· Partner with senior leaders and their leadership teams to develop the talent strategy needed to support tremendous growth, and build a work environment where employees can thrive and grow.· Develop and implement people plans and solutions in order to achieve people initiatives and deliver results for the global specialist organization.· Partner with the business to lead our Organization and Leadership Review, which focuses on succession planning, talent development and organizational health priorities.· Partner with the business on organizational design, workforce planning, succession planning, and skills assessment and development.

Responsible for managing employee life cycle for Network team. Leading the talent agenda to build healthy talent pipeline and capability building for employee readiness to cater to the needs of the changing industry landscape.

Responsible for creating and maintaining a culture of learning by timely and smoothdesign and delivery of organizational development initiatives,learning interventions, succession planning, HiPo initiatives and leadership development interventions. *Responsible for designing, implementation and internalization of various initiatives for adaptation and practice of the Leadership Competency Framework– DNA’s of BIL
*Assessed the culture, created culture charter & action plans *Undertook GPTW and Aon Best Employer Studies and was adjudged as Best Employer 2016,2017
*Align & develop comprehensive L&D strategy with business goals to build capability across levels through external and internal resources
*Creation and driving the culture of “self-learning – own your development” across Infratel*Plan, Develop and Roll-out Functional Academies to cover identified skill gaps
*Facilitate development programs for frontline and mid management level employees*Designed & deployed a robust online LMS and created an e-learning repository integrated with HR processes
*Segmentation of talent potential and implementing robust Hi-Po initiatives (Assessment Centers, Fast Track Movements, Continued Education, External Trainings,) through various touch-points*Design Leadership development initiatives to ensure evolution of high quality managerial talent and leadership at all levels.
*Implementation of a succession planning process & career development programs along with a ready talent pipeline for critical roles*Review and govern OD,L&D and talent management process/system and take improvement measures

Responsible for creating and maintaining a culture of learning by timely and smoothdesign and delivery of organizational development initiatives,learning interventions, succession planning, HiPo initiatives and leadership development interventions. • Developed and implemented a comprehensive L&D strategy for the organization for Technical, Functional, Behavioural and Leadership interventions.• Identify development gaps on a continuous basis and build capability through external & internal resources• Mapped the key Functional & Technical skills and liaison with the business/ functional leaders to fine tune the learning needs• Liaise with external trainers to design learning offers and facilitate programs to develop capabilities across levels • Designed and deployed a robust online Learning Management System • Create ongoing employee awareness for all L&D initiatives• Integrated the E-Learnng platforms with various HR systems and processes like Employee Induction and COC etc.• Implemented the framework for optimum utilization of various online Skill Building platforms• Anchor all pre and post program interventions and govern customization, delivery and effectiveness of learning offers• Drive the coverage and adaptation of LMS and learning offers• Undertook Best Employer Studies and adjudged as Best Employer by GPTW and Aon Hewitt 2016• Segmentation of talent potential and Identification of HIPOs• Supported in design and implementation of various initiatives for adaptation and practice of the Leadership Competency Framework, Values and Vision – DNA’s of BIL• Implement robust Hi-Potential initiatives for senior leadership, Middle Management and Frontline Management • Communicate with the Leadership Team, Functional Managers and Hi-Pots for the Talent fitment in various identified roles• Executed programs to build management bench strength for critical roles • Implementation of a succession planning process and career development programs

Experience in delivering on key client engagements across solution areas, namely talent management, change management, workforce cost optimization, organization design, talent development and HR function optimization. Additionally, also supported the practice leadership in variety of business development and thought leadership activities.• Lead the development of national occupational standards for unique roles in the life sciences sector• Conducted competency mapping and career pathing for all unique roles in life sciences sector• HR process and policy assessment for setting up operations in India for a leading global retailer• Redesigned the hire to production cycle for a BPO client to address the talent leakages at each stage of the hire to production cycle• Organisation visioning and people strategy for a leading dairy and agri business organization• Advice on Family Governance for a real estate player and recommendations for umbrella brand vision and continuance of legacy• Designed and conducted Assessment Centres for 300+ senior and mid-management executives of a large oil & gas PSU • Designed Employee Engagement Tool/ product

SAP Human Capital Management• Enable Business Value-based HR transformation for clients aligned with corporate and business strategy by blending internal process and technology improvements.• Identify and evaluate business opportunities in HCM space and build case studies for Infosys.• Create HR requirement specifications from business needs of clients and define detailed functional processes and infrastructure based on requirements.• Proactive involvement in COE development initiatives for SAP HCM and SuccessFactors.• Involved in change management activities to improve employee experience and bring efficiency, it deals with identification of issues, highlighting concerns to leadership team and to drive and communicate the change.• Enable the consulting team in understanding the client’s HR processes and integrate them in SAP with special focus on talent acquisition and management, personal administration, organisation structure/management, time management, learning management, performance management and compensation/payroll.

Training and DevelopmentRewards and Recognition

Quality Control and Quality Assurance