair approach to people management throughout the organization, Reduced employee headcount by 20% in a smooth transition as a need of an organization, Fostered a teamwork/open-door environment conducive to positive dialogue across the organization that increased employee satisfaction and productivity, Managed full-cycle Hiring – identifying needs, sourcing, screening/interviewing, the on-boarding program for smooth integration into the organization, all within time and budget parameters, Develop Performance Management systems & matrix for all teams, Organization Vitality Process. Ensure appraisal on time and, Identify Hi Potential and develop an action plan, Identify development needs and develop & execute Action Plan, Prepare and implement HR Roadmap to support the overall strategy of Management, Identify, design and implement strategic HR Policies & procedure and Training development program, as per the need of the organization, Initiated process of Competency Mapping which includes preparation of detailed Job Descriptions & alignment of the competencies required for each role, Coached the business leaders on effective leadership skills, Identified, created and implemented integrated talent management programs, Identified gaps and implemented salary structure correction by designing Employee Gradation Program, Restructured the Compensation & Benefits program for retaining and attracting talent; conducted Compensation and Benefit Survey, Implemented an online performance management tool and global performance system which brought transparency to the entire performance evaluation process, Introduced New Managers Assimilation Tool which improved communication between managers and their team; established a positive working relationship; shortened the team’s learning curve, Implemented Competency Based Performance Management Program to bring clarity of expectations against KRAs; identify high performers and invest in their growth, Introduced Weekly success story sharing session to motivate employees to achieve week-on-week targets
• 02/13, 11/14, NAPCO, HR Consultant, Develop and implement HR and Business strategy as per client’s requirement, Learning & Development, Employee Engagement initiatives, Statutory Compliance, Productivity / Performance Management, HR Audit, Preparation and implementation of various HR Policies
• 07/08, 02/13, ARMSTRONG WORLD INDUSTRIES India Pvt. Ltd. (Building Material, Sales Industry), Manager Human Resources & Administration, Responsible for the HR & Admin function for 13 offices and 10 warehouses, Responsible for all HR generalist functions, including support to Top management for organizational development efforts, employee relations, and development, talent acquisition, compensation and rewards, Established the complete HR function in Armstrong India being the first HR Partner, Work closely with the leadership team providing them with expert guidance, coaching, and support on the full range of HR activities (including policies and procedures, terms and conditions of employment, Attendance management, Manpower Planning, performance management, redundancy planning etc.), in order to ensure a consistent and fair approach to people management throughout the organization, To develop Performance Management systems & matrix for all teams, Organization Vitality process. Ensure appraisal on time and, Identify Hi Potential and develop an action plan, Identify development need and develop & execute Action Plan, Prepare and implement the HR Roadmap to support the overall strategy of the Management, Identify, design and implement strategic HR Policies & procedure and Training development program, as per the need of the organization, Initiated process of Competency Mapping which includes preparation of detailed Job Descriptions & alignment of the competencies required for each role, Hired people at all level and across India (13 offices/cities), Hired from Business head to executive-level people, Acquired best available talent from competitors, Reduced attrition from 30% and maintained last 3 years @ 15% range by benchmarking Employee Engagement and compensation & benefits survey, Encouraged and initiated employee participation in decision-making which increased the Employee Engagement index from 71 to 80, Fostered a teamwork/open-door environment conducive to positive dialogue across the organization that increased employee satisfaction and productivity, Managed full-cycle recruiting – identifying needs, sourcing, screening/interviewing, on-boarding program for smooth integration into the organization, all within time and budget parameters, Enhanced effectiveness of the team by developing a training plan for all levels of managers; increased training man-days from 2 to 5, Coached the business leaders on effective interviewing skills, Identified, created and implemented integrated talent management programs, Identified gaps and implemented salary structure correction by designing Employee Gradation Program, Restructured the Compensation & Benefits program for retaining and attracting talent; conducted Compensation and Benefits Survey with Hewitt, benchmarking 23 positions with 15 competitor companies, Piloted and implemented insurance policy, Introduced operational policies and procedures which increased overall productivity by 75%; reduced processing time by 3 days and enhanced efficiency by focus on core functions, Remodeled the incentive/excellence award policy which brought focus to individual performance criteria resulting in increased overall efficiency and sales team productivity by 67%, Implemented an online performance management tool and global performance system which brought transparency to the entire performance evaluation process, Introduced New Managers Assimilation Tool which improved communication between managers and their team; established a positive working relationship; shortened the team’s learning curve, Implemented Competency Based Performance Management Program to bring clarity of expectations against KRAs; identify high performers and invest in their growth, Introduced Weekly Sales Achievement Plan to motivate employees to achieve week-on-week sales targets
• 10/04, 07/08, ASTUTE CONSULTING PVT. LTD. (Audit, Tax, consulting, BPO and IT industry), Senior Manager HR, Managing HR for the BPO, audit, consulting and IT business with employee’s strength of 1,300 Across India, Hired people at all level and across India, Hired from Business head to executive-level people, Acquired best available talent from competitors, Focus on Quality as well as Quantity hire as organization grown from 170 to 1300 employees’ organization, Improved recruitment process, reducing hiring time from 45 days to 15 days, Implemented incentive and recognition systems to attract, motivate and retain the team, Handled HR consultancy assignments, Complete HR processes for 40 clients with employee range of 400 to 3500, Saved manpower cost for the Audit Group by restructuring the team of Chartered Accountants, replacing some of them by hiring, training and inducting fresh M.Com graduates, Introduced training for the first time in the company; saved cost by utilizing 90% of in-house resources along with external faculty, Conceptualized and implemented a Continuous Education Program, Increased awareness visibility for the organization by participating in various forums, Conducted various corporate seminars and events, Set up new offices with a capacity of 500 people as part of the strategy for growth
• 05/01, 10/04, FLAT PRODUCTS EQUIPMENTS (I) Ltd. (Steel and Manufacturing Industry), Assistant Manager HR & Administration / Senior Executive HR & Administration, Independently converted Payroll process from manual to Automatic mode, Implemented Time and Attendance System and ISO certification with MR guidance, Involved with and settled various court cases
• 06/98, 05/01, TECNIMONT ICB Ltd (Engineering Industry), Assistant HR Officer / Personnel Assistant, As part of HR team for implementing all HR process