He will now be joining financial and retail technology company, Diebold Nixdorf, as Director of HR.
Vodafone Idea’s Senior Vice President for HR Business Partner Ranjan Mishra recently announced his departure from the telecom operator through a LinkedIn post. He will now be joining financial and retail technology company, Diebold Nixdorf, as Director of HR.
In the LinkedIn post, Ranjan said, “Time to bid goodbye to Vodafone Idea after almost 12 years of an exciting journey. Over the last 12 years, I have had the opportunity to work with some of the industry’s best leaders and teams. I am joining Diebold Nixdorf as the Director of HR. Looking forward to working with all my new colleagues at Diebold Nixdorf.”
An industry expert, Ranjan had worked with Vodafone for more than 10years in various roles. Post the merger of Vodafone and Idea in August 2018, Ranjan was made Senior Vice President of HR Business Partner with departments like Technology, Shared Services Business and You Broadband under his leadership.
Prior to joining Vodafone Idea, Ranjan had worked with various firms managing their HR division. He has worked with Gillette India, Hindustan Coca Cola Beverages and Reliance Telecommunications.
An IIM Bangalore alumnus, Ranjan has handled high-impact HR roles and been committed to building an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruiting and developing a superior workforce.
So far, there has not been any confirmation by either of the company’s regarding Ranjan’s departure and appointment.
Post the merger, Vodafone Idea has been witnessing a lot of troubles. Recently, Vodafone Idea was scolded by the Supreme Court of India over the non-payment of AGR dues to the Department of Telecommunication. There are also reports that amounting to the losses and severe competition from Mukesh Ambani-led Jio and Airtel, Vodafone Idea might shut its operations or merge with any of the two rivals.
With Ranjan’s departure, many analysts are even predicting that the company will witness more such CXO level exits. This can even be attributed to the ongoing troubles in the telecom sector.
The decision of many executives to leave a failing company shouldn’t be treated as a sign of disloyalty to the employer but as a precautionary measure by the employees to safeguard their future. After all, one shouldn’t wait at the shore when the cyclone hits.
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