Modenik, a fashion retail brand is the new entity formed from the merger of two Advent International portfolio companies in the essential clothing category — Dixcy Textiles (Dixcy Scott brand) and Gokaldas Intimatewear (parent company of brand Enamor).
Post the merger, there is a leadership team in place. One of the new senior leaders is Sanchayan Paul, who has taken up the position of CHRO at Modenik. Before this merger, Paul had been the CHRO at Dixcy Textiles leading its HR function, since 2020.
Talking to HRKatha, Paul reveals that post merger, as the CHRO, his role continues to be to enable the business and to build resilience and future capabilities, even while helping the Company navigate the change and transformation happening within and around it.
“My renewed focus would be to enable the business to leverage the synergies from the merger and drive growth and efficiencies in the combined business. Enabling digitally-driven employee experience is another area of priority for the coming year. Our efforts towards building a formidable talent pipeline will also continue, while building ‘fit-for-future’ capabilities in our people,” shares Paul with HRKatha.
Paul goes on to describe the cultural drivers, which will motivate and drive performance at Modenik, where he says, “our shared purpose is ‘evolving every day for an elevated lifestyle’.”
Living in a VUCA world, which is experiencing unprecedented changes, Paul believes that human beings and businesses need to “evolve every day” to stay relevant and make progress.
“It is this common belief and passion that bring us together, to create a strong platform to provide essential clothing for all ages, genders, and income groups,” he says.
He elaborates that their products are “an integral part of our consumers’ lives”, and the firm intends to “make comfortable and fashionable essential wear for them, by leveraging design and technology”.
An XLRI pass out, Paul started his career as a management trainee with Reliance Industries. He worked with the Company for two years and learned HR and IR and understanding the working of the performance cycle, HR processes and operations.
Post Reliance, Paul moved to many companies serving in HR roles in different capacities and honed his skills for years. He worked for companies such as PwC, Eicher and Thomson Reuters. In 2006, Paul joined Vodafone (now Vodafone Idea) as manager – HR and spent almost 12 years, which is the longest in his career, with theCompany. At Vodafone, Paul served in various positions in the HR domain leading the talent acquisition, employer branding and rewards functions in different capacities. His last position at Vodafone was head of rewards, organisation effectiveness and change.
