Rajneesh Bhardwaj

A people practitioner with over 20 years of cross-functional experience, I have designed, implemented, partnered & anchored people side of the business for asset-facing as well as customer-facing side of the value-chain which has enabled me to have a holistic appraisal of the organizational functioning. I have worked extensively on Strategic HR particularly Talent Planning, Acquisition, Development, Management and Engagement.

In my career, I have led projects related to System Design or Re-design leading to productivity improvement, L&D Frameworks to drive organizational performance & capability, Change Management and Organizational Integration.

I feel very strongly that HR should understand business & its value drivers so as to propose HR solutions to business concerns or aspirations. In the times to come, it is quality of Learning & Leadership and the ability to imagine/embrace change that will differentiate the best organizations from the rest.

Currently, I am Chief HR Officer with Paradeep Phosphates responsible to provide leadership to talent & culture strategy for the company.

My role includes:
1. Leading the HR Strategy & Talent Planning Process in alignment with Business by building a strong people vision and ensuring effective cross-functional partnership to deliver on that vision.
2. Designing Organizational Architecture; Facilitating Manpower Planning & HR Budgeting
3. Designing People Processes and fine-tuning them as per needs.
4. Developing Annual Talent Acquisition strategy and monitoring the TA Process
5. Driving Human Capital Effectiveness through robust Talent Management System; Talent Segmentation & coming with customized interventions for the talent segments; Mapping key critical positions and working on the succession planning.
6. Identifying, imagining & delivering learning needs across the organization; Measuring Effectiveness & Impact.
7. Analyzing & benchmarking compensation structures to design equitable & competitive compensation plans; working on Reward & Recognition Structures aligned to Business Deliverables.
8. Designing the Employee Engagement Strategy; framing the engagement initiatives and interventions;
9. Culture Building, Change Management & Organizational Integration
10. Predictive HR Analytics to ensure maximum ROI on human capital.
11. Defining and Implementing IR strategy in sync with overall Business Strategy of the Organization; Crisis Handling & Management.

 

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