Flat No.

1202,A4
Mirchandani Palms, Pimple Saudagar,Pune
Phone No +91 09850045024,
E-mail – aayusheedhar@rediffmail.com

Aayushee Dhar
Career Objective:

To carve a niche in the corporate world wherein I can apply my people management skills to support the
company's vision and business strategy leading to organization development.

Education:

 Masters of Business Administration, HR ICFAI Business School 2002–2004

 B.Tech. - Industrial Engineering & Mgmt
Awards : Scholarship in MBA and Topped B school.
Scholarship in Engineering for standing First
CGPA 8.27 out of 10,Topped School
Punjab Technical University 1997-2001
69% with CGPA

Professional Summary &Training

 Professional knowledge and competence within all aspects of HR function with emphasis on Business HR,
Talent Management and Organisation Development.
 MBA from ICFAI Business School and B.Tech. Industrial Engineering from Punjab Technical University
 Trained on 360 degree Feedback and Selection skills, Singapore
 Certified Associate Assessor and Certified Facilitator by DDI at Singapore
 Trained on IPE by Mercer and Black Belt certification in Performance Management
 Attended Crash HR Training and Change Management workshop at SAL, Sweden

Work Experience:
 Currently working with Dresser Rand-a Siemens Business since 30th Oct 2014 as HR Manager- ESC ,Pune
and responsible for business HR reporting to HR Director-APAC.
Achievements
o Installed Monthly Skip level Meetings and Exit Dialogue closures to achieve continuous improvement
in the organization via change management
o Conceptualised the Reward and Recognition framework for the individual and team performers
o Installed the ESC monthly Talent Hunt for employee engagement, leading to reduced attrition by 50 %
o Documented the Career paths for Engineering function.
o Received two appreciation emails from VP HR for excellent work and have been rated SE in the
Performance evaluation.

 Worked with Tetra Pak India Pvt. Ltd. as HR Manager since 14 th Sept’2011. Business partner for Global
Processing and additionally responsible for Competence development for South East Asia & Oceania
cluster.
Reporting to Director HR Service Center South East Asia &Oceania
Tetra Pak - The company offers packaging solutions, filling machines and processing solutions Present in more
than 150 countries across 7 continents and revenues more than 11.5 B Euros.
Scope of work
Employee Development:
o Partner with senior managers to identify the future skill sets required to achieve business objectives
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o Design and develop capability building interventions &drive leadership development in the SSEAO
cluster
o Design and delivery of the Training Calendar for SAM
o Impart Training to managers on People management processes, Selection skills, etc
o Budgeting, Cost Management and Reporting related to L&D
Employee Engagement:
o Drive employee engagement by leveraging satisfaction surveys-conduct the root cause analysis and
actions for key concerns at all levels
o Foster effective communication between employees and management via open house, Interact etc.
o Conduct Exit interview dialogue and share the insights with the top management for corrective
actions. Report quarterly the reasons of exit for South Asia(Excluding factory) and analyze trends and
share action plans.
o Drive employee engagement and retention initiatives (conferences, team breakouts and social events).
Act as a facilitator to drive team building events. Facilitate a fun workplace through increased levels
of employee engagement.
Resourcing
o Work closely with the functional heads in developing and implementing strategies to attract and retain
the best talent and act as a bridge between the recruiter and the managers by providing inputs to close
recruitments on time
o Participate in the internal recruitments by being a part of the assessments and close communication
with the applicants by giving them developmental inputs
o Oversee the recruitment process and conduct targeted selection assessments using STAR technique
and simulation for critical positions
o Design and drive the company induction program for India. Handhold the new hires during their
orientation
Consulting
o Institute change-management practices to support the creation and design of a new organisation or the
development of an existing one.
o Advise managers on employee implications of business decisions and employee relations issues for
continued positive relations Handle issue of poor performance and discipline in compliance with Tetra
Pak Guidelines
o Coach line managers on people processes, such as Performance Management tool, IPE, Employee
development, reward and recognitions and other related HR policies and procedures
o Coaching the recipients of 360 degree feedback
Achievements
o Owner of Company Induction programme for new joinees
o Conceptualise and lead a committee focusing on fun and joy at work
o Drive Mandatory Leadership programmes for two clusters
o Champion of assessment techniques and STAR methodology

 Worked with Atlas Copco India Ltd. from March 2008 till Sept 2011 as Manager HR –Business Partner for
the Compressor Techniques Product company. I was responsible for 150 white collared employees and 200
workers.
Reporting to VP Operations
Atlas Copco is a world leading provider of industrial productivity solutions with a global annual business of
over $10Bn. The products and services range from compressed air and gas equipments, generators,
construction and mining equipments, industrial tools and assembly systems.
Scope of work
 Collaborate with senior management to undertake Human Resource strategic planning in order to support and
advance corporate goals.
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 Support local management in identifying correct structure and strategy for people management within the
company (Organization structure, job content, roles and responsibilities, reporting lines, work levels)

 Develop and implement state-of-the-art selection and recruitment process

 Develop and implement sound performance review and competence development processes in line with
guidelines.
 Support management in identifying high-potentials by identifying critical positions; anticipate future
capability needs; determine development needs; Conduct exit interview, analyze and close feedback loop
 Develop training procedure, identify the training needs through the competence maps, and discuss with the
managers, formulate training calendars, execute training programs and conduct feedback analysis,
close the identified competence gaps and support individuals to improve their potential.
 Guide the organization through various interventions to execute the design and implement of change, culture
shift, restructuring, and/or mergers and acquisitions
 Execute various remuneration policies, including pay packages for newly hired employees, annual
increments . Review existing practices, identify and implement practical solutions pertaining to reward and
benefits.
 Formulate and drive various employee engagement and retention initiatives Check effectiveness of the
initiatives via surveys and discuss outcomes with respective managers.
 Contribute in employer branding projects and others related to training academy or salary development
policies.
 Report according to group metrics the HR performance indicators, analyze identified trends against
benchmarks and organize feedback to respective managers to identify corrective measures
 Establish and maintain a presence on the plant floor to keep a read on the pulse of the organization.
 Proactively identify and resolve employee relations issues in a fair and consistent manner.
Achievements
 Conceptualised Departmental Induction Program
 Installed Competence maps for various positions and the employee recognition scheme
 Job Mapping and Market Analysis for redefining the grade structure
 Improved gender diversity by 50%

 Employed with Sandvik Asia Ltd since Jan 2007 till March 2008 as Human Resource Advisor to the BU.
Reporting to VP HR
a Sandvik is a global industrial group with advanced products in – tools for metal cutting, machinery and tools for
rock excavation, stainless materials and special alloys. The Group had at the end of 2007 about 47,000 employees
and representation in 130 countries, with annual sales of more than USD 11billion.
Scope of work
Talent Acquisition
 Management of the complete recruitment life cycle for sourcing the best talent from diverse sources after
identification of manpower requirements including Vendor management and vendor performance tracking
 Initial Interviews and salary negotiations
 Formulation of the job descriptions for the various positions after one to one discussions with the employees
 Maintain monthly Manpower Reports & organizational charts and analyse the same for future course
Training and Development
 Compile the training calendar and maintain the employee training database and faculty database.
 Organize internal and external trainings & measure the effectiveness for the same.
 Design and conduct Business Code of Ethics & Induction programmes for the new employees.
Performance Management System:
 Ensure and monitor the timely completion of the monthly & annual appraisal dialogue
 Responsible for clubbing the appraisal results with the incentive scheme as directed
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 Key talent identification and Job evaluation project involving evaluation of key jobs(IPE)
Employee Development & employee communication

Achievements
 Successfully completed the recruitment of entire Sales Team for all regions.
 Execution of Position Evaluation system (IPE) within the business area and Global performance mgmt system

 Employed in Mafoi Management Consultants as Consultant –Client Relations and Delivery since August
2005 till Jan 2007. Reporting to the Center Head.
Ma Foi is the 2nd largest international HR service provider and is a part of Randstand and Vedior group. The
organization has strong global presence across Europe, Middle East, South and Southeast Asia.
Scope of Work:
 Develop infrastructure, engineering and process vertical and maintain relations with clients and interfacing for
requirement specifications. Mapping of candidates - industry wise / function wise.
 Conduct personal interviews & psychometric test and short-listing the candidates
 Salary negotiations with the client as well as the candidate
Achievements
 Promoted as Team Leader in a year consistently amongst the top performers.
 Have recruited for positions at CFO and GM levels.

 Worked with HDFC Bank Ltd as Executive Trainee since April 2004 till April 2005
 Worked in Narula Institute of Engg and Tech, Kolkata as a lecturer of Mechanical Engineering cum placement
officer from July 2001 to May 2002

Strengths:
 Self starter with a strong functional understanding and think logically for interpreting and analyzing
problems related to employee issues and provide solutions
 HR professional with good facilitation, communication and conflict management skills.