Amulya MS

Director - HR / Head HR
Mobile: 78990 88755 | Email: [email protected]
LinkedIn Profile: www.linkedin.com/in/amulyamogenahallisiddappa
An Agile HR leader with more than a decade of experience in Human resources management and, a proven track
record of building and scaling HR functions in a fast-growing organization and targeting senior-level assignments
with a growth-oriented organization.

Summary:
• Versatile HR Director with around 15 years of experience offering rich combined expertise in establishing &
developing HR functions and contributing to performance, productivity, culture, and cost-optimizing
initiatives with a focus on overall organizational development, change management, business excellence, and
transformation in a matrix structure across all the Business units.
• Strategic leader credited and recognized for implementation of innovative & high-impact HR initiatives to
streamline processes and capitalize on organizational growth opportunities.
• An approachable leader with skills in bridging the gap between senior management & employees by resolving
matters about performance plans, employee conduct, employee management issues, salaries, and benefits.
• Proven success in the entire gamut of Strategic HR with a key focus on driving efficiency and excellence
throughout organizational functions spanning Strategic Planning, HR Operations, Engagement, Talent
Development, Business Process Analysis and improvement, and Organizational Development.
• Excellence in designing and applying a comprehensive performance management, competency, and
compensation framework.
• Proficient in leading talent management, organizational development, and career planning through career
development framework and succession planning.
• Instrumental in establishing HR metrics to measure and analyze the function's impact on business, enabling
informed decision-making and continuous improvement.
• Team-based management style coupled with excellent relationship management, analytical, leadership,
decision-making, problem-solving, people leadership & organizational skills.

Core Competencies:

Organization Design Talent Management Competency Framework

Strategic HR Performance Management People Leadership
Employee Relations Change Management Succession Planning
Culture and Diversity Training and Development Workforce Planning
HR Analytics Compensation and Benefits HR Digitalization
Talent Acquisition Employee Engagement

Utthunga Technologies Pvt Ltd | Director - HR / Head HR | Aug 2013 – Jul 2023
About Utthunga - Utthunga is a Product Engineering and Industrial Solutions company. They provide engineer
industrial-grade digital products and solutions for industrial OEMs, Industries, ISVs, and Service Providers.

Utthunga provides software development, firmware & hardware development, IIoT applications, IT-OT integration,
field device integration, industrial communications, security engineering, and testing services to global industrial
OEMs and manufacturers. Besides these horizontal technology offerings, their domain-based vertical expertise in
Process, Factory, Power, Building, and Mobility domains enables them to function as a very dependent partner for their
customers across the globe.
Roles and Responsibility:

Strategic Leadership:
• Strategizing and executing all entire HR functions portfolio, supporting a diverse workforce of around 1000
employees, ensuring smooth operations and strategic alignment with organizational objectives.
• Building an annual Strategic Deployment Plan (SDP) that aligns with the organization's vision. Each HR
objective will come with the A3s by analyzing the root causes and deriving the action plans with the time
bound to complete the same.
• Led a team of 22 members; defining HR objectives for the business in congruence with the business strategy
and corporate HR policies and process; formulated implementation plan, created the HR budget, and assigned
responsibility and accountability for each activity in the plan.
• Lead as a key strategic partner to senior management.
• Establishing HR metrics to measure and analyze HR's impact on business, enabling informed decision-
making, and building a culture of high performance, Innovation, Learning, and transparency thereby ensuring
an effective talent retention process.
• Designing and delivering business strategies for various segments, providing leadership, direction, and
expertise in HR functions including, talent acquisition, performance management, compensation and benefits,
employee engagement, organizational design, change management, and succession planning.
• Strategizing and Executing T&M onsite Business including planning and supporting business to staff the right
resources.
Talent Management:
• Lead Talent Management Strategy related to workforce planning, employee engagement, development, and
retention, aligning with the organization's culture, goals, and strategy. Plans, coordinates, and implements
policies, processes, training, initiatives, and surveys to support the organization's HR strategy and compliance
needs.
• Collaborate with challenge and influence program teams to deliver the right outcomes on people-related
decisions, focusing on various aspects such as Value alignment, Meritocracy, Utilization, Productivity,
Diversity, Equity, and inclusion. Develop capabilities to build a team that is value-aligned & development
initiatives, mentoring, etc.
• Providing professional support, coaching, and advice to the managers on a wide range of HR issues, including
specialist support and advice on complex associate-related issues. Supporting managers through the annual
HR year-end processes around annual pay, succession planning, Engagement survey, etc.
• Support the business unit management to develop and implement HR plans and solutions to achieve strategic
business initiatives and deliver results. Plan, manage, and provide continuous improvement to all aspects of
the organization. Supporting managers in identifying and retaining key stakeholders at risk.
• Reviewing and implementing all the Employment and compliance legal documents by working directly with
the legal team to safeguard the company's interest.
Employee Relations:
• Partnering with leaders and managers to improve employee engagement of teams including analyzing survey
results and implementing action plans to address concerns. Manage Rewards and Recognition and benefits
programs that are competitive, and equitable. Develop training programs that enhance employee and
leadership skills and knowledge/objectives.
• Introduced initiatives aligned to improve people's performance review feedback, creating a sense of
belongingness and inclusion, R&R programs and with improved employee engagement programs yield a
result in reducing the turnover rate by nearly 30%.
• All HR initiatives are well received by employees and we achieved a median employee tenure of 4.5 years.
• Analyze data to identify trends and recommend solutions to improve performance, retention, and employee
experience. Handle employee orientation and induction. Assist in the formulation of policies for the company.
Drive Business Partnering & OD functions. Work with the team on long-term plans and function-specific
initiatives.
• Organizing employee engagements & OD programs and ensuring prompt resolution of employee grievances
& maintaining cordial employee relations.
• Handling employee relations issues, conflict resolution, and disciplinary matters.
 • Promoting a positive workplace culture and fostering employee engagement.
• Ensuring compliance with employment laws and regulations.
Performance Management
• Developing performance improvement plans and coaching managers on performance management best
practices.
• Defining the Organization level accountability and roles and responsibility for all the roles and guiding the
managers and the Business leaders to set the KRAs / KPIs for every individual in the organization.
• Introduced a quarterly review mechanism to review the performance to improve the people's productivity,
sense of belongingness, and sense of ownership and improve employee engagement.
• Digitalized the entire PMS process for easy and seamless results.
• Implementing the Annual performance appraisal process and salary revision process.
• Introduced career development framework and 9grid model for all the people progression. Progression
happens only with skill development, performance, and potential in line with the next role.
• Introduced a 9grid model to identify the key resources and plan their succession planning, retention plan, and
progression.
Compensation and Benefits:
• Reviewing and guiding the Compensation and Benefits team about benefit programs including salary
structure and incentive plans. Completely automated the payroll management system through HRIS.
Maintains employee confidence and protects payroll operations by keeping information confidential.
• Administering employee benefits such as health insurance, all statutory benefits like PF and Gratuity, and
wellness programs.
• Worked on compensation benchmarking and ensured competitive and fair compensation practices.
Compliances and Risk Management:
• Ensuring compliance with Labor laws, Regulations, and industry standards.
• Quarterly audits about labor compliances from external vendors and achieving 100% compliance score.
• Organization-level Compliance Awareness creation - NDA, COC, POSH, Cyber Security, and social media for
both onsite and offsite employees.
• Managing HR-related risks and addressing legal and ethical concerns.
• Member of the POSH committee and effectively handled all the POSH complaints.
• Implementing and enforcing HR Policies and Procedures.
• Periodic revisit of all the Policies and SOPs to align with the business requirements and industry standards.
HR Technology and Analytics:
• Leveraging HR technology (HRIS, ATS, etc..) for efficient HR processes. 80% of the HR processes were
automated.
• Analyzing HR data to make data-driven decisions, such as workforce planning, utilization, productivity,
Performance, attrition, and talent analytics.
• Led all the executive level meetings by presenting all the HR analytics including analysis and solution
proposed. Monthly HR dashboard for all the management and leadership teams.
Organization Design and Change Management:
• Leading and facilitated organization-level design and change initiatives including restructuring,
responsibility changes, policies, Processes, Performance incentives, HR Automation, office relocations, and
leadership hiring.
• Managing the impact of changes on the workforce and ensuring a smooth transition through on-time
communications and by following the change management process.
Budget Management:
• Developing and managing the Annual HR budget, including cost optimization and resource allocation.
• Ensuring cost-effective HR solutions and Strategies.
• Develop hiring strategies that are cost-effective and result-oriented.
Communication and Employee Engagement:
• Maintaining open and effective communication channels within the organization.
• Promoting employee engagement, feedback, and participation in company initiatives.
• Employees' suggestions, feedback, and concerns are heard and addressed through the listening box.
• Introduced diversified Rewards and Recognition programs to reward Individuals, Teams, Project Deliveries,
and Innovation.
 • To build a Culture of ownership and a sense of belongingness, initiated leadership town halls and newsletters
to communicate the big picture of the organization and also the outcomes that each business delivers.
• Defined RACI for all the leadership and HR roles to build a seamless communication structure.
Crisis Management and Resilience:
• Preparing for and responding to crises, such as pandemics or natural disasters.
• Ensuring business continuity and employee safety during emergencies. Worked on business continuity plan
(BCP) for all the business groups.
Learning and Development:
• In collaboration with the Business team analyze the Annual Training Needs of employees for the entire
organization and calendarize the same.
• Introduced the Kirkpatrick Model to deliver all the training programs. Nearly 20% improvement in the
effectiveness and efficiency of the training delivered.
• Mentoring and guiding the L&D team to design and execute training and development programs.
• Structured and worked on execution plans for leadership and executive-level training programs.
• Initiated certification programs for Architects, Project Managers, and Embedded business groups.
• To build an Innovation-driven culture, initiated an Innovation culture framework in collaboration with
business and conducted a Hackathon to support Innovation.
• Worked on Career Development Framework and Competency Framework to identify the skill gaps and
created customized learning opportunities for every individual.
• Promoting a culture of continuous learning and development.
• Conducted periodic sessions on company values and culture to build the value system in the organization
• Data-driven L&D supported us in setting expectations with the business about the employees' effectiveness
and efficiency in the training conducted.
• Collect feedback on the trainings conducted, from the team and evaluate the effectiveness of the respective
training programs.
• Analyzing ROI for every training and presenting the same with the business to align with the business results
expected.
• Identified Internal SMEs for all the technical and domain training. Trained them on the Train the Trainers
program. This supported us in delivering the project-related quality content by even optimizing the cost.
Talent Acquisition:
• Working with Businesses to create an Annual Talent Hiring Strategy. Monthly collaboration with BU and
hiring managers to identify Monthly hiring numbers, job specifications, duties, responsibilities, competencies,
and skills. Review and coordinate candidate applications, conduct HR interviews, refer candidates to hiring
managers, and participate in applicant interviews as needed/agreed on TAT.
• Improved internal team utilization and reduced vendor utilization from 30% to 10% of the total hiring.
• Achieved 80% of the resource fulfillment on business demand vs supply.
• Reviewed and guided the team about all job descriptions and job postings, and supported them to execute all
required job postings promptly. Develop recruitment initiatives and organizational marketing materials to
attract applicants. Complete and distribute high-quality weekly and monthly staffing reports. Develop,
maintain, and present HR recruiting metrics.
• Overseas subsidiaries hiring process and HR operations Implementations for the region USA, Europe, and
Japan.
Office Relocation Initiatives and Event Management:
• Led and executed a successful office premises change initiative, relocating 700 employees to a new facility
while minimizing disruptions and maintaining operational efficiency.
• Developed and executed a comprehensive project plan including timeline, budgets, and risk management.
• Collaborated with cross-functional teams, including facilities management, process team, and IT, to ensure a
seamless transition of resources.
• Managed communication with employees, addressing concerns, providing information, and maintaining
morale throughout the process.
• Implemented change management strategies to facilitate a smooth transition, resulting in minimal
productivity loss.
 • New office inauguration and Utthunga 15th anniversary event planning and execution including guest
management (customers and families) cultural programs from our employees, catering, event logistics,
company branding, and award ceremony in collaboration with teams.
Insurance, Legal, and Global Mobility Responsibilities:
• Org Level Insurance handling - GMC, GPA, GTL, CGL, E&O, Cyber Security, and Asset Insurance.
• Handled all the business-level Legal issues directly working with the Legal team and also led two Error and
Omission claims by working directly with the business, legal, and the insurance team.
• Vendor Management - managing and negotiating with all the HR function-related Vendors.
• Leading ISO & CMMI internal and external audits for the core HR function without any major non-
conformities.
• Traveled to Japan and Europe to implement the HR Operations for Japan and Europe
subsidiaries. Global hiring plans execution USA(C2C), Europe, and Japan worked on Staffing
Business Licenses like AUG license and Haken License.
• Reviewed and guided the team to work on visas like USA - L1A, H1, and B1, Europe - ICT, Blue Card, and
Japan - Work Visa.
• Got an opportunity to initiate EVP creation with an external branding vendor.

Logix Microsystems Ltd (Now izmo ltd) | HR Executive| Jan 2012 - Jul 2013
About izmo - izmo ltd. is the world leader in interactive marketing solutions. The company offers hi-tech automotive
e-retailing solutions in North America, Europe, and Asia.

izmo is a pioneer in the automotive retail space, with a trail-blazing legacy of innovative products that define standards
in the market - from the izmoToolkit in 2002 to the izmoweb platform. izmo offerings include full-featured interactive
online stores, car animation and graphics, comprehensive online marketing programs, sales performance coaching,
OEM-certified CRM and ILM Solutions, and online service management solutions, among other products.

Roles and Responsibility:

• Training and development verticals including Talent Management, Reward & Recognition, etc. Analyzing the
Training Needs of employees across different levels collected from different sources. Skill Gap analysis in
adherence to the training need. Preparation of the Training Calendar and finalization of the Training Budget.
• Help in organizing cultural activities for employees as well as socially in the clubs at the plant campus.
Promote a Reward and recognition policy amongst employees across levels and encourage team leaders to
recognize the excellent performance of team members. Conduct Competency Mapping across the
organization.
• Coordinating in conducting the Employee engagement survey across the organization and responsible for
implementing the findings of the survey. Responsible for the Orientation Program for all the new employees.
Identification of key talent within the organization and coordination in developing retention strategy for them.
• Involved in End-to-End IT Recruitment. Posting, Sourcing, Screening, and Short-listing resumes the job
requirements through different job portals like (Naukri.com, monster, indeed) Internal Database,
Headhunt/Networking, and Employee Referrals. Negotiating with candidates about compensation and
Benefits
• Point of contact for all employee grievances and partner with the HR Business Partner in conducting necessary
investigations. Provide MIS support for Attrition analysis, including analyzing Exit interviews, observing
trends and highlighting important aspects, and preparing and publishing dashboards. Statutory compliance,
employee life cycle.
• Drive engagement initiatives like – New hire Buddy/ mentoring program, Voice of Employee, Round tables,
and R&Rs. Partner with HRBPs to drive Career path sessions/ initiatives. Support the L&D team in conducting
training needs assessment for employees across levels. Building managerial capability for leadership.
• Having regular face-to-face meetings with the employees of engineering divisions to understand their overall
experience in the company and help them with any problems that they might have. Ensuring smooth entry
(Onboarding) and smooth exit – relieving employees (Exit and Full and Final (F&F) settlement).

HR Tools: HRIS (HROne), ATS (RMS and Zwayam), LinkedIn, LMS (HROne), Mettle Mercer, MS Office Tools (Excel,
Word, PowerPoint), Power BI, NASSCOM learning tool.
 R&R Salons Pvt Ltd (YLG India) | GRE – Guest Relationship Executive| Mar 2011 – Apr 2012
About YLG India - “You Look Great!” official beauty destination YLG, offers innovative beauty services that all need
for a complete couture look. All of their services are tailor-made to suit the contemporary woman.

Roles and Responsibility:

• Provided upscale guest service experiences, and managed the guest relations team.
• Analyze customer feedback and online reviews and suggest ways to improve ratings.
• Appraise the team’s performance and produce regular reports.
• Examine daily duties, assign tasks, and check on progress.
• Part of YLG headquarters team audits of the products and services.
• Responsible for the store performance and business targets.
• Monthly, Quarterly, and Annual store performance reports preparation and review by management.
• Key skills acquired are customer engagement, assertive communication, business acumen, problem-solving,
team management, stakeholder management, commitment, time management, analytics, and reporting.

Royal Sundaram Alliance Insurance Co Ltd (Mafoi Consultancy)) | Claims Co-Ordinator| Jul 2008 – Sep 2010
About Royal Sundaram - Royal Sundaram General Insurance Co. Limited (formerly known as Royal Sundaram
Alliance Insurance Company Limited), is the first private sector general insurance company in India to be licensed in
October 2000 by the Insurance Regulatory and Development Authority of India. The company was initially promoted
as a joint venture by Sundaram Finance, one of the most respected non-banking financial institutions (NBFCs) in India
and other Indian Shareholders.

Roles and Responsibility:

• Handled motor claims coordination, reviewed accident records, and prepared settlement offers.
• Coordinating with motor insurance surveyors to ensure that clients receive proper care during their accident
claims process.
• Maintained contact with clients throughout the claims process, updating them on progress.
• Explaining legal terms and processes to clients in layman’s terms so that they can make informed decisions
about their case.
• Handling daily operations of the claims department, such as updating claims, tracking paperwork, filing
claims, and communicating with lawyers, clients, and other parties involved in a claim.
• Preparing detailed reports of findings and conclusions based on research and investigation into a client’s claim.
• Key skills acquired are customer engagement, assertive communication, problem-solving, team management,
stakeholder management, commitment, time management, analytics, and reporting.

Certifications
• LinkedIn Learning - Strategic Human Resources | Aug 2023
• LinkedIn Learning - Talent Management | Aug 2023
• LinkedIn Learning - Human Resources: Building a Performance Management System | Aug 2023
• LinkedIn Learning - Human Resources: Strategic Workforce Planning | Sep 2023
• LinkedIn Learning - Organization Design | Sep 2023
• LinkedIn Learning – Organizational Culture | Sep 2023
• LinkedIn Learning – Foundation of Diversity, Equity, Inclusion and Belonging | Sep 2023
• LinkedIn Learning – Change Management Foundation, Roadmap to Planning and Execution | Sep 2023
• LinkedIn Learning – Generative AI in HR |Oct 2023

Education
• Indian Institute of Management, Kozhikode(IIMK)|Strategic Human Resource Management |Jul 2022 - Jun 2023
• Karnataka State Open University | M.B.A - Human Resources Development | 2010 – 2012
• Bangalore University | BCA, Computer Science | 2004 – 2007

Amulya MS