Amanpreet Kaur Email & Phone Number

Bengaluru, Ka, In

Bangalore

Lenovo (HKSE: 992) (ADR: LNVGY) is a US$60 billion revenue Fortune Global 500 company serving customers in 180 markets around the world. Focused on a bold vision to deliver AI and smarter technology for all, we are developing world-changing technologies that power (through devices and infrastructure) and empower (through solutions, services and software) millions of customers every day and together create a more inclusive, trustworthy and sustainable digital society for everyone, every where. I have had the fortune of spending a long part of my career with Lenovo in a variety of role on HR Business partnering and CoEs.In my current role, I lead the People practice for Lenovo Asia Pacific, Personal Computing & Smart Devices Category teams and Marketing teams for 600+ employees across 13 countries. I work closely with my cross region team of 5 Senior HR Partners to drive the Talent agenda forward.A snapshot of some of the key interventions in my current role:1. Org Design & Effectiveness: Driving fairly complex changes in structure & leadership to accelerate Lenovo's transformation agenda. This included articulation of new roles and responsibilities and reporting line changes along with change management workshops to drive greater clarity and co-creation.2. Driving greater engagement and culture reinvigoration through various platforms and events carefully curated to bring the virtual teams together.3. Strengthening our Diversity agenda by hiring leaders who bring unique perspectives from their experiences across different industries, varied roles, nationalities and gender.4. Designing and launching Capability Development programs to meet the unique needs of each team.5. Build meaningful Reward programs that reinforce and reward the right behaviors for each of the teams.6. Manage Performance cycles and annual compensation review for sales and sales enablement functions.

Bangalore

Gurgaon, India

Gurgaon, India

1. HR Manager for Smartphones business– developed the team from 18 to 30 people in three quarters.2. Regional HR Manager for North region supporting key HR processes.3. Built a resourcing model with special focus on Social media hiring –leading to 80% hiring through Social Media channels.4. Managed the Lenovo Future Leaders Program for India.

Chennai Area, India

1. Performing a generalist HR role for South East Asia Pacific involving:a) Consulting managers and employees on key HR processes - recruitment, compensation planning & benefits, employee relations.b) Implementation of Performance Management - goal setting to calibrations and employee engagement c) Reviewing policies and ensuring legal compliance. d) Change Management across the region.2. HR Generalist for Chennai as a site - Reporting to Corporate Functions HR Head Indiaa) Supported all the main HR activities in Chennai in 2010-11 for 200+ employees along with special projects.b) This included recruitment, training sessions on behavioral skills and HR processes.c) Streamlined the exit interview process & designed and implemented site specific engagement calendar by forming an engagement team.3. Piloting a Knowledge Management System for HR - Reporting to HR Shared Services Heada) To promote self help and also improve information access for all employees and managers globally, a need was felt to pilot a scalable Knowledge management solution. b) The pilot was done after analysing all the offerings available in the market and selecting the most suitable one for Nokia. c) This project was delivered where the system was selected, designed and implemented successfully. This is rolled out globally and has helped HR in assisting employees and managers better.4. Worked on SAP HR module - Reporting to HR Shared Services Heada) The objective was to improve SAP HR data quality globally by 15% in six months. b) The deliverable was achieved and a framework was developed based on the SIPOC approach. c) Automation of the solution was also implemented using a data mining tool - Trillium which was scalable and is still in use.

Project on Developing Human Capital Valuation framework from scratch• A new HCV model was designed and developed for different divisions in Nokia: factory, R&D and services including both tangible & intangible parameters to assign monetary value to each employee.• The framework was designed to help business leaders take key decisions and exercise right retention interventions for critical talent

Role Clarity in Direct Sales TeamA gap analysis was done to understand the challenges faced by the direct sales team because of lack of role clarity.

GlobalLogic India Private Limited, Noida – Process Consultant Key Achievements:• Successfully implemented all quality initiatives across 105 projects• Introduced Agile and the Computer Based Trainings (CBTs) for various training programs• Defined Software Development Lifecycle processes and got them implemented• Prepared designs for dashboards to track process compliance• Tracked quarterly PMS and customer satisfaction survey reports for all the projects

Ma In Hrm & Lr, Hr

Bachelor'S Degree, B.E. - Computer Science

Activities and Societies: Placement Committee - Member, Magazine Board - Member, NSS - Member

Education record