Devyani Mehra

Director of Engineering

Bengaluru, Karnataka, India12 yrs 2 mos experience

Most Likely To SwitchHighly Stable

Key Highlights

Proven expertise in Human Resources leadership.
Strong focus on talent management and employee engagement.
Extensive experience in diversity and inclusion initiatives.

Stackforce AI infers this person is a Human Resources leader with a focus on talent management and strategic HR initiatives.

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Skills

Core Skills

Human ResourcesTalent Management

Other Skills

RecruitingBusiness StrategyPerformance ManagementTeam ManagementTeamworkPublic SpeakingData AnalysisManagementEmployee EngagementMarket ResearchPowerPointMicrosoft ExcelMicrosoft OfficeEnglishSocial Media

Experience

12 yrs 2 mos

Total Experience

6 yrs

Average Tenure

9 yrs 10 mos

Current Experience

Intel corporation

6 roles

Human Resources Director

Dec 2023 – Present · 2 yrs 5 mos

Human ResourcesRecruitingBusiness StrategyPerformance ManagementTeam ManagementTeamwork+4

HR Chief Of Staff Asia | Asia HR Strategy

Promoted

May 2022 – Dec 2023 · 1 yr 7 mos

Lead Diversity & Inclusion | HR Business Partner | HR Program Manager

Aug 2021 – May 2022 · 9 mos

HR Business Partner | Diversity & Inclusion Co-Lead

Apr 2020 – Aug 2021 · 1 yr 4 mos

HR Business Partner | Performance Management

Apr 2018 – Apr 2020 · 2 yrs

HR Business Partner

Jul 2016 – Apr 2018 · 1 yr 9 mos

Cognizant technology solutions

HR Executive-Talent Management

Apr 2014 – Jul 2016 · 2 yrs 3 mos · Pune Area, India

HR Business Partner(Talent Management): Development of people function scorecard for the Business Unit; Employee Engagement activities for the Business Unit in Western India; Reward & Recognition Program; People cycle including goal setting, yearend appraisals, incentives, revisions and promotions for 2000+ employees; Grievance Redressal; Separations

Reliance industries limited

Summer Intern

Apr 2013 – May 2013 · 1 mo

Project Title: “To formulate a comprehensive Strategic Talent Acquisition Plan at RIL from Global Business School Campuses”
o To define the feasibility of hiring from 30Global Business Schools
o Conducted benchmarking of 20 organizations to understand their Global Business School recruiting practices
o Prepare and define the role and onboarding process of Global Business School graduates
o Developed a brief Tiering Model: Identified the key factors critical to develop the model
o Identified the competencies of Global Business School graduates that would add value to RIL
o Developed the campus branding and engagement plan to increase the visibility of RIL