Montecarlo Limited (MCL) stands as one of India’s premier civil construction entities, headquartered in Ahmedabad, Gujarat. Their operations span in various verticals of mining, energy infrastructure, water and irrigation, buildings and factories, highways, railways and metro with about 62 ongoing sites pan India. The company’s commitment to excellence is reflected in its adoption of new technologies and adherence to sustainable construction practices, aiming to contribute robustly to the nation’s infrastructure development. Pushpak Modi Head of HR at Montecarlo signifies a pivotal addition to the company’s leadership team. With a distinguished career spanning over two decades in human resources, Modi is poised to revolutionise HR and administrative strategies at Montecarlo. His profound expertise promises to optimise organizational efficiencies, foster a culture of excellence, and streamline operations crucial for Montecarlo’s ambitious growth trajectory in infrastructure projects. Modi’s strategic insights are set to empower workforce dynamics, cultivate talent, and ensure robust administrative frameworks that align with Montecarlo’s overarching goals of innovation, sustainability, and operational excellence in the competitive landscape of infrastructure development.
Can you elaborate on your transition from talent acquisition to broader HR leadership?
My transition from talent acquisition to broader HR leadership was a natural progression fuelled by a desire to influence organizational effectiveness on a larger scale. At Adani Power Limited, my role as Talent Acquisition Lead allowed me to refine recruitment strategies, adapting to market demands and ensuring we attracted top talent. This foundation in talent management facilitated my move to Group HR Lead at Adani’s Energy Business and later as Senior HR Business Partner at Adani Road Transport Ltd, where I aligned HR processes with business strategies. These experiences culminated in my current role at Montecarlo Limited, where I drive comprehensive HR initiatives that support business growth and innovation.
Can you describe some key strategic initiatives you implemented to improve HR effectiveness?
I implemented several key strategic initiatives to enhance effectiveness. These included aligning human resource processes with business strategies to drive operational efficiency and integrating eco-friendly practices at work place. I strengthened systems and administrative frameworks to support our diverse operations in highways, railways, metro systems, and urban infrastructure. Additionally, focused on talent acquisition and management, ensuring we attracted and retained top talent to meet our ambitious goals. My initiatives aimed at improving organizational effectiveness, aligning human resource policies with business goals, and fostering a culture of continuous improvement and innovation within the human resource department. Act as a strategic advisor to senior management by providing insights and recommendations on workforce trends and implications.
How do you stay innovative and find creative solutions within the field of HR?
My approach to staying innovative and finding creative solutions in HR involves continuously learning and adapting to new trends and technologies. At Montecarlo Limited, I leverage my extensive experience to align HR strategies with business objectives, ensuring efficiency and effectiveness. By fostering a culture of continuous improvement and embracing unconventional methods, I drive positive changes in human resource functions. Additionally, my background in diverse HR roles, from talent acquisition to human resource transformation, equips me with the skills to navigate complex challenges and implement strategic initiatives that enhance organizational effectiveness and operational efficiency.
Beyond talent acquisition, what other HR practices do you consider crucial for sustainable growth?
Beyond talent acquisition, key human resource practices which are crucial for sustainable growth include talent management, aligning processes with business strategies, and driving operational efficiency. My experience in merger and acquisition integration highlights the importance of cohesive practices across sectors. Additionally, human resource transformational tech-based projects are vital for enhancing organizational effectiveness and adapting to market changes. Other practices that contribute significantly to this are promoting a diverse and inclusive workplace and supporting employee well-being.
