Anindya Dutta

 
1048  Madurdaha,  Anandapur,                                                                            Tel.    8337020900,  9836984984  
Post  Office  –  EKTP,  Kolkata  -­‐  700107                                                          Email:  anindya75@gmail.com  
                                 
Education  
q   PGDBM  from  IILM,  New  Delhi  –  2003-­‐05  (Major-­‐HR,  Minor-­‐  Marketing)  
q   Post  Graduate  Diploma  in  English  Journalism  from  IIMC  –  2000-­‐01  
q   Post  Graduate  Diploma  in  Environment  Management  from  IISWBM,  Kolkata  –  1997-­‐99  
q   Diploma  in  Safety  Engineering  from  WBSCTE  –  1998-­‐99  
q   B.Sc.  (Hons)  from  Calcutta  University  –  1997  
 

Professional Certification
q   Executive  Program  in  Business  Management  (EPBM)  from  IIM  Calcutta  
q   Certified  Assessor  –  Predictive  Index  (PI)  –  2012  
 
Key Strengths
q   Strategic  HR  –  Formulated  HR  strategies  in  line  with  organizational  objectives  
q   HR  Policies  &  Processes  –  Created  and  implemented  HR  Policies  and  Processes  in  start  ups  and  
re-­‐engineered  processes  in  established  organizations    
q   OD  &  Change  Management  –  Key  role  to  create  a  performance  driven  culture,  OD  initiatives  
q   Talent  Management  –  Developed  &  implemented  TM  models,  Hi-­‐pot  management,  360O  survey  
q   Learning  &  Development  –  Created  and  implemented  L&D  models  at  India  and  Asia  pacific  level  
q   Performance  Management  –  Designed  and  implemented  in  Panasonic,  Videocond2h  
q   Competency  Model  –  Instrumental  in  developing  Job  Family  based  competency  model  
q   Talent  Acquisition  –  Campus  &  Lateral  hiring,  recruited  across  levels  and  demographics    
q   HR  Budget  –  Creation  and  control  of  HR  budget  in  line  with  organizational  business  plan  
q   Operational  Excellence  –  Ensuring  business  partnering  through  process  adherence  and  TAT  
q   Greenfield  Plant  &  Project  Management  –  Established  HR  in  greenfield  plants  and  large  projects  
q   Industrial   Relation   –   Negotiated   settlement,   manpower   &   wage   management   &   increased  
productivity  under  unionized  environment      
q   Sales  HR  –    HR  for  large,  multi-­‐locational  sales  force,  sale  incentive  management,  R&R  scheme    
q   International   Exposure   –   Performance   Management,   L&D   for   Asia   Pacific   Region   in   Panasonic.  
Certified  with  Business  Philosophy  &  Competency  Based  Interviewing  by  HRDC,  Japan  

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Work Experience
q   Modulus  Research  &  Analysis  Pvt.  Ltd,  Head  HR  –  Jan  2019  onwards  
-   Leading  Human  Resource  function,  reporting  to  Managing  Director    
-   Handling   a   team   of   3   for   a   manpower   strength   of   250   (on-­‐roll)   &   1200   (on  
contract)  at  15  branch  locations  
-   HR   Policy   Formulation   &Implementation   –   Formulated   HR   policy,   benchmarked  
with  competitors,  rolled  out  across  the  organization      
-   Process  Engineering  –  Establishing  HR  processes  in  the  organization  
§   New  contractual  system  for  freelancers      
-   PMS  &  Compensation  Restructure  –  Implemented  w.e.f.  1st  April  2019  
-   Talent  Acquisition  –  Campus  and  Lateral  hiring      
 
 
q   Orient  Electric,  Senior  Manager  HR  –  April  2016  to  December  2018  
-   Role  Description:  Regional  Head  HR  –  East  –  heading  HR  operations  in  Eastern  region  
§   Team  size  Total  5  (3  from  Kolkata,  2  from  Guwahati)  
-   HR  Process  Re-­‐engineering    
§   Created  a  new  data  management,  re-­‐invented  and  implemented  HR  Processes    
-   HR  Budget  –  managing  HR  budget  for  the  region    
-   Organizational  Restructuring  &  Change  Management  
§   Job  Evaluation  &  Competency  Mapping:  ‘Fit  to  Future’  program  
§   Restructuring  the  plant  organogram  with  evolving  business  needs  
-   Performance  Management    
§   Yearly  goal  setting,  performance  dialogue,  bell  curve  and  increment    
-   Industrial  Relation  
§   Negotiated  Settlement  -­‐  major  gains  at  productivity  &  manpower  optimization    
-   Wage  Cost  Management  
§   30%  reduction  in  wage-­‐cost,  improving  productivity  -­‐0.45  to  0.41  man-­‐hours/fan      
-   Manpower  Planning  &  Talent  Acquisition  
§   Hired  new  teams  for  business  like  switchgear  and  appliances  
§   Manpower  planning  for  entire  eastern  region  
§   Campus  Hiring  –  all  major  engineering  colleges  and  B  schools  in  Eastern  India  
-   Learning  &  Development    
§   TNI  –  for  eastern  regional  team  
§   Behavioral  Interventions  for  selected  staff  members    
§   Day  One  Orientation  Program  –  introduced  for  staff  members  
-   Engagement  Initiative  –  Off  site  interventions,  Open  Houses  and  Skip  level  meetings    
 
 
q   Samsung  India  Electronics,  Senior  Manager  at  RO  East  –  Kolkata  -­‐  August  2014  to  April  
2016  
-   Business  Partner  HR  for  Consumer  Electronics  &  Customer  Satisfaction  functions  
-   Handling  more  than  600  people  (on  roll  &  off  roll)  
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 -   Talent  Acquisition  
§   Controlling  manpower  number  for  respective  functions  in  the  region  
§   Vendor  Management    
§   Hiring  cost  control  
-   Performance  Management    
§   Process  owner  for  respective  functions  for  East  
§   Implementing  as  per  schedule  –  KPI  setting  to  appraisal    
§   Regional  Bell  Curve  negotiation    
-   Regional  Training  SPOC  
-   Employee  Engagement    
§   Employee  Opinion  Survey    
§   Open  Houses  in  Branches  on  quarterly  basis  
§   Fun  &  Frolic  /  Engagement  initiatives    
-   HR  Operations    
§   Handling  day  to  day  HR  operations  for  entire  employee  life  cycle  management  
 
 
q   Panasonic  India,  Senior  Manager  HR  at  HQ,  Gurgaon  –  March  2010  –  April  2014  
-   Talent  Acquisition  
§   TA  process  –  Defined  and  implemented  
§   Campus  Hiring  –  Premium  and  mid-­‐level  campuses  like  IIM  Lucknow,  Symbiosis,  
IIT  Delhi,  XIMB,  Jamnalal  Bajaj  
§   Lateral  –  Hired  220  people  from  April-­‐October10  in  20  Branches  
-   Performance  Management    
Designed  and  implemented  PMS  
§   Balance  Score  card  based  system    
§   Normalization  -­‐  Separate  Bell  Curves  for  functions  /  levels    
§   Dialogue  Training  &  Competency  cascade    
-   Learning  &  Development  
  Designed  and  implemented  L&D  initiatives  –    
§   Business  Leadership  Development  Program  (BLDP)  
§   SPACE  –  Sales  Potential  &  Capability  Enhancement  Program  
§   Functional  Skill  Development  Programs  
§   Compass  –  Induction  Programs  –  online  and  Class  Room    
§   Achieved  4.5  Man-­‐days  per  employee  in  Panasonic    
-   Talent  Management  
§   Identification  of  High  Potentials  
§   360°  survey  –  key  positions  and  High  Potentials    
§   Designed  India  specific  talent  management  program  for  Hi-­‐Pods  
§   Developed  time  bound  centralized  programs  for  MTs  &  GETs  
-   Competency  Mapping    
§   Job   family   based   competency   mapping   with   Hey   Group   for   key   position   across  
functions  
 

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 q   Videocon  d2h,  Manager  HR  at  Mumbai–  November  2008  to  March  2010  
-   Handled  700  employees  in  12  circles  all  over  India  
-   Performance  Management  –  Designed  &  implemented  PMS  for  Videocon  d2h  &  Videocon  
Mobile  Services  
§   Balance  Score  Card  based  system    
§   Introduced  PMS  Portal    
§   PMS  Guidebooks    
§   PMS  Workshops  –  focusing  on  dialogue  session  
-   Recruitment  –  hired  300  people  across  functions    
 
 
q   KPMG,  Assistant  Manager  HR  at  Mumbai  –  September  2007  to  November  2008  
-   Recruitment    
§   Campus   Recruitment   –   IIM   Ahmedabad,   S.P.   Jain   Institute   of   Management   &  
Research,   IIT   Kharagpur   –   VGSBM,   IIT   Madras,   IIT   Roorkee,   NICMAR   Pune,   IIIT  
Allahabad,  School  of  Planning  and  Architecture,  Delhi,  CEPT  Ahmedabad  
§   Laterals  –  200  plus  employees  across  functions  and  levels  
-   Performance  Management  
§   Facilitating  Interim  &  Year-­‐end  review  
 
 
q   Forbes   Infotainment   Ltd.   (A   Forbes   Group   Company   owned   by   Shapoorji   Pallonji  
Group),  Manager  HR  at  Mumbai  –  November  2005  to  September  2007  
Heading  HR  function,  directly  reporting  the  CEO  with  a  six-­‐member  team  in  three  sister  concerns  
-   Recruitment  -­‐  Manpower  Planning,  closed  250  positions  across  locations  in  two  months  
-   PMS  –  Introduced  balance  score  card  based  360°quantitative  system    
-   HR  policies  &  Processes  –  for  group  company  –  Suvidhaa  Infoserve  
-   Statutory  Compliance  –  regular  compliance  &  compliance  for  start-­‐up  venture  
 
 
q   Revenue  Officer  (Government  of  West  Bengal)  from  November  2004  to  October  2005    
-   Revenue  administration  at  Block  level  
 
 
q   With  a  corporate  and  social  communication  advisory  in  Delhi  from  Sept  01  to  Jul  03  
 
 
Personal Details
q   Date  of  Birth               :  September  15,  1975  
q   Marital  status               :  Married  
q   Passport  No     :  S1150950    

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