Julphar

Strategic Roles and Responsibilities:
•	Actively contribute to the development of the company’s overall strategy and ensure that relevant goals and objectives are properly incorporated from a human resource perspective
•	Act as a human resource advisor to the leadership team while developing, implementing, and measuring the effectiveness of the HR strategy/plan of the company.
•	Lead the implementation of relevant policies, and governance frameworks and identify opportunities for continuous improvement across the region regarding HR good practices related to performance management, leadership development, recognition, talent management, talent acquisition, and other areas.
•	Establish and periodically revisit the budget requirements of the department, and accordingly take a strategic part in the development of the company’s budget from an HR perspective
Talent Acquisition and Talent Management: Recently, we executed the Emiratization-based Workforce Planning directives in UAE supporting operational budget estimates ensuring the smooth integration of Emirati talent in our ecosystem. I also implement the career path and MDP for internal talent, resulting in an 18-20% YOY retention gain.  Over the last 3 years, the data shows and impressive deployment of internal talent (78 in 2021, 92 in 2022, 32 in H1 2023), resulting in a 30% TAT reduction and 8.5% manpower cost reduction. I also run the ‘Rotational Development Program’ to boost HiPos.

Leadership Development and Diversity / Inclusion: My HR strategy has yielded a 23% rise in productivity through efficient processes and alignment with organizational goals. I've developed 'Middle Management Development' programs and rolled out an automated system for managing the performance and career progression of over 2500 employees across 16 countries.

Head- Talent, Learning & Organization Development

Cadila Pharmaceuticals Limited

•I transformed HR policies to support a business partnering approach, initiated 360° Feedback for leaders across key departments, and formulated talent and OD strategies for over 3500 employees. As Head of HR for R&D, I led a team of 5, fostering culture, engagement, and development for 480+ employees, and introduced an agile reporting framework to optimize team performance. 
•Lead workforce planning activities across the business unit and ensure proper implementation of its policies and procedures by various functions, ensuring effective and timely fill up all vacancies

I led strategic HR projects, focusing on employee feedback and culture programs, and spearheaded the drive to meet Great Place to Work standards. 

Cadila achievements :
 	Executed the R&D Leadership Development & Succession Planning Project.
 	Started the Life Science Sector Skill Development Program with Govt of India Pharmaceutical Skill Council in Cadila
 	Executed Organization Effectiveness Project with identified Subject Matter Experts in Jammu & Ankleshwar manufacturing sites
 	Promoted the 5 internal talents to take up the National Sales Head role.
 	Started 9 BOX talent mapping for the whole organization in Managers + job level
 	I launched a Career Pathing Program that led to 28 internal promotions and pioneered Cadila’s first Management Trainee Program with top-tier institutes, which enhanced our leadership pipeline by preparing 60 successors for critical roles.

Head HR - R&D

Deputy General Manager -Talent & Learning Development 

Reckitt Benckiser

As National Head of Capability Building, I established capability development practices as CoE for Bangladesh & Sri Lanka businesses. I also successfully initiated and implemented Functional and leadership Competence Frameworks for Sales, Marketing, Finance, SCM, and regulatory. In addition, I implemented Global Talent Management (GTM) initiatives in collaboration with UK headquarters by streamlining & leveraging talent development plans covering 2,000+ employees, including agents and sales reps. 

Additionally ,I mentored a Team of 4 Regional Trainers to successfully execute leadership and employee engagement programs 


Reckitt Achievements:
•	Introduced the Assessment & Development Centre for internal promotion.
•	Introduced LMS and TMS digital platform for Reckitt India in collaboration with the global HQ in UK
•	Introduced a structured L&D calendar for Departments and other affiliates in Bangladesh and Sri Lanka
•	Mobilized ‘Cross Cultural Workshops’ for all global recruits in Southeast Asian market.

National Head -Capability Building (India)

Amway

As Head of Training and Development, I was majorly engaged in establishing a high-performance culture and developing high-performing teams, which led to portfolio achievements and 15% YoY growth. I also led a team of 7 Training Managers and 15 Training Executives to support revenue growth.

During my association, I received 2 promotions, 1 employee of the year award, and foreign travels for constant L&D strategy development and implementation. I actively helped in achieving the growth of 45+ Platinum-level business owners through product marketing and sales. In this role, I created key learning contents for the first countrywide Silver & Gold Forum launch. I also designed and deployed an LMS to streamline performance-impacting training courses.

Head of Training And Development

Johnson & Johnson

Territory Manager

Novo Nordisk

Marketing Executive

With 18 + years in international HR management, I specialize in business-critical projects and change management. I deliver results in complex environments, aligning HR strategies with evolving business goals.

I lead high-impact changes by crafting strategies with strong governance, ensuring corporate objectives are met while minimizing risks. My experience spans talent acquisition, systems implementations (SAP SF, TIMS LMS), and process improvements.

I focus on aligning HR actions with strategic objectives, leveraging data and analytics. I drive social and cultural value through D&I, ESG, and CSR initiatives, enhancing organizational reputation.

Recently, I led the rollout of PMS across 17 countries, moving to a balanced scorecard-driven system. I also increased internal promotions to over 25% of new vacancies and am developing a new EVP and Culture Transformation model.

I build high-performing, inclusive cultures, adapting to the evolving HR landscape, including remote work and technology shifts. Passionate about positive impact, I am open to executive-level opportunities.

Areas of Expertise

✅ Business Transformation & Change Management
✅ Talent Acquisition & Management
✅ Learning & Development Initiatives
✅ Performance Management Systems
✅ Diversity, Equity, & Inclusion (D&I)
✅ Governance & Risk Mitigation
✅ HR Technology Implementation
✅ Culture Transformation & EVP Development
✅ Data-Driven HR Strategy
✅ Organizational Design & Restructuring
✅ Stakeholder Relationship Management
✅ Employee Engagement & Well-being
✅ Succession Planning & Leadership Development
✅ Corporate Social Responsibility (CSR) & ESG Integration

GARGI BANERJEE

What defines a truly effective CHRO today?

It’s not just experience or expertise.
It’s the values they lead with—and how those values translate into business impact.

In today’s fast-evolving work environment, the role of the CHRO has expanded beyond compliance and operations.
Modern CHROs are strategic partners, culture architects, and change catalysts.

To lead effectively, these 10 values and principles consistently show up in high-impact HR leadership:

✅ Lead with Possibility and Accountability – Vision matters, but execution drives results.
✅ Coach and Collaborate for Strategic Impact – Great leadership creates space for others to lead too.
✅ Foster Trust Through Transparency and Respect – Trust is the foundation of every high-performing culture.
✅ Empower Growth Through Coaching and Feedback – Growth happens when feedback is seen as a tool, not a threat.
✅ Drive Business Outcomes with People-First Strategies – Aligning people strategy with business strategy is key.
✅ Build a Culture of Purpose and Action – Culture isn’t a tagline—it’s what people experience every day.
✅ Invest in Personal and Organizational Growth – Continuous learning fuels both individual and organizational performance.
✅ Communicate Vision and Empower Team Performance – Clear vision + empowered teams = sustained success.
✅ Create Trust Through Open Communication – Openness builds alignment and accelerates decision-making.
✅ Balance Employee Well-Being with Business Goals – Sustainable business growth depends on employee wellness.

These principles don’t just enhance HR—they elevate the entire organization.

Because impactful HR leadership:

👉 Turns culture into a competitive advantage
👉 Translates people data into strategic decisions
👉 Builds organizations where performance and purpose co-exist

In the future of work, the CHRO is not just a function—
It’s a force that shapes how business gets done.

#CHROLeadership #HRStrategy #PeopleFirst #FutureOfWork #LeadershipValues #StrategicHR #CultureMatters #EmployeeExperience

Gargi Bannerjee

Thrilled to share my latest article from HRSE Summit 2025 Dubai, where I spoke on “Culture as the Engine, Engagement as the Fuel.”

Across the GCC, organizations are scaling rapidly—but real performance isn’t driven by systems or technology alone. It’s driven by the culture people experience and the engagement they feel.

In this article, I break down:
🚀 Why culture is the engine of productivity
🔥 Why engagement becomes the fuel that drives innovation & retention
📊 What Gallup data reveals about UAE, Oman, Egypt & the wider region
🏭 A real GCC case study showing a 20% rise in engagement and 12% drop in attrition
🏆 How organizational health (as defined by McKinsey & Company) predicts long-term success
👥 Leadership practices that transform multicultural teams in today’s GCC workplaces

The GCC is one of the world’s most diverse and dynamic talent ecosystems. Organizations that invest in culture, leadership, and employee energy today will define the region’s performance standards tomorrow.

If culture and employee experience are priorities for your organization, I invite you to explore the full article below. Would love to hear your reflections.

#CultureIsTheEngine #EngagementIsTheFuel #HRSEDubai #GCCWorkplace #OrganizationalHealth #EmployeeExperience #LeadershipDevelopment #FutureOfWork #Gallup #McKinsey #GCCHR #UAEHR #TalentManagement #PeopleAndCulture #HRTransformation

Across the GCC, organizations are expanding rapidly, diversifying their talent base, and operating in increasingly competitive markets. While many com

Open article: Culture as the Engine, Engagement as the Fuel: Unlocking Performance in the Multicultural GCC Workplace by Gargi Bannerjee • 4 min read

Culture as the Engine, Engagement as the Fuel: Unlocking Performance in the Multicultural GCC Workplace

For decades, HR was known for measuring soft outcomes — engagement, morale, sentiment. But that era is over.

Today, HR sits at the intersection of data, strategy, and AI, transforming from a support function into a strategic powerhouse that drives cost efficiency, workforce agility, and enterprise growth.

Leading global organizations — from GE and Microsoft to Amazon and Pfizer — are already harnessing people analytics to:

 ✅ Predict hiring success and retention risks
 ✅ Build stronger leadership pipelines
 ✅ Model workforce cost-to-capability trade-offs
 ✅ Align human capital strategy with business goals

McKinsey & Company, Deloitte, and others agree that analytics is no longer optional. It’s the bridge between people strategy and business performance.
If your organization operates in or with the Middle East’s fast-growing markets, now is the moment to invest in AI-driven HR transformation — starting small, but thinking big.

Read the full article to explore how leading companies are using analytics to turn insights into impact:

#PeopleAnalytics #HRTransformation #AIinHR #WorkforceStrategy #HRLeadership #DataDrivenHR #MiddleEastBusiness #McKinsey #Deloitte #FutureofWork

For decades, HR was seen as the function that measured soft outcomes — engagement, morale, and employee sentiment. Today, that has changed. HR now sit

Open article: AI in HR — From Data to Decisions by Gargi Bannerjee • 4 min read

Capgemini Technology India Pvt Ltd

Program Manager - HR 

HR Shapers

HR Shapers is 9 years old non-profit leading HR association having presence spread out worldwide in 5 regions, 25 countries, 50 locations including PAN India presence of 20 Indian cities. Pl note that HR Shapers is exclusively for ONLY working HR Professionals from companies corporates. We do have whatsapp groups (limited to only knowledge sharing) of each and every locations for faster communication, learning, networking, bonding and building relationship. The aim to bring the best in Knowledge Sharing, Learning and Networking online & offline both on regular basis.  To know more about HR Shapers, pl click here goo.gl/djgEbL and goo.gl/LCMfLS to know more about HR Shapers or Type HRShapers in Google.

Founder

More Than HR Global (MTHR Global)

Founder of MTHR Global

Mumbai based MTHR Global (More Than HR Global), a 13 years in action, non-profit body is a rapidly growing HRD movement in Mumbai and India. 
Mumbai based MTHR Global CHROs and CxOs forum started in 2013. This is exclusively ONLY for working Sr Level HR Professionals from companies and corporates.

Know more about MTHR Global – Become a member on FB /  Linkedin / Yahoogroups at given below links 
  
• http://www.facebook.com/group.php?gid=122822864428731   
• http://www.facebook.com/profile.php?id=100001203520685
• http://finance.groups.yahoo.com/group/MTHRglobal

Founder - MTHR Global and MTHR Global CHROs & CxOs (Philanthropic HR Association)

NHRDN Mumbai

http://www.nhrdmumbai.org/ex_commitee.html

Executive Committee

HR Infotech Association

HR Infotech Association www.hrinfotech.org – HRIA a non-profit organization of HR professionals in IT & ITES companies in India is the resource partner for this event.  HR professionals from IT & ITES companies registering through HRIA for this event will be extended special discount in the registration fee.

Know more about HR Infotech Association (An association of working HR Professionals ONLY from IT & ITES Industry) 
• http://picasaweb.google.co.in/President.HRIA/ 
• http://www.hrinfotech.org 
• http://www.facebook.com/group.php?gid=114845685229742 
• http://finance.groups.yahoo.com/group/hrinfotech_india 
• http://groups.google.com/group/hrinfotechassociation 
• http://www.linkedin.com/groups?mostPopular=&gid=3211952

Past President

Teleperformance

Site Head - HR for 2000 employees

Nature of Job
•Providing Leadership to implement & managing end to end HR Ops,  process, practices & policies for 2000 employees at the site

Achievements / Contributions @ Serco Global (Erstwhile - Intelenet Global)
•Recruited more than 2000 employees within period of 6 months
•Instrumental in promoting & execution of employee engagement activities 
•Streamlined payroll process

Sr Manager - HR (Site Head-HR)

Loop Mobile India (P) Ltd

Nature of Job
•Responsible for Manpower Planning, Recruitment & Selection, Employee Engagement, Motivation, Induction & Performance Appraisal

Achievements / Contributions @ BPL Mobile
•Conceptualized & implemented Reward & Recognition Scheme. The utilization was more than 60% every month.
•Revised referral scheme & recruitment gone up to 50 % through referral
•Instrumental in launching 1st edition of Newsletter
•Instrumental in streamline Labour Laws compliance for 3rd party vendors
•Closed critical positions such as Sr Manager – Finance, CTO & Head - Sales

Sr. Manager - HR

Zycus Infotech Pvt. Ltd.

HR for Zycus’ India, USA & Germany Operation for the following activities: 

•HR as a Strategic Partner: Creating MBO attitude, culture & MBO implementation across the organization along with the CEO & HOD’s. Conducting quarterly MBO Meetings. Education to all employee’s on value, culture & Professionalism @ Zycus. 
•Manpower Planning & Resource Allocation: Responsible for INDIA, USA & Germany manpower planning, setting up the recruitment & selection processes, working on the recruitment strategy. 
•Recruitment & Selection: Evaluation of candidates as per Zycus's Values & Culture fitment. Recruited lot of J2EE & C++ professionals, references checking, salary negotiation & final offer. Educating & training team members & interviewers to evaluate the best candidate. Responsible to maintain candidate satisfaction rating.
•Induction: Joining Formalities, Induction & Orientation for new joinee's. 
•Formulation of Various HR Policies: Being a mid size & growing organization, I have been a continuously asked to do benchmarking, implementation and modification for all policies start from Manpower Planning to Exit. 
•Training & Development: Identification of training needs through various sources, designing the training calendar, trainer selection & evaluation of training programs. 
•System Interventions: Designed & Implemented systems like Interview certification, online Salary Software & On-line Exit Process. 
•PMS: Training all employees on its objectives & process. Monitoring online PMS. Conducting appraisal feedback session. Releasing increment / Transfer / ESOP / PSP Letter. 
•Exit: Setting up the process & its implementation, Conducting Exit Interview, Feedback evaluation, Full & Final Settlement formalities.
•Others: Annual Awards Function, Monthly Meeting, Corporate outing, employee database, intranet development, Payroll, attendance, PF Formalities, Mediclaim, Insurance & helpdesk for investment purpose.

Manager - HR

Max Search

Headhunting, recruitment &amp; selection for senior professionals

Recruitment Consultant

Grey Cells

Recruitment & Selection, Training & Development, Training Modules & Psychometric Tools, Assisting in Business Development, MIS, Database Promotion & Brand Equity.

Executive - HR

• Ovet 2 decades of corporate diversified exposure to HR Operations, HR Generalist, Talent Management, Talent Sourcing & Talent Acquisition, Induction, Learning & Development, PMS, Motivation, Engagement, Retention, HR Policies, HR Processes, Audit, Compliance & HR Shared Services / HRSS

Ashish Gakrey

Bengaluru HR Summit and HR Leadership Awards Night. Powered by HR Shapers & The Life Eternal Trust Bengaluru

# Date Sat, 29 Nov 2025 I 5pm to 9pm end with Dinner
# Venue: Taj Hotel, MG Road, Bangalore
# Theme: The Future of Work, People and Technology
# Highlights: 200 Delegates I 40+ HR Awards Facilitation I Keynote I Fireside Chat I Learnings | Networking I Much More I
# Due to overwhelming response, registration already closed + beside many in waiting.
# Special thanks to Dr. Manoj Kumar and Team of The Life Eternal Trust Bengaluru for making it happen.
# Our ATS AI Partner - AREEVA.AI I Ohmprakash Jayaraman I
=======
Special thanks to all our Jury Members for their time, efforts, insights for Awards Nominations assessment. 

# Anitha Manikantan, CHRO - Avtec (CKA Birla Group)
# Dr Grace Samson, VP & HR Head - Informatica India
# Dr Varadharaju Janardhanan, CHRO - Super.Money A Flipkart Group Company
# Gayathri Mohan, Head of People Relations - SAP APAC
# Manmohan S. Kalsy, CHRO - Inbrew Breverages Pvt Ltd
# Pradeep Chavda, Sr Dir Global HR Transformation - GBS Sodexo
# Raghunath Rajan, HR Sr Director, APAC - Global Biz & Functions - Boston Consulting Group (BCG)
# Rambabu Srinivas, SVP & Global Head TA & RMG - Tata Technologies
# Roydon Gonsalvez, SVP Head TM & Devt APAC - Northern Trust
# Simrat Gahlot (She/Her), Head Talent Office & Leadership Training - Societe Generale Global Solution Centre
# Sreekumar Bahuleyan, HR Vice President - Victoria’s Secret & Co.
# Srikanth Vachaspati, VP HR & Head - People & Organization - Siemens Technology India
# Host & Moderator - Ashish Gakrey, Founder - HR Shapers

We all excited for Awards Evening with lots learnings, networking etc. Looking forward seeing you all confirmed delegates on the Awards Evening.

Bangalore HR Summit and HR Leadership Awards I Sat, 29 Nov @ Taj Hotel I

Team of HR Shapers and The Life Eternal Trust Bengaluru

HR Leader (Capgemini, Teleperformance, Loop Mobile, Zycus) Speaker, Globally Connected, SoMe Influencer, Blogger, GenZ Expert, Mentor, Coach, Techie HR

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