Mar 2022 – Jun 2022 · 3 mos · Pune District, Maharashtra, India · Remote

• Project – Workday Implementation
• 1. Change Impact Assessment for the internal stakeholders
• 2. Build OCM Strategy for the internal Workday transformation projects

Apr 2021 – Feb 2022 · 10 mos · Pune Division, Maharashtra, India

• 1. Set up meeting with the various stakeholders and explain the Migration process by working in an agile way
• 2. Support Change Management activities for SharePoint 13 to SharePoint Online migration project.
• 3. Communicate various changes related to SharePoint sites, workflows, Large List and Libraries location to the impacted group
• 4. Gathering the requirements on the Workflows, Large List and Libraries, site permission access and Site migration plan

Jun 2018 – Apr 2021 · 2 yrs 10 mos · Pune/Pimpri-Chinchwad Area

• Communication-
• 1. Design and implement Communication strategy for the global team to create awareness about the transformation at the different level and as per impacts level.
• Change Impact Assessment (CIA)-
• 1. Engaged with Key Business stakeholders across Globe to understand the transformation, current challenges and As-Is, To-Be Model in order to facilitate better transition of role, process or technology.
• 2. Identified the impact of the transformation on the different change Dimensions & Stakeholder groups, thus to design the mitigation action plan
• Training-
• 1. Design and implement Training strategy for the end user training.
• 2. Analyze the training effectiveness and prepare the training dashboard for the executive team of project.

Apr 2015 – Jun 2018 · 3 yrs 2 mos · Pune/Pimpri-Chinchwad Area

• Stakeholder Engagement Plan:-
• 1. Identified impacted stakeholders.
• 2. Analyzed and mapped the group based on identified degree of impact and resistance.
• 3. Engaged all stakeholders to minimize the resistance.
• Identified, onboard, deployed and engage Change Network for better disseminate the information at end user level
• Designed the Change Readiness Assessment (CRA) approach, implemented the survey to check the awareness / adoption rate within the users and analyze the response to the surveys and prepare an executive summary for the Steering Committee.
• Act as Business Process Consultant and defined 22 new process for HR and 4 New process for EHS.
• Training:-
• Designed training calendar, conduct soft-skill training for level 1 and level 2 agents. Conducted training evaluation and effectiveness.
• Delivered training programs related to Customer Centricity, Time Management, Safety, Office Etiquette and Ergonomics.
• Implemented a Succession Planning program to align Business Manager to take over the transformation.
• Designed a progression plan for all the Service Desk Agents

Jul 2012 – Apr 2015 · 2 yrs 9 mos · Pune

• Business Transformation Consultant for a unit with 200+-employee headcount.
• Visioning Exercise-
• Work with the Leadership team (CXO’s) to articulate the vision statement for the transformation program. Creation of road-map for the Change Management component.
• Designed a Robust Organization Structure for the Head Office (HO) and for other Business Units (BU). Thus, working towards Organization alignment for better and clear change implication across the Company.
• Communication-
• Implemented awareness campaign and communication channels for cascading the vision, values and change statement across the organization at the end user level.
• Defined Job description, Role Clarity and (Key Performance Indicators) KPI’s for each position and Career growth plan for each position.
• Organized and delivered Training Programs such as 5S, Kaizen, Office Etiquette and Ergonomics.
• HR Responsibility:
• Acted as the Single Point of Contact between the Corporate Office, Plant Management team & Union employees.

Jan 2011 – Aug 2012 · 1 yr 7 mos · Andheri

• Trent Hypermarket Limited (THL) is an Enterprise of TATA and in joint venture with TESCO. THL have 15 different business units(store) all over major cities of India called as STAR BAZAAR". A business unit located @ Andheri is a flagship unit of the company and working with such unit is prestige for me.
• 1. Responsible for employment life cycle for 230 staff members.
• 2. Ensure optimum utilization of manpower across departments
• 3. Coordinate with Payroll, compliance, legal & H/O team for the respective activity.
• 4. Responsible for end-to-end employee life cycle (ARODRS)
• 5. Administrative activity- Hand on experience on ESIC Medical check-up, outstation staff accommodation, Uniform and ID cards, canteen, toilets etc.

Jan 2010 – Jan 2011 · 1 yr · Pune, Maharashtra, India

• I was the first HR in the history of the Hospital to get Hired.
• This was an key moment for me to kick start my career and an vital moment for the hospital to organise their HR department.
• 1. Set up and successfully drive the HR department.
• 2. Defined employee life cycle activities (from Hire to retire)
• 3. Creating employee personal files, Salary statement, Salary disbursement, Organization Training, Maintaining manpower of Wardboy, Doctors, RMO, Housekeeping staff and management staff.
• 4. Procure, start filling and maintained the Statutory Register and compliance like PF, ESIC, LWF, Gratuity.
• 5. Managed all necessary documentation such as Personnel file; Leaves Statement; PF and Advance statement

Jan 2008 – Jan 2008 · 0 mo · Pune, Maharashtra, India

• Source CV for the Associate and Senior Associate level
• Mass Mailing for the Engineer drive
• Study and prepare a report on different sourcing channels for an recruitment
• Assist the candidates for the drive.