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Ambarish Sharma BE, MBA (HR) hr.ambarish@gmail.

com Cell: +974 55162604 (Doha) Competency Highlights

More than 8 years of experience as Senior Consultant/Advisor and HR


Development Professional involved in design, development and deployment of HR Functions for clients across FMCG, Retail, Real Estate, Information Technology,Construction,Banking,Oil and Gas, Engineering, Pharmaceutical, Catering, Educational Institutions and Government Sectors. Mix of HR Systems Development and HR Deployment experience with demonstrated leadership skills, strong presence, and ability to consult and influence all levels of the organization and ability to deliver quality services while adhering to challenging deadlines. Ability to encourage and assist managers and associates to embrace the power of diversity to drive the business and to create a positive, productive environment where each associate can fully contribute and be valued. Excellent communication, collaboration and customer focus skills. Resultsdriven and ability to exercise decision making. Thorough comprehension of effective project and process management practices proven to maintain high standards of quality, productivity, and efficiency. Highly resourceful, positive team player and decision maker with the ability to motivate and resolve problems in challenging environments. Diverse and rich business consulting experience in Process Management, process architecture design/ modeling ,gap analysis and business process reengineering using comprehensive understanding and application of principles, concepts, industry practices, and standards around continuous improvements.

Work Experience Organization AMWAJ KPMG Wipro Ltd. TATA Consultancy Services Ltd. Career Development I. AMWAJ ( A 100% Subsidiary of Qatar Petroleum ) From 14th August 2010 to Present
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From 14 August 2010


th

To Present 27th July 2010 Aug 2007 Oct.2006

Role Head of HR Senior Consultant HR Advisory Consultant HR and PCMM Business Unit HR

Sept.2007 Nov.2006 May 2004

AMWAJ is primarily into Catering Services, Facilities Management and Retail. The total employee strength is 3,600. Im currently working as the Head of Human Resources with a team of 28 HR Professionals leading Policies and Procedures Design and Implementation, Staff Mobilizations and Talent Management, Recruitment, Employee Relations and Employee Engagement, Payroll and Compensation, Training and Development, Nationalization and Immigration. Reporting Directly to the Managing Director. Im also serving as a Member of the Permanent Policies and Procedures Committee and the Quality Committee.

II. KPMG ( www.kpmg.com )


From 6th Sept.2007 to 27th July 2010 Worked as a Senior Consultant with KPMGs HR Advisory Practice Handling projects across Retail, FMCG, Real Estate, Government, Construction, Oil and Gas, Engineering, Catering and Banking Sectors independently. Handled Delivery for all below mentioned projects independently. Adept at Project Management and trained on KPMG Online Project Management System. An overview of projects handled is as below: HR Organization and Implementation Support: Worked with the newly established client organizations in establishing HR Function with structures, systems and processes and supported implementation of HR Policies and Procedures from the perspective of handholding support. Developed and customized HR Processes based on the practical suitability for each organization to increase operational efficiency. Developed HR Action Plans in strategic alignment with organizations overall requirements. Implemented end to end HR deliverables for various organizations across different sectors including key process areas like Compensation and Benefits, KPI based Performance Management System, Training and Development design and implementation, Recruitment and Retention, Total Reward Systems, Long and Short Term Incentives, HR Compliance and Employee Relations. Recruitment and Staffing: Developed new businesses, Spearheaded large client relationships and worked with Executive Search and Selection Team at KPMG and Recruitment Teams of the client organizations in establishing roadmaps for selection and hiring. Prepared detailed plans for competency based recruitments. Advised various teams in executing recruitment assignments through Headhunting and other methods for Senior (Including CXO positions) and Middle Management level positions based on client specifications for Open Positions. Organization Structures Development, Review and Redesign: Reviewed the initial organization structure of the new projects against organizational strategic direction. Identified gaps, if any and redefined the high level management organization structure, identifying key functions under each member of the senior management team. As a next step, redefined the departmental organization
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structure, identifying departments and sections under the control of each member of the senior management team, as well as identifying the positions within each department down to Supervisory Levels. HR Strategy Frameworks and Roadmaps: Developed the HR Strategy for client organizations in alignment with the organizational vision and overall business needs. HR Policies and Procedures: Detailed out key HR processes and specific policies & procedures based on applicable labour law requirements, leading practices and existing policies & practices at the Organization. Designed and developed authorities matrix and relevant forms & formats. Development of KPIs: Developed Organizational and Individual KPIs for organizations in alignment with the business objectives. Developed a point based system for evaluating departmental performance. This involves prioritization and selection of relevant KPIs to assist top management in making the right decisions. Performance Management Systems: Designed Performance Appraisal processes suited to the organizations including the identification of suitable key performance indicators(KPI) for all identified job positions at various organizations and definition of the various stages of the performance appraisal process with identified ownership and timelines as well as requirements of the feedback process. Process Maps: Developed detailed process maps for all HR Process Areas based on the benchmarks and overall business requirements. Job Descriptions: Developed Job Descriptions (JDs) for all unique job positions in the management and departmental organization structures assuming a maximum number to incorporate understanding of functional processes and industry leading practices. Job Evaluation using KPMG Methodology: Evaluated all identified jobs in the client organizations using KPMGs point factor job evaluation methodology and developed appropriate job grading structure for the organizations. Manpower Planning: Conducted Manpower Planning Exercise with the objective being to ensure that the staffing requirements are planned in advance to ensure achievement of business objectives using scientific methods which have been tried and tested in the industry to analyze the manpower needs. Ensured that the manpower projections are accurate and streamlined to suit the business needs of the client organizations. HR Diagnostic Assessment: Conducted HR Diagnostic Assessments using KPMG HR Methodology to evaluate the As Is state of the HR Function. HR Diagnostic Assessment includes assessment of the existing HR Systems, Processes and Structure from a design and deployment perspective followed by benchmarking

with industry best in class practices along with a To Be Recommendations and Advice. HR Process Improvements ( HR Process Consulting ): Developed Human Resources processes based on an As Is process study, benchmarking with best in class HR processes, conducting a gap analysis and recommending To Be processes followed by an implementation plan and knowledge transfer. Compensation and Benefits Structure: Conducted compensation market studies in the GCC region covering organizations similar to the client organizations. Compiled and formalized the compensation structures based on the formalized job grading structure and the Organizations desired positioning vis-vis the market ranges. People Capability Maturity Model Implementation: Used PCMM Framework for HR Process Improvement in the client organizations. Prepared current state and gap analysis reports based on the PCMM best practices and conducted Maturity Level Assessment and process improvements.

II.Wipro (www.wipro.com ) From 2nd Nov.2006 to Aug.2007: Worked as a Consultant with Wipro Consulting in HR Advisory Services and People Capability Maturity Model Framework in various client assignments. The domain of all the assignments is Process Improvement which is accomplished by following the four steps: Current State Assessment Designing and Developing Processes and Policies Implementation Handholding and Support Review and Assessment Readiness

A brief overview of the indicative assignments undertaken is as below: Client 1: A pharmaceutical company at Chennai Involvement: Designing and developing the policies for Compensation, Staffing, Performance Management System, Communication & Coordination, Training & Development and Work Environment. Handling the Project Management activities such as Monthly status Reports to the Client, Effort Variance, Schedule Variance etc. Client 2: A major Group of industries based out of Hyderabad and having businesses in Manufacturing, Construction, Sugar and Ferro Alloys. Involvement: Designing and developing a Functional and Technical Competency Dictionary and presentation to the Client Management.

Client 3: A major Group of Industries based out of Kingdom of Saudi Arabia. Involvement: Involved in preparing Request for Information (RFI) and Request for Proposal (RFP). This includes preparation of Project Management Plan and Risk mitigation Plan. Client 4: A captive KPO of a multi billion dollar American firm. Involvement: Involved in preparing Request for Information (RFI) and Request for Proposal (RFP) and work plan documents. All the above engagements required a very high level of client interaction and aptitude for analysis of available information. III.TATA Consultancy Services Ltd. (www.tcs.com ) From 21st May 2004 to 28th October 2006 Handled the Business Unit HR Manager role for TCS GE Health Care Relationship with a employee strength of 900 Associates. Performance Management: Handled the SPEED module for System for Performance Evaluation and Employee Development. Managed the Quarterly, Half yearly and Project End Appraisals for all the Associates. This involved the entire Appraisal Cycle starting from Allocation of Appraiser and Reviewer to completing the Personal Development Plan for all the 600 associates. Involved with designing and deployment of Performance Improvement Plan. Actively involved in counseling to help managers and associates utilize the performance management process to improve individual and organizational performance. Welfare: Managed the Leaves, Payroll, Loans, Reimbursements, Higher Education, Health Care and all other Welfare related activities. This includes the entire Separation Process from initiation to Full and final Settlement. Associate Engagement: Handled all Associate Engagement activities for GEHC. This includes Propel,PEEP,Fun at Work,Picnics,Outings,Birthday celebrations, Sports, New Language Initiatives ,Corporate Social responsibility etc. Involved in counseling to support managers to deal with day-to-day issues in the work place and create a positives and motivating work environment. Training & Development: Handled the Training Need Identification for the Business Unit. Worked in consultation with the Training & development department in designing specific training programmes for the Business Unit. Managed the Skills Inventory for the Business Unit. Worked as the owner for Integrated Competency and Learning Management System (iCALMS) for the branch.

Recruitment: Managed recruitment for GEHC Relationship since Nov 2005. Was involved with GEHC ramp up in Bangalore from Day 1. Helped in bringing the numbers from 10 to 600. Co ordinate all Technical Panels and Management Reviews. I have an experience of over 1000 HR interviews. Manpower Allocation: Looked after the allocation of the New Joiners in various Centre of Excellence within GEHC Relationship. Involved full time with the manpower requirement projection for the entire 5 Centre of Excellences. Back Ground Check Process: Handled the BGC Process for all the new joiners. Had complete autonomy in decision making in case of negative cases. Grievance Management: Handled the Grievance Management System for the Business Unit. Decided on the best measures to ensure reduction in the number of grievances.

From 21st May 2004 to 1st April 2005 Worked as Associate Engagement Officer for TCS Bangalore. Handled the Associate Engagement responsibility for 3200 offshore and 1600 Onsite Associates. Responsibilities included: PEEP: Proactive Employee Engagement Programme: Co ordinated the PEEP Programme right from its inception managing the complete life cycle. This involved talking to various associates along with a senior Management representative to understand the problems faced by the associate and subsequent analysis and recommending remedial actions for the Associates based at Bangalore Branch. PROPEL: This is an initiative piloted by the CEO to be deployed at all the branches. Worked as a trained Propeller for Bangalore. Propel as a concept includes two main branches Propel Camp and Propel Confluence. Worked as a facilitator under both the sub heads. The success of all the camp sessions was 100%. Sports: Initiated the Sports Club for TCS Bangalore. Sports activity was not structured and did not have a Standing Work Order Number. With my initiative, Sports was sub divided in to 6 major Sports based on the number of associates interested in particular sports. These are - Cricket, Badminton, Volleyball, Basketball, Throwball and Football. TCS Bangalore won a number of intercorporate tournaments under my coordination and initiative. Corporate Social Responsibility: Handled the Corporate Social Responsibility as SPOC for TCS Bangalore. Headed the Tsunami Relief efforts for the branch. Identified Old Age Homes and Orphanages and initiated programmes for helping them. Involved two major clients in these initiatives.

Reward and Recognition: Worked as the SPOC for Star of the Month Awards for the branch. Designed and implemented new and innovative Reward and Recognition Schemes.

Branch Level responsibilities at TATA Consultancy Services Ltd.: Owner Of HR Tools Group Bangalore Lead for HR Digitization Projects Faculty : Worked as a faculty for Soft skills for the Project Leads Faculty: Worked as a faculty for Branch Level Induction Sports Officer for TCS Bangalore

Professional Trainings & Certifications SEI Authorized Introduction to People CMM Power Consulting Six Sigma Awareness Training Six Hats Training and Workshop (Worked as Six Hats Trainer.) Performance management Expert Training. Tata Business Excellence Model Faculty Training. Belbin Analysis Training (Worked as a Belbin Analysis Trainer)

Educational Qualifications Grade MBA Bachelor of (Mech.Engineering) Personal Details Date of Birth: Nationality: Passport Number: Current Location: Visa Type: Driving License: Languages: References Available on request. Select Recommendations 20th September 1977 Indian G0382194 Qatar Residence Permit Qatar and India English and Hindi School/College Symbiosis Institute Of Management Studies,Pune GEC,Bilaspur University Symbiosis University Bilaspur University Year 2004 2001

1. Kevin OConnell, Director HR, Planning and Marketing, AMWAJ

(Client) This mail is to thank Ambarish Sharma, KPMG Consultant, for all his effort, insight and dedication in implementation of our HR policies and procedures. He was of tremendous help to us over last two months of his secondment with AMWAJ not only in terms of HR deliverables but also in ensuring the proper functioning of our HR team in line with the expectations of our internal customers and business requirements. We benefited from his expert knowledge and practical know-how of all HR Processes and he had a major role to play in project mobilizations from a staffing perspective which involves hiring, on boarding, regulatory and statutory compliances along with a lot of coordination with clients and operations team. He has a high level of comfort and confidence in interacting with the senior and top management as well as with the lower ranks in the organization and he has succeeded in earning love and respect of our staff here in a very short duration of his stint with us. I'am sure he has a very bright future ahead of him and I wish to thank KPMG for assigning Ambarish as our consultant for this assignment. August 19, 2008

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Arun Narasimhan, Manager, KPMG Advisory (worked directly with Ambarish at KPMG)

I worked with Ambarish at Qatari Diar when he was the officiating head of HR. Ambarish brings to the table thought leadership, ability to deliver under tight deadlines, wide exposure to systems and very good cultural understanding. An excellent HR resource who has handled both consulting and line HR in the high tech industry, Amby is an excellent OD specialist. A asset to any team he works for February 11, 2009

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Melissa Fernandes, Consultant - HR Advisory, KPMG Advisory (worked directly with Ambarish at KPMG)

Ambarish is an extremely enthusiastic and dynamic HR professional. He has a very approachable personality. He is well grounded in conceptualizing HR systems and processes and is equally strong on execution. His never ending desire to learn helps in his attempts to create best practices. He keeps himself updated professionally by reading extensively and networking with people. A professional who can be relied upon for quick uptake and good strategic execution of any project. November 22, 2009