Jul 2021 – May 2022 · 10 mos

• Influence culture by way of deploying and adopting initiatives including:
• o Operations team structuring, manpower planning, and career pathing design and implementation
• o Diversity and Inclusion setup
• o HR Tech Implementation – SAP SuccessFactors, Employee Central, PMGM, Recruitment, and Onboarding/Offboarding
• o Rewards and Recognition design and implementation
• o Hybrid WFH policy design and implementation
• Run the Performance Management process and Partner Selection process centrally for the Firm
• Manage change at an overall Organisational, task, and individual level (Create change management plans, stakeholder engagement plans, and communication plans to support major organisational changes)
• Prepare Annual Engagement calendar and liaise with HRBPs to ensure implementation on the ground

Jun 2020 – Jul 2021 · 1 yr 1 mo

• Led a Behaviour Change Program initiative for a leading automobile Organisation. The program includes initiatives around a set of identified behavioural competencies. Initiatives like skilling, creating program guidelines for leadership connects to foster a two-way communication, redefining the recruitment and selection policy in line with the competencies, defining program guidelines for design challenges and team awards
• Supported in creating session content and managing and supporting facilitation on a Digital Mind set Program for an ITES client. The program included topics like activating a digital mind set, understanding systems thinking through a game simulation, human centered design (personas, customer journeys), problem statement to solve for the “how might we”, ideating and prototyping and creating MVPs
• Supported an internal HR Transformation project focusing on Talent Acquisition, Onboarding, Compensation and Exit processes. Helping leadership visualise the art of the possible and helping to design the processes by focusing on Customer Experience

Sep 2018 – May 2020 · 1 yr 8 mos

• Worked as a change management team member for a Global Finance Transformation at a bank. Most work was focused on Stakeholder Management and Change Impact Assessment
• Worked on a HR Transformation project involving HR process design and HR operating model for their HR shared services for an OEM Organisation
• Worked on a HR Transformation project involving HR process transformation (Employee Self Services, Manager Self Services, Recruitment, Onboarding, Learning Management, Performance Management, Succession Planning Career Development, Employee Engagement, Managing Employee Queries, Compensation and Benefits, Managing Communication, Vendor Management, Time and Attendance, Separation), HR Operating Model, Technology Implementation (Success Factors) and Change Management for a large media organization. Focused on delivering process transformation and lead the change management module. Change Management involved formulating change strategy & plan, stakeholder alignment and engagement, change agent onboarding & engagement, training plan & implementation, communication plan and roll out, change readiness survey, change impact assessment and change adoption survey and methodology

Oct 2016 – Aug 2018 · 1 yr 10 mos

• People Advisory Services/People and Organisation
• Involved in Change Management for a large transformation (business and skilling) for a technology client
• Involved in Organisation Structuring for a global gaming organisation
• Diagnosed, benchmarked and designed HR policies for a Government BFSI client
• Handled the end to end change management for a Global HR Transformation for one of our UAE based FMCG client
• Setup and managed the Hiring function for one of the key clients, a NBFC start-up
• Delivered a workforce analytics report which involved studying present demand of the client and mapping it to the market supply while highlighting key insights and strategic suggestions for a BFSI client

Apr 2014 – Sep 2016 · 2 yrs 5 mos

• Gathering information from Project Sponsor, management committee, IT management and business users to translate into project documentation and deliverable
• Responsible for conducting design workshops to understand existing HR business processes and pain areas and define the best suited future-state processes
• Introducing the client to various industry best practices followed across the globe so as to assist them in identifying the gaps in their process and re-engineer the process accordingly
• Identifying the client functional requirements and integration roadmap for implementing optimal HRMS solution
• Involved in end to end implementation of Oracle Taleo Recruitment, Onboarding and Learn at client place
• Oracle certified Implementation Specialist in Taleo Recruiting

Apr 2013 – Apr 2014 · 1 yr

• Recruitment
• Staffing the Australia Onsite requirements. This includes staffing for sales director, technical architect, test manager, QTP testing, PRO*C, Manual Testing, Java, HTML roles. All candidates are required to have a baseline security cleared status hence the sourcing becomes challenging as it is difficult to find resources with current security cleared status for niche skills.
• Research
• Interglobe is setting up business in new countries (both IT and BPO) hence my role involves doing a research from a HR perspective as to the culture, payroll, Visa requirements, vendors (recruitment partners), payroll vendors etc. Some of the countries already covered are Australia, Korea, Costa Rica, Krakow(Poland)
• Vendor Management
• While setting up in new countries, it is my role to setup initial contacts with the vendors there, negotiate and sign the contracts with them, post which recruiter takes it ahead for ground level recruitment. Countries covered are Australia, Costarica, Korea, Krakow, Dubai,UK
• Compensation and Benefits
• Compensation Benchmarking: Based on the local market standards abroad, creating the compensation grid and structure
• Tool Implementation/Change Management
• Responsible for recruitment tool end to end implementation; replacing current recruitment tool. I have been assigned the project to run the implementation of this tool successfully
• Trainings
• Have delivered the training for “Interviewing Skills” for the new employees who have joined and will be taking part in the interview taking process
• Have been trained on “Code of Conduct” training and will be delivering it shortly to other employees who would be assigned to me
• Have completed the “yellow belt six sigma” training and will be soon completing a project to get the certification. The project qualifies for a green belt, hence will be certified a “green belt” once the same is completed

Dec 2009 – Apr 2013 · 3 yrs 4 mos

• Talent Fulfilment Specialist (Staffing Team) (Oct 2011-April 2013)
• Resource Management role,placing the right talent at the right place with minimum cost involved and at the right time
• Constant interactions with the project stakeholders over discussing demands and the supply available and then fulfilling the demands by deciding on the appropriate channel of fulfilment
• Managing the staffing challenges faced on a day to day basis while keeping track of the cost and time metrics
• Pipeline Lead (SAP Recruitment Team) (July 2011-Sep 2011)
• Managing the existing SAP candidate pipeline end to end which includes identifying sourcing gaps, scheduling gaps and highlighting the same, building the pipeline
• Interact with clients on a daily basis to understand their requirement and build the pipeline accordingly
• Setting daily targets for the team and planning to enhance the productivity of the team and to work towards meeting the targets
• Recruiter (SAP Recruitment Team) (December 2009-June 2011)
• HR interviews, positioning of compensation to be offered, extending offers and taking care of candidate queries till they onboard
• Renege Management
• Sharing profiles with Projects/clients and fulfilling their niche demands
• Understanding various skills within SAP
• Participate in weekend events and travel frequently for the same across India