Jul 2023 – May 2024 · 10 mos

• Geographies: MENA, SSA & North America
• People: Leading innovative talent programs alongside business partnering for over 700 employees across the globe, including Factory operations.
• Responsibilities:
• Thought Leadership : Partnering with regional leaders, leading a team to drive people’s agenda across sales, corporate, manufacturing & championing HR initiatives with a global mindset while being aware of local culture sensitivities.
• Organization Transformations : Responsible for and supporting critical data analysis in the areas of Workforce Planning and Management, Diversity, HR Benchmark, Executive Analytics, Attrition, Employee demographic, Labor costs to streamline process, enhance efficiency and take data-driven decisions.
• Organization Design & Workforce Planning : Leading the Talent Strategy & Workforce Plans to capture incremental growth in the region. Roadmap plan, Organization Structure, talent strategy, SOP & process documentation for Service Delivery. Driving talent performance strategy through 9 Box Grid assessment & Succession Plan framework for all critical roles across International Business roles.
• Organization Effectiveness : Reimagine new ways of working post-COVID to improve employee experience & organization effectiveness, identify & direct interventions, process redesign, and new solutions. Collaborate with business stakeholders to develop action plans based on the results of employee engagement survey (GPTW). Policy updates in compliance with UAE, Sub Saharan Africa & North America Labour laws.
• Capability Development: Launched Internal Talent Marketplace & Capability development programs to advance Employee Development & Employee Flexibility efforts leading to savings in external hiring & the positions being filled internally.
• D&I Champion: Developed the talent strategy with a focus on young, diversified talent to support current & future business needs through policy revamps & campus connects.

Jul 2021 – Jun 2023 · 1 yr 11 mos

Jul 2019 – Jun 2021 · 1 yr 11 mos

Apr 2014 – May 2015 · 1 yr 1 mo · Mumbai Area, India

• Managed the end-to-end employment cycle for the Technology, Product and Design team. The key responsibilities included recruitment, onboarding/induction, employee engagement, payroll management, performance management & exit management.
• Managed the recruitment life cycle from initial assessment, compensation fitment, HR interviews, offer letter to post offer follow up. Designed a formal induction and buddy program for new joiners, handled employee grievances and conducted personalized feedback sessions with every employee. Designed performance models to cater to fair appraisals held on a monthly basis. Managed the employee separation formalities including the exit interview process.
• Achievements:
• Formulated the first campus recruitment program – visited over 10 universities across India to hire fresh graduates in the year
• Organized the first-ever 30 hour internal hackathon

Feb 2014 – Mar 2014 · 1 mo · Gurgaon, India

• In the temporary absence of the HR Head, single-handedly taking care of all the HR functions of the organization such as recruitment, induction and facilitating design of compensation structures.
• Reporting to the CEO of the company
• Involvement in campus recruitment
• In addition to the day-to-day activities, working on a project in the field of performance management system and Recruitment
• Project Title: “To design and implement 360 degree feedback in the performance appraisal system for the leadership team”
• Project Title: “To study the hiring practices in startup companies”

Apr 2013 – Jun 2013 · 2 mos · Mumbai Area, India

• Worked on two projects during the two months with the Recruitment Department.
• “Comparative analysis of the career pages of Organizations across Industries and formulating recommendations for improvement in the Capgemini India Career page”
• Decision on the attributes which make an impressive career page
• Benchmark against 16 organizations across industries with ratings; 5 organizations being competitors
• Comparison of these ratings to that of the current Capgemini career page
• Recommendations made on the basis of the rating matrix
• “To create a skill directory for SAP Niche Skills”
• Compilation of the directory which serves as a reference manual for information relevant to skills in order to increase the productivity of the sourcing team
• In depth knowledge on how the sourcing team and the recruitment team function in an IT industry

Sep 2011 – May 2012 · 8 mos

Jun 2010 – Aug 2011 · 1 yr 2 mos