Gunjan Aggarwal is an accomplished HR leader with several years of experience as Head of HR in various roles across US, Switzerland, UK and India. Currently, Gunjan heads up the Global Talent Acquisition, Diversity Recruitment and M&A HR function at Ericsson. She is responsible for attracting 22k gifted change-makers annually through a highly specialized recruiting, branding and M&A integration team. Gunjan is a passionate advocate of driving innovation and believes firmly that authentic leadership, a diverse culture and digital enablement are the three influential drivers for success in organizations. As a woman of ethnic diversity, she looks to help other women and promote the Women in Leadership program at Ericsson. These passions drove her to contribute her time as an advisory board member CanGrade, a Harvard based start-up in analytics-based recruiting and Rubia, a non-profit that supports Afghan women. She also serves as a member of the Advisory Council for the Jindal School of Management at the University of Texas and is an Executive Sponsor of the American Heart Association Heart Walk. Gunjan has contributed to the Association for Talent Development, The OD Practitioner and currently is a featured blogger for Ericsson Careers. Expertise areas : - C-suite succession planning and leadership development - Leading Change in global organizations and during M&A's/divestitures - Talent Acquisition - Total Rewards - Value Maximization through employee engagement and human capital development - Organization Development and Strategy Alignment - Learning & Development - HR Business Partnering

VP of Talent Acquisition, Diversity Recruiting and Mergers & Acquisitions for Ericsson @ Objectives : - Design an efficient and sustainable global, diverse talent acquisition strategy - Provide HR support for M&A promoting Ericsson’s unique employee value proposition - Collaborate with top universities worldwide - Provide thought leadership for developing technology platforms, policies and practices at Ericsson. Key results achieved : - Stabilization of a global RPO program - Developed an employer brand infrastructure at Ericsson - Enabled employee advocacy through social media and candidate outreach. - Developed highly successful and targeted employee referral program - Established a leading CRM technology and tiered search strategy to reduce dependence and spend on agencies. - Promoted a structured best-in-class M&A toolkit, with certification process and business critical metrics like utilization and post-integration ROI From February 2015 to Present (11 months) Dallas/Fort Worth AreaVice President, Head HR, Ericsson Inc. @ Head of Human Resources for Ericsson North Americas Responsible for driving HR strategy of the $ 8.5 billion division with 20,000 employees and a team of over 250 HR direct/indirect associates. Compensation Committee Board - Responsible for establishing and maintaining the compensation strategy of the North American executive officers, overseeing incentive-Compensation, equity-based plans, pension plans, bonus plans, board members compensation in M&A's and reporting per legal requirements. Succession Planning Board - Responsible for succession planning and management of key executive positions, NA. From August 2012 to Present (3 years 5 months) Greater Boston AreaCompensation Committee, North America @ As chair of the NA committee, responsibilities include - Establishing and maintaining the compensation strategy of the North American executive officers, recommending changes to the NA Incentive-Compensation, Equity-Based Plans, Pension Plans and Bonus plans and during North American M&A's. Oversee reporting for US and Canadian legal entities to comply with all company reporting requirements. From August 2012 to Present (3 years 5 months) Dallas/Fort Worth AreaBoard Member - Advisory Management Council @ The UT-Dallas Jindal School of Management offers programs at the undergraduate, MBA, master’s, PhD and executive levels. The School of Management ranks No. 15 in North America in research productivity and No. 16 globally, according to The UTD Top 100 Business School Research Rankings™ (2012).Financial Times (2012) ranks the school at No. 20 in the world for faculty research productivity. The school of management's mission is to meet the challenges of a rapidly changing, technology-driven, global society by partnering with the business community to: - Conduct research enhancing management knowledge - Deliver high-quality management education to a diverse group of undergraduate and graduate students and practicing executives - Develop, innovate and continuously improve programs advancing management education and practice From August 2013 to Present (2 years 5 months) Dallas/Fort Worth AreaBoard Member @ The Cangrade team of Harvard University researchers has conducted an extensive search of relevant literature and identified many aspects of personality, aptitude and motivation that have an important impact on workplace performance and satisfaction. We have developed sophisticated statistical methods to help employers find and retain top talent and help job-searchers find careers they will find more fulfilling. Our methods use science to align the best people and the best companies. From 2011 to Present (4 years) Greater Boston AreaHead Human Resources, Global Communications @ From January 2012 to August 2012 (8 months) Greater Boston AreaGlobal Head Talent Mgmt Orgn. Development & Staffing @ • Leadership of the Global Talent Management and Organization Development strategy and organization of Novartis Vaccines & Diagnostics division. • Assess strategic direction of the business and define HR strategy and plan in Talent Acquisition, Development and Deployment. • Lead the organization to focus on key engagement drivers to develop strategies to align people, processes, and work related systems to achieve retention targets for top talent. From 2010 to July 2012 (2 years) Greater Boston AreaBoard Member - Novartis Learning Board @ - Advisory and voting board member of Novartis Learning Board - Responsible for investment decisions and setting strategic direction of the board From 2010 to July 2012 (2 years) Basel Area, SwitzerlandHead Human Resources - Business Development, Global Technical Operations @ • Partnering with BU Head to provide strategic HR support to address core business needs • Provide HR expertise and counsel on staffing strategies and acquisition of key talent • Drive all change initiatives and provide ongoing support to executive staff by serving as a ‘sounding board’ to all business initiatives; provide high level consultative skills to coach and provide feedback on leadership direction and style. • Leading site leadership teams to ensure a positive employee relations environment. From 2006 to May 2009 (3 years) Greater Boston AreaDirector, Human Resources @ HR Business Partner to the Education office and Post-doc department of Research division of Novartis Head of the Learning function of NIBR (Novartis Institutes of Biomedical Research) globally and responsible for the strategic development of the function by architecting the design, development and promotion of Leadership Development at NIBR. Responsible for driving talent management process, performance management process and employee engagement process at NIBR. From October 2005 to August 2007 (1 year 11 months) HR Manager, Organization Effectiveness @ Led the global project team for developing an HR bench marking tool for Unilever’s Executive Management Team (Chief HR Officer's project). • Responsible for deployment and further development of the tool that is used as a hard metric for driving organization effectiveness across entire Unilever, worldwide. • Institutionalized the HR metrics system across the global organization such that it is now used as a leading metric by the Finance, Marketing and the HR Exec. Committees. From July 2000 to September 2005 (5 years 3 months) London, United Kingdom

MBA, HR @ XLRI Jamshedpur From 1998 to 2000 BS, Electronics & Communications @ JMI From 1993 to 1997 High School, Science @ Delhi Public School - R. K. Puram From 1990 to 1992 Gunjan Aggarwal is skilled in: HR Strategy, Change Leadership, Leadership Development, Executive Coaching, HR Business Partnering, HR Transformation, Global HR, Employee Engagement, Organizational Development, Talent Management, Talent Development, Strategic Partnerships, Executive Compensation, Talent Acquisition, Employee Relations