Build your professional network on facebook via our app Go to app
Pankaj K Jha Associate Vice President - Human Resources
 
Pankaj K Jha's Profile
Pankaj K Jha
Associate Vice President - Human Resources
1
confidential
confidential
Hyderabad, India
Toostep LinkedIn 
Professional summary
Pankaj has over 24 years of experience in progressively responsible managerial positions in the Indian Navy. An experienced Aviator, who held several key appointments and led operations, projects and HR functions in the organization varying in mission, scope and size. In his present appointment in the Corporate Planning & strategy Group of Mahindra Satyam, he has been in charge of planning and strategy for Regions. His responsibilities in Satyam (since May 07) included leadership enablement and organization development initiatives and is responsible for policy formulation, training and resource management.
Pankaj K Jha's Experience
Current :

HR, 1
India, Hyderabad

Working from 2011

Brief summary :

1. May 11 -Onward: Mahindra Satyam: AVP Human Resources @ Corporate Accountabilities HR Operations and Employees Relations framework Rewards, Recognitions and Incentive policies In roll and Global exits Compliance and HR Support Employee Engagement initiatives and Communication HR for HR

Previous :

-
India

Worked from 2010 to 2011

Brief summary :

1. Mar 10 -Onward: Mahindra Satyam: AVP Operations and Head Resource Management - India, Middle East and Africa Region Accountabilities Resource Management and Planning (HR Operations) for the Region Training and Development plans and coordination Review and Escalation Management for the Region Alliance Management for MEA and India Other key functions include Performance Management, Business Process Management, Leadership Enablement, Operational Effectiveness etc. Integration of support functions Noteworthy Credits Led the Ops and Support teams for efficient functions in MEA and India Region Resource planning and coordination of induction and training of associates in the Region Identified top measures and finalizing KRA targets of Business Heads for the Region Planned and coordinated talent management and development programs in MEA and India Facilitated in filling up resources within MEA and India Region Initiated Support staff review and management

Previous :

HR, 1

Worked from 1911 to 2011

Brief summary :

1. May 11 -Onward: Mahindra Satyam: AVP Human Resources @ Corporate Accountabilities HR Operations and Employees Relations framework Rewards, Recognitions and Incentive policies In roll and Global exits Compliance and HR Support Employee Engagement initiatives and Communication HR for HR

Previous :

Leadership Team - Corporate

Worked from 2009 to 2010

Brief summary :

3. Mar 09-Feb 10: Mahindra Satyam: - Corporate Planning and Strategy Group Accountabilities Part of the Leadership Team - Corporate Strategy and Planning Facilitated Regions in implementation of the new Organization Design (OD) post M and A Part of the Spring-back Corporate War-room team to manage customers and associates post M and A Finalizing KRAs for business heads Help businesses in their strategic plans of key accounts through internal consulting Change management initiatives and post M and A activities rolled out by the corporate Noteworthy Credits Played key role as part of Corporate Strategy and Change-Management Leadership Ensured seamless implementation of new OD (Organization Design) post M and A. Identified Top 30 key accounts and in collaboration with Bain team, helped in their account management, resulting in 10% increase in booked revenue figures. Identified key HR Operational Policies to align with the emerging priorities post M and A, resulting in increased associate Delight. Part of the strategy team in designing the new performance management framework Part of the team in realigning talent management and rebooting programs post M and A, resulting in enhanced associate delight and retention.

Previous :

Leadership Team - Corporate

Worked from 2009 to 2010

Brief summary :

2. Mar 09-Feb 10: Mahindra Satyam: - Corporate Planning and Strategy Group Accountabilities Part of the Leadership Team - Corporate Strategy and Planning Implementation of the new Organization Design (OD) post M and A Part of the Spring-back Corporate War-room team to manage customers and associates post M and A Finalizing KRAs for business heads Help businesses in their strategic plans of key accounts through internal consulting Change management initiatives and post M and A activities rolled out by the corporate Influencing policy changes where required Noteworthy Credits Played key role as part of Corporate Strategy and Change-Management Leadership Seamless implementation of new OD (Organization Design) post M and A Identified key accounts and in collaboration with Bain team, helped in their account management Identified key HR Operational Policies to align with the emerging priorities post M and A Part of the strategy team in designing the new performance management framework to ensure retention of key associates in critical role post take over Part of the team to define key associate retention plans and Policies post M and A Part of the team in realigning talent management and rebooting programs post M and A.

Previous :

Satyam Computer Services Ltd

Worked from 2007 to 2009

Brief summary :

4. May07- Feb 09 : Satyam Computer Services Ltd - GM and Head Organization Development and Change Management Process Framework (as part of Leadership Development Group) Accountabilities Head Org Development Framework Streamlining frameworks, processes and measures for Corporate Services and General Administration functions in the organization. Entrusted with the responsibility of providing internal consulting and facilitating Leadership Enablement through Change Management frameworks at the corporate level. Identifying organization-wide Critical Measures and tracking their performance Performance management of SSUs (Fin and Corporate Services processes/businesses) Resolving issues and escalations concerning SSUs Identifying service level Commitments/SLA of process functions and tracking their performance Integrating Business Performance Management with the payout of variable pay Noteworthy Credits Finalized all Frameworks, Policies and Commitments to Businesses and Associates. Created an effective framework to enhance the enterprise-wide Organization/Ecosystem Development Activities, resulting in in-house development of leadership and thus cost savings. Initiated innovative ways for talent management and team engagement within business Defined key Inter SLAs (Service Level Agreements) between Fin, Corporate Services and other Support Units (SSUs) on areas of affinity affecting people and businesses. Coordinated 100% Asset Reviews of Support Units under process framework, ensuring 100% investor delight. Organised over 25 training and development programs (RTLC framework) for personnel from diverse fields to enhance the skill set of the workforce. Led over 20 recruitment drives both in `B School, `E School across India

Previous :

HR, Satyam Computer Services Ltd

Worked from 2007 to 2009

Brief summary :

3. May07- Feb 09 : Satyam Computer Services Ltd - GM and Head - HR and CS Process and Organization Development (as part of Leadership Development Group, Corporate HR) Accountabilities Head Process team - HR and Corporate Services Streamlining processes and measures for HR and other key support functions Performance management of HR and Corporate Services processes/businesses Resolving issues and escalations concerning HR and CS issues/policies Identifying organization-wide Critical Measures and tracking their performance Identifying service level Commitments/SLA of process functions and tracking their performance Entrusted with the responsibility of providing internal consulting and facilitating Leadership Enablement at the corporate level. Integrating Business Performance Management with the payout of variable pay Noteworthy Credits Finalization of HR Policies and Commitments to Businesses and Associates for FY 09 Initiated innovative ways for talent management and team engagement within business Inter SLAs (Service Level Agreements) between HR and other Support Units (SSUs) on areas of affinity affecting people and businesses. Asset Reviews of HR and other Support Units under process framework Organised training and development programs for personnel from diverse fields to enhance the

Previous :

HRM and Operations, Indian Navy
Transportation/Aviation

Worked from 1984 to 2007

Brief summary :

Responsible for career management of aircrew officers, which included appointment planning, training and policy formulation for aircrew. Highlights: - 

  • Restructured HR policies for over 1000 aircrew to optimise flying corpus.
  • Restructured training pattern resulting in 20% savings in time and operations costs. Initiated training courses abroad to enhance naval cooperation and knowledge base.
  • Led the team to formulate ‘White Paper’ on aviation manpower requirement.
  • Introduced Short Service Entry Scheme for pilots to reduce the shortages by 40%.

Previous :

Resource Management -
India

Worked from 2010 to 1911

Brief summary :

2. Mar 10 -Apr 11: Mahindra Satyam: AVP Ops and Resource Management - India, Middle East and Africa Region Accountabilities Resource Management and Planning for the Region Training and Development plans and coordination Review and Escalation Management for the Region Resource Strategy align to the Corporate Strategy Plans Drive Org Development and Employee Engagement initiatives and Communication Other key functions include General Administration and Business Process Management, etc. Integration of support functions Noteworthy Credits Part of the Ops leadership for efficient functions in MEA and India Region Headed Resource planning and coordination of induction, training and development of 100% sales associates in the Region. Identified top measures and help in finalizing KRA targets of Business Heads for the Region, critical for business growth. Planned and coordinated all admin and support functions in MEA and India Facilitated in filling up resources within MEA and India Region ensuring business continuity and profitability. Completed `Certification Program for Interviewers from ICON

Pankaj K Jha's Education

netarhat vidyalaya
school
India
From 1972 to 1977
 
 
Featured Career Adviser
Top IT Recruitment Firm
  • Create a confidential Career Profile and Resume/C.V. online
  • Get advice for planning their career and for marketing of experience and skills
  • Maximize awareness of and access to the best career opportunities
 
 
 
Pankaj's communities
HR Professionals
20188 members, 998 jobs, 1353 articles, 657 questions, 1356 debates, 633 idea contests.
Primetime News
7792 members, 71 jobs, 705 articles, 199 questions, 1594 debates, 379 idea contests.
College of Engg, Anna University
991 members, 10 jobs, 22 articles, 11 questions, 14 debates, 5 idea contests.
Pankaj's contributions
How to identify the Core Competencies of employees?  What exactly is a core competence? At its simplest, a core competence is a unique capability that affords some type of competitive advantage either as an individual or as an organization. Core...
Yes, I do believe that competency lead to leadership. After all, competency is nothing but the combination of Knowledge, Skills and Abilities . Depending on the individual’s knowledge, skills and abilities (and of course the traits), one may have...
 
Related Topics
Placeholder for India based HR/Recruitment/Talent Management platforms
1 trends , 1 idea contests , 1 question  
This will give a separate identity to this vertical of project management...
1 debates , 1 question  
Appraisal Evaluation is Major Process for consideration of Special...
1 insight , 3 debates , 3 idea contests , 1 question  
  • Popular Knowledge
  •  
  •  
  • Popular Jobs
  •