Total Rewards:- Collaborate with HR and business leaders to develop and implement compensation strategies that align with the organization's goals, market trends, and best practices.- Lead and support the annual/mid-year compensation planning process, including salary reviews, bonus programs, promotions, and equity adjustments.- Review compensation data, trends, and practices to identify opportunities for improvement and recommend adjustments or enhancements to compensation programs, policies, and guidelines.- Ensure compliance with legal and regulatory requirements related to compensation practices, including equal pay laws, minimum wage regulations, and fair labor standards.- Collaborate with the Performance Management team to align compensation decisions with performance ratings and employee achievements.Talent Analytics:- Act as a trusted advisor to senior leadership, offering insights into workforce trends, talent dynamics, and organizational effectiveness. Drive the development and execution of a comprehensive people analytics strategy aligned with business imperatives.- Conduct sophisticated analyses to uncover nuanced patterns within HR data, providing a holistic view of the workforce. Collaborate with cross-functional teams to deliver actionable insights that enhance decision-making at all levels.- Partner with HR business leaders to understand their unique challenges and objectives, offering tailored analytics solutions. Provide ongoing consultation, interpreting data findings in the context of organizational goals.

- Review and improve the data analysis and reporting processes to progress them from reporting historical data to predictive tools for business planning- Responsible for managing the HR policy/process harmonization initiatives- Leading the HR function for audits- Leading the C&B function for annual HR cycles and benchmarking studies

- Program management in multiple HR workstreams for post M&A integration between Sopra and Steria- Responsible for developing and managing the program plan for HR policy/process integration and harmonization initiatives, analyzing dependencies and risks to ensure timely execution of deliverable- SME for HR reporting and analytics, integrating the processes and aligning with the overall strategy in the M&A environment- Mentoring and partnering with HR teams to create reports that align with integration strategies- Participation in org. wide audits, leading for the HR function

- Work with business teams to integrate business plans and HR strategic operational plans- Drive performance appraisal, rewards & recognition, employee engagement initiatives- Employee grievance handling and conflict resolution- Partner with business leaders to maintain a highly motivated and engaged workforce- Conducting exit Interviews

As a HR Business Partner, my responsibilities included:- Driving the Career Development Program within the organization (while being a core team member in the program)- Employee Engagement Activities- Driving Rewards and Recognition across SBUs- Conducting pre-exit/exit interviews and measuring impact on attrition - Confirmation of employees and trainees- Owner of the Induction process- Handling regular associate grievances and concerns on a daily basis

Company Profile: Manufactures hi-tech engineering castings, equipment for Steel Plants, Mining, Railways, Power Plants, Ports, Defence and Petrochemical Industries.Clients: SAIL, IISCO Burnpur, Indian Railways, Progressive Rail Services - USA- Proposed and implemented design and development of skill matrix for the entire Foundry division constituting of 6 sub departments as a part of talent identification and development initiative. - Lead the team of HR and functional experts who introduced Assessment Center using interview methodology to identify and develop high potential resources for succession planning.- Liaised with the Board of Apprenticeship Training, Mumbai and periodically evaluated performance of Graduate Engineer Training/Diploma Engineer Training.- Automated the attendance system

An 8 week intern project on “Competency Mapping of the Practice E-Governance Consulting at Wipro Infotech”A Descriptive Research with a sample size of 30 put to mailed-questionnaire technique – Repertory Grid, to map the competencies of 3 band levels existing in the E-Governance Practice and working on Concurrent Cross Validation.

“An Organization Study and an In-Plant Training at Bhilai Steel Plant, Bhilai” – A flagship unit of Steel Authority of India Ltd. (SAIL).Conducted an Organization Study and assisted the HR Dept. in a project titled ‘Energizing the Workforce – Target 2010’ competing for Chairman’s Trophy for Young Managers (CTYM)2007-'08 to transform SAIL into a high-performing organization. Bhilai Steel Plant bagged the first position in CTYM 2007- '08, for this Project.