Head of People & Culture
"I don't just talk about the future of HR. I am building it."
Impact at a Glance
Background
Eighteen years in HR across high-growth, multi-geography environments, always spanning both HRBP and Talent Acquisition, never siloed. At Edvoy, I built the people function from scratch across 12 countries simultaneously: India, UK, Bangladesh, the Middle East and Africa.
The work has never been transactional. Performance frameworks, org redesigns, cross-border employment law, 99.8% payroll accuracy, 100% statutory compliance. These are not HR metrics. They are business outcomes dressed in HR language.
But somewhere along the way, I stopped waiting for the right tools to exist. I started building them.
What I Build
Not demos. Not concept decks. Live products built on real data, solving real problems I have lived inside.
A two-sided AI hiring platform covering recruiter tools (JD Creator, CV Scoring, Boolean Builder, Live Call Guide, Bulk Screening) and candidate tools (CV Health Check, AI Rewrite, Gap Report, Mock Interview). Built on the Claude API by Anthropic. Deployed live.
A conversational AI that checks in with every employee at milestones that matter: Day 15, 30, 60, 90, Year 1, Year 3. Not a survey form. A real conversation, milestone-timed, built around the drivers that predict whether someone stays or leaves. CEO dashboard with happiness scores, eNPS, manager health and urgency signals.
Insights
Real situations from 18 years in HR. Not theory. Not frameworks borrowed from textbooks. What actually happened and what actually worked.
Everyone calls it an engagement problem. It rarely is. When a BU came to me with 37% attrition and asked for an engagement initiative, I did something different. I looked at the org chart.
We were losing candidates after they said yes. Not to counter-offers. To silence. Our offer-to-join rate was 68%. The fix was not a better offer letter.
A BU head was managing out a manager. The data told a different story. Getting a senior leader to change course without losing face is one of the hardest things in HR.
Real Impact
Specific situations, root cause diagnosis, interventions and results. No aggregated claims.
Student Recruitment BU attrition was 37%. The business diagnosed an engagement problem. I investigated and found the real cause: managers had 12 to 15 direct reports, no career ladders, no role clarity. Redesigned the structure, created pods with team leads, built career frameworks from scratch.
Offer-to-join was 68%. I mapped the full candidate journey and found two silent drop-off points: between offer and Day 1, and in the first 30 days. Implemented Compup.io pre-boarding with digital offer letters, PAN verification, structured engagement touchpoints and joining probability scoring.
A manager in India terminated an employee in the Middle East following Indian norms. Middle East employment law is significantly more protective. I flagged the issue, engaged local legal counsel before any action, honoured full local requirements and built a cross-border termination protocol as a result.
A BU head was performance-managing out a manager. I investigated and found the real cause: inequitable lead allocation. I built a data case and presented it without making the BU head lose face: "I am not saying you are wrong about the outcome. I am saying we have not diagnosed the cause correctly."
Experience
Built people function from 40 to 400+ across 12 countries. India, UK, Bangladesh, Middle East and Africa simultaneously. Alongside this role, built two AI products (HireMatch and Nova) that solve problems I live inside as an HR practitioner.
15% attrition reduction through targeted programmes. 40% improvement in hiring efficiency through ATS adoption.
Credentials
Get in Touch
18 years of applied HR leadership. Two live AI products. One conviction: the future of HR is built, not just managed.