Feb 2022 – Jan 2025 · 2 yrs 11 mos · Hyderabad, Telangana, India

Jan 2019 – Jan 2022 · 3 yrs · Greater Hyderabad Area

• In my expanded role as the Human Capital Business Partner and Talent Development lead, I had to shift gears and ensure that I focused on building capabilities among my team members so that they in turn are able to cater to the stakeholder requests. Some of the strategic interventions that I am involved are in the areas of leadership development, manager development, internal crisis management to manage COVID-19 pandemic, etc. I am the presiding officer as part of the Internal Complaints Committee and am rolling out campaigns to spread awareness not only about Anti Sexual Harassment but also Anti discrimination and Anti Harassment.

May 2016 – Dec 2018 · 2 yrs 7 mos · Greater Hyderabad Area

• My role as a Human Capital Business Partner at D. E. Shaw provided me an opportunity to contribute directly to business goals through HR interventions. I followed a systematic data driven approach to launch various interventions such as a new summer internship program, structured learning paths for employees and programs to increase managerial effectiveness across the firm. I also partnered with business leaders of few specific groups and guided them on managing change.

Jul 2015 – May 2016 · 10 mos

• As the business advisor to the talent and compliance teams, I focused on driving interventions that would upskill the employees. I was a core member of the performance management group that helped the organization move away from a traditional annual ratings to adopt a more continuous feedback focusing on strengths. My role also involved advising business leaders on strategic succession planning for critical roles in their groups.

Jun 2013 – Jun 2015 · 2 yrs

• I was brought on board to support business leaders to manage sensitive and confidential employee matters that could have detrimental effects on engagement and to our brand in the media. I did this by conducting independent investigations, redressing grievances and conducting company-wide awareness programs to create and sustain an ethical work environment. Although I started as a team member in 2013, I was soon promoted to lead this team, and increased our headcount. As the lead investigation officer for all matters related to sexual harassment, I founded an Internal Complaints Committee along with our legal counsel and educated all my team members on the newest legislation around sexual harassment. I was also the Presiding Officer, Internal Complaints Committee for year 2013 and 2014.
• My proudest moment was when I closed 1000 cases successfully in 2015 before moving to my next adventure.

Jan 2009 – Jun 2013 · 4 yrs 5 mos

• I began by analyzing our current workforce skills and creating a resource forecast that identified needs for sourcing and internal development. In order to ensure that our top talent stayed with us, I led a series of engagement activities that resulted in 15% attrition in 2013 and 14% in 2012, way below the market average. I supplemented this with a revamp of our rewards & recognition program, and devised an annual survey to measure employee engagement across different dimensions.
• Performance management was also an integral part of my role; I designed the model that our 1300-strong business used to assess employee contributions and assess promotions.
• My proudest moment in this role was when the Chief Talent Officer of Deloitte US called me out for an 'Outstanding Award' for my contribution to the growth of my business.

Jan 2007 – Jan 2009 · 2 yrs · New Jersey, USA + Mumbai, India

• As business advisor to a 1250-strong business, I advised leaders on employee engagement, compensation and performance management. Apart from launching a new hire orientation process and streamlining mobility policies, I devised an international recruitment program that helped us find 20 of the best and brightest graduates across ASEAN - an all-time record high.

May 2006 – Dec 2006 · 7 mos · Minneapolis, USA

• My stint at H. B. Fuller gave me a tremendous education on the importance of compensating people fairly for the value they delivery to a company.
• I shadowed the Compensation Manager to analyze the current pay structure and to align this with market standards.