ARINDAM GHOSH Dubai (UAE), Bengaluru & Kolkata (India) | +91-8172036669
ghosharindam3@gmail.com | https://www.linkedin.com/in/arindamghosh007
26 years global exposure of driving Business HR initiatives to realize bottom-line results connecting HR with Business Objectives and Key Results
GLOBAL BPHR LEADER | STRATEGIC BUSINESS PARTNER | HR ADVISORY
Building Human Capital Infrastructure ? Transforming Business Goals ? HR Process Reformation & Implementation
? My Professional Culture: I follow and practice R.O.L.E Model:
Responsible for completing the task or reaching the goal in a timely manner within the budget | Obligated to answer to someone (e.g., peer, boss, customer, stakeholder) | Liable for results (positive, negative, neutral) | Expected to account for, explain, or justify my actions and decisions.
? Large Team Handling: Governing & Coaching Large peak-performing, multi-functional/nationalities/cultural teams of multi-school of thoughts.
? Geographic Exposure: USA, Canada, Middle East, North & East Africa, APAC & SAARC Countries
? Sectors Served: IT/Software Development, Banking, EdTech, Oil & Gas (erection & refineries), Hospitality (Hotels), Retail, NBFC, ITeS, BPO, Energy, Construction, Engineering, Manufacturing, Service & Hospitality, Telecom, Real Estate, NGOs, Consulting Services, FMCG and Banks.
CAREER SUMMARY
Executive Expertise:
? Partner with Business Leaders for complete HR Transformation (total employee life cycle, viz. Hire-To-Retire).
? HR Digitization: Conceptualization, Designing, Implementation, Reassessment, and retention of “Employee Self Service” (HRIS) Portal.
? Create agile BPHR processes, systems, technology, and capabilities linked with business operational backbone and objectives.
? Driving & promoting thought leadership, “Inspire, Empower & Engage” principles among management and workforce for sustainable and high growth of B-OKR.
? Proactively monitor macro and micro trends (e.g., changing nature of work or the workforce).
? Introducing, assessing, and sustaining 9-Box Talent Management and Development System and syncing Succession Planning
? Fuelling positive organizational development & high-performance culture through Talent Optimization.
? Developing key HR Data analytics in HRIS (Tech HR Platform) through Dashboards for Management use
? Designing, Establishing and Promoting DE&I (Diversity, Equity & Inclusion) by nourishing company culture.
? Engaging training programs in multiple modes – Classroom (CBT), virtual (WBT), blended learning system.
? Align with the business leadership team to plan training programs relevant to current and future business, 2nd line creation and team competency development.
? Analysation of the effectiveness of HR Procedures and Tools in regular basis and revamping accordingly tuned with B-OKR.
Core Competencies: “Hire-to-Retire” HR Life Cycle | Global People Practices | Talent Management | Change Management | HR Transformation | Organization Design | Business Partnering | Process Improvement | HR Solution Delivery | OD | C&B | L&D | Developing Competency Framework | Compliance | Performance Management | BPHR Process Assessment & Improvement | Business Continuity | Engagement Programs | Capacity Planning | Succession Planning | Inclusion & Diversity and Culture | Upskilling | R&R | Employee Engagement | 9-Box Talent Management Model | Employer Value Proposition | People Management
VALUE ADDITION/WHAT AM I KNOWN FOR
AGeiS HR Consulting LLC. (https://www.ageishr.com):
? Helping client companies become known as "Preferred Places to Work" by playing a crucial part in analysing, re-analysing, GAP finding in B-HR Processes, HR Tech enablement processes, 9-Grid Talent Management Model (9TMM) implementation across the level of workforce, Talent Grooming for critical positions and re-deployment (Succession Planning).
? Redesigning a Gulf based General Contracting company's ($30K) tech-based, Paperless, non-manual, KPI-driven employee appraisal system from a yearly to a quarterly mode aided by monthly employee KPI review and monitoring system.
? Creating Tech based Employee Onboarding System & Employee Transition System from joining to confirmation (Probation Assessment), named “Talent Identifier Modules” for 6 Gulf based and 4 APAC based conglomerates having larger employee base more than 5000.
? Leading 4X (Four X) workforce expansion, from 200 to 800+ keeping a timeline of 8 months improvising recruiting techniques supported by 360-degree evaluation to build devoted teams with little attrition.
? Implementing LMS based Learning & Competency Development System for 2500+ employee base for an Indian Power and Renewable Energy player.
? Implemented “Hire-to-Retire” HRBP governance framework in tuned with B-OKR, streamlined organisational structure, and created capability matrix for a Group Holding, North Sudan, as part of a $20K initiative.
? Accelerated Time-to-hire 25%; cut $200k in recruitment cost by formalizing recruitment & onboarding process for Gulf clients.
ICA Edu Skills (https://www.icagroup.in) & (https://www.icajobguarantee.com):
? Streamlined the organization's HR operations by making the best use of its resources, lowering its cost-per-hire, and improving its bottom line by keeping the pay component at about 35% of OPEX.
? Introduced innovations specifically in Employee NPS survey, DE&I, organisational growth, and HR tech platforms.
? Started the virtual R&R (Reward & Recognition) initiative "Know Your Stars" to increase engagement for 4000+ employees distributed in more than 120 locations.
? Introduced an internal "Employee Capacity Coaching" initiative to lessen reliance on outside trainers, saving INR 25Lac YoY.
? Went above and beyond to align freshly introduced HRIS during the uncertain early stages of the pandemic; worked with the vendor to create the module in just six days.
Anudip Foundation (https://www.anudip.org):
? Created, implemented, monitored, and redeployed "Key Managers Development" programs.
? Slashed employee turnover 25% YoY increasing engagements creating programs like “employee wellness”, “Internship”, “Mentoring”, “Employee Connect by CEO”, “Performance Feedback Session”, “Organization Growth and You”, “Key Positions and You”.
? Implemented Employee Wellness Initiatives – like “Steps Competition”, “Smoking Challenge”, “Hydration Encouragement”, etc.
? Boosted branch operational efficiency 20% leveraging time & productivity tracking system, created and implemented performance action plan, optimized staffing models, and realigned staff to suitable/qualifiable job roles.
WORK EXPERIENCE
Business HR Consulting Career: 7 Years 9 Months continuing.
AGeiS HR Consulting LLC I Dubai, Abu Dhabi (UAE) & Bengaluru, Kolkata, Pune (India)
Chief HR Officer (Principal Consultant) I Oct 2021 – Present
COO & Principal HR Director I Dec 2008 – Jan 2015
Key Clientele: CRY | Save the Children | Qatar National Bank | DAMAC Properties, UAE | Reliance Gulf General Contracting LLC | ENSCO, Africa | Suhail Bhawan Group Holding LLC | Gulf Marketing Group | Hindustan Construction Company | Jaypee Group | ALDAR Properties, UAE | WIPRO, India & UAE |Elnefeidi Group Holding Companies | Abdullah Abunnayan Group Holding Company, KSA
Geographic Exposure (Client): Asia: India, Thailand & Indonesia | Gulf: KSA, UAE, Oman & Kuwait | Africa: Kenya, Nigeria & Tanzania | SAARC: Bhutan, Nepal, & Sri Lanka.
Current direct & indirect Team Size: 165 Senior HR Consultants divided in 12 groups and distributed in Gulf, APAC, and North Africa for 65+ MNC conglomerates.
? Building BPHR resolution for better HR governance & long-lasting Human Capital Development Programs that have a positive effect on bottom line by analysing & comprehending current HR Operational Model of conglomerates (client organizations).
? Translating earlier learning-based triumphs, assisted business partnership efforts, drove digitization of HRBP transformations, and simplified client organisations' HR landscape in the Gulf, APAC, and Africa.
? Reduced turnaround time (TAT) for employee effectiveness analysis and decision-making, increased transparency, increased accuracy, reduced manual intervention, and accelerated performance-related decision-making.
? Designed & deployed leadership development and succession planning overseeing a $60K programme with 5000+ participants across 3 countries for a Singapore based MNC.
? For the largest 3PL operator in North Sudan - Created a collaborative work environment, led one-on-one/group interactions with stakeholders to align expectations and deliverables, and promoted lateral hiring to accomplish 90%+ of key mandates.
? Introduced opportunities for cross-cultural and cross-functional exposure through inter-departmental interactions, role-swapping, and international career prospects for a UAE based Oil & Gas Company.
? Achieved favourable employee survey findings, decreased attrition to 12% from 36%, and increased productivity index from 5.56 to 8.65 for a Singapore based client into Real Estate sector.
? Through different TA Programs made Interview VS. Selection – 5:1 at Mid & Senior Management for some Construction Companies in Gulf.
Business HR Employee hood: 19 Years
ICA Edu Skills, Kolkata, India (EdTech) Chief Human Resources Officer Aug 2018 - May 2021
? Managed a budget of INR 5Cr while providing strategic HR assistance to 4.6K employees across 20 states in India.
? Streamlined Organization Hierarchy at all levels – relevant and irrelevant role identification in sync with business outcome of last 3 years and business to be done in next 2 years – resulting lower OpEx.
? Under supervision, within 2 months, 800+ Academic Counsellors were retrained throughout India, Bhutan, and Bangladesh – saved business loss of INR 2 Cr. In FY 2020-2021.
? Enhanced internal Bonding & employee communication through the introduction of "Employee Meeting Rooms" in the HR Intranet – an employee engagement and confidence building measure.
? Prevented a loss of INR 2 Cr. - followed the Government of India's newly introduced PF contribution plan; got in touch with the appropriate authorities; thus, keeping ICA Edu Skills from being penalised for an incorrect non-compliance.
? High Employee Engagement – 65% of critical positions filled from within at Mid, Senior and Top-Level Management
Anudip Foundation for Social Welfare, Kolkata, India & USA Chief People Officer June 2016 - Aug 2018
? Played a key role in the foundation's operational growth across PAN India and USA as the HR Bridge and Key Architect.
? Improved ENPS (Employee Net Promoting Score) from 3.4 to 4.8 (on a 5-point scale) in just 3 months while managing an annual budget of $65K.
? Increased total performance rating by 45% Y-o-Y and training satisfaction index from 5 to 8.5 (on 10).
? Conducted root cause analysis to identify pain areas and reduced attrition rate 15% from 38%
? Built an amicable workplace with employee satisfaction scores (ESAT) touching 9/10 from 6/10
? Enforced 1:1 coaching, training & interventions at Leadership Level caused increased ownership, measured through operational output.
? Ensured quality candidate sourcing and achieved a new hire selection ratio of 5:1 on an average for mid to junior levels and 8:1 for leadership hiring.
? Lowered 'Within 90 days quitting'.
Husk Power Systems, Patna, India, USA, Africa (Energy) Global Director-Human Capital Development Jan 2015-June 2016
? Established Employee Value Proposition (EVP), process & culture transformation across global business boundaries.
? Helped Tanzania, Kenya, and Nigeria operation recruit & develop their first workforce and human resources plans – 500% growth.
? As Enterprise Change Management Strategist re-created/re-deployed human capital development programmes for 1500 workers in Tanzania, Kenya & Nigeria.
EARLY CAREER
? SREI BNP Paribas, Kolkata, India (NBFC) AVP-Talent Acquisition & Recruitment | March 2006-Dec 2008
? C.O.M.O.D.O., Chennai, India (IT, ITeS & BPO) General Manager-HRD | Jan 2005-March 2006
? Pentasoft Technologies Limited, Bengaluru, India (IT & Education) National Head-HRD | Jan 2001-Jan 2005
? Avanti Software Inc, Toronto, Canada (IT & Management Consulting) Senior HR Advisor | July 1993-Feb 1998
EDUCATION
Master of Business Administration | Rotman School of Management, University of Toronto, Canada, 1998-2000
Bachelor of Business Administration | Berkeley Haas School of Business, University of California, USA, 1989-1993
PG Certification (Change Management) | Society of Human Resource Management (SHRM), London, UK, 2007
PG National Diploma (e-Governance) | IBM, Bengaluru, India, 2000