Independent / Weekend Hobby Game Developer currently focused on a Typescript based game engine for 3D games on the Web. Plan to transition to Unity / Godot eventually.

-Worked on updating FY'24 (AU) pay ranges for Western Canada Operations-Executed FY'23 (AU) year-end Salary Increases and Bonus Payouts-Created FY'23 Graduate Pay Program-Worked on Gender Pay Equity ReviewKey Strengths - Complex Excel-bases analyses involving disparate data-sets; Comprehending the myriad roles within intricate operational setups and skilfully identifying the perfect market benchmarks to ensure a precise alignment.

• Designed a performance management process based on external market benchmarking, internal feedback alignment with strategic imperatives and internal consultations• Implemented OKRs at Khatabook• Drove mid-year and annual performance and compensation reviews by ensuring employee and manager training, 360-degree performance feedback data collection and calibration discussions with functional leaders• Designed and implemented a Rewards-and-Recognition (RnR) program with spot awards and annual employee recognition on performance and company values• Conceptualised and implemented a weekly HR Analytics dashboard showcasing key recruitment and workforce metrics like time to offer, turnaround time to close positions, annualised attrition percentage, gender diversity and function-wise headcount split• Created and implemented 5+ HR policies including team lunch policy, leave policy, flexible and hybrid work arrangement policy• Reviewed wellness benefits and onboarded 3 vendors to enhance physical and mental health benefits for employee support• Designed and deployed compensation solutions like role-based salary ranges, merit increment matrix and mechanism for merit- based ESOP grants to ensure pay-for-performance• Created and implemented the approach to award performance-based Employee Stock Options (ESOP) grantsReasons for leaving: Opportunity to work in an expanded role plus desire to understand the crypto space.

• Led compensation and benefits benchmarking and design engagements for 20+ clients in Life Sciences, Chemicals and Engineering sectors• Lead for creating and publishing compensation and benefits data and reports with actionable insights for clients to devise effective rewards strategy and ensure talent attraction and retention• Advised clients on pay strategies, internal equity, benefits practices and provided ongoing analysis of latest market trends• Delivered consistently on revenue targets through retention of 50+ existing clients and onboarding of 10+ new clients

• Formulated organisation design solutions and partnered with business leaders on site strategy and expansion; Provided valuable input and expertise to senior business leaders on employment legislation, policy, compliances, and practices• Drove mid-year and annual performance and talent review processes for around 1,000 individual contributors and managers• Conducted 100+ exit and disciplinary discussions with dexterity; Exhibited expertise in leading investigations into complex and sensitive disciplinary cases; Ensured zero escalations through empathy and deep listening skills• Coached managers and leaders on people management to boost employee engagement and employee productivity• Reduced attrition from 45% to 34% at DEL18 customer service site by implementing a suite of employee retention interventions like attrition dashboard, portal to track retention discussions; Led bi-monthly leadership roundtables with business and HR to review attrition metrics and efficacy of employee retention interventions• Created an employee relations framework for Amazon Customer Service to consolidate employee engagement; This integrated feedback from multiple employee feedback mechanisms (like HRBP focus groups, pulse surveys and HRBP floor walk feedback) to generate powerful insights that enabled HRBPs and business leaders to identify employee engagement trends• Improved the performance improvement process for low-performing associates; Increased the employee success rate in Performance Improvement Plans (PIP) goals from 55% to 80%• Designed a capability building intervention for 30+ Senior Managers to improve their people management skills; This included building and delivering content on effective coaching and managing underperformance via an interactive playbook• Facilitated High Potential (HiPo) identification to support career growth & planning that ensured top talent retention