Managing L&D and Campus Engagement for the OrganizationAchievements:Implemented the first Global L&D and Certification PolicyLed the first Global Competency Mapping Initiative for 300 Job RolesDesigned and Delivered the Management Development Program for People ManagersEngaged with 10 campuses for fresher hiring and outreachResponsibilities:Strategic PlanningDevelop and execute L&D strategies aligned with organizational goals.Identify training needs and create long-term development plans with stakeholders.Program Design and Development:Create engaging training programs to address skill gaps using instructional design principles.Project Management:Oversee the end-to-end execution of L&D initiatives, ensuring timely and high-quality delivery.Stakeholder Collaboration:Tailor training programs in partnership with department heads and HR.Build and maintain relationships with external training vendors.Assessment and Evaluation:Implement evaluation mechanisms to measure training effectiveness and gather feedback.Analyze data to assess the impact on employee performance.Budget Management:Manage the L&D budget, optimizing resources and identifying cost-saving opportunities.Technology Integration:Utilize learning technologies to enhance training accessibility and stay updated on industry trends.Compliance and Reporting:Ensure compliance with regulations and standards.Provide regular reports on L&D program effectiveness to leadership.Skills:Digital Content, Learning Technology, E-Learning, Learning Management, Training Delivery, Relationship Development, Stakeholder Management, Training Programs, Vendor Management

RIDM is a fast-emerging Edutech company of repute in the field of providing job-oriented skill development programs in Digital Marketing, HR Analytics, Data Analytics, Visualization Tools, Artificial Intelligence and Machine Learning.As Head of Operations, I am responsible for:1. Scaling up the business through new associations2. Territory expansion3. Liaison with Corporates for Training & Staffing Solutions4. Liaison with Universities/Institutions5. Develop new programs from concept to market6. Growth of the workforce

A leap from HR-Training & Development Consulting to Marketing and Sales. At IT Champs, I was responsible for Large Accounts Management and Corporate Sales driving the SAP Consulting, SAP Education and the SAP University Alliance Program.

Worked with clients across industry verticals in the below focus areas:1. HRMS Implementation & Customization - Zoho, Orange HRM2. Training & Development - L&D Strategy and Process3. Organization Policies and Structure - Workflow Intervention4. Skill Development – Content Development, TOT, Operations and Strategy, Project Management5. As a Trainer – Management, Leadership Development, Soft Skills and Retail

Areas of Responsibility:Strategize and develop the Head Held High Academy to train the future training group of Head Held HighExecute and Monitor the training process at Head Held High centers across KarnatakaMonitor the ROI of Head held High Centers and ensure profitabilityMonitor the performance of key resources across centers and mentor, train and up-skill resources

Overseeing the training projects as well as their ROI and P&L across India with a team of 30 plus direct reports. Driving the training cycle as well as handling process compliance, SLA deliverable and quality initiatives for the projects. Handled a team of up to 120 individuals for training and operations. Coordinating with various sections of the community and mobilizing people for skill development in various trades Achievements: Facilitated skill development of more than 2000 individuals across the country. Projects Handled: NSDC Star (Govt. of India) (Currently PMKVY): Description: The objective of this scheme is to encourage skill development for youth by providing monetary rewards for successful completion of approved training programs. Responsibilities: 1. Coordinating and driving Star Projects in Rubber, Leather & Auto sectors at Delhi-NCR, Mumbai, Pune, Umbergaon & Daman2. Spearheading the complete responsibility of revenue generation and P&L for the project.School Learning Solutions (Haryana and Karnataka): Description: Governments of Haryana (2013) and Karnataka (2014) have implemented Beauty and Wellness as a vocational course in Govt. schools of respective states.Responsibilities: 1. Engaged in sensitizing the principals of the schools where the VTP was implemented.2. Collaborated with the government officials for developing reports.3. Involved in leading the entire range of activities from trainer selection, student mobilization, lab set-ups to quality processes, reports and special initiatives. Operation Prerana (Pune and Navi Mumbai): Description: “Prerana” was a CSR program for one of the partners. This was an up-skilling programme on retail sales for shop salesman and owners. Responsibilities:1. Involved in driving community sensitization and mobilization initiatives.2. Conceptualized and implemented the training strategies as a Master Trainer.

Managing the Skill Development Programs offered at Livelihood centers across India - Responsibilities included:1. Creating and managing the training content2. Manage the whole training process at the Livelihood Centers.3. Conduct Train the Trainer programs4. Conduct Trainer Evaluation5. Managing a team of 40 plus trainers across India

In-charge of Fresher Induction Training of Software Engineer Trainee (SET) and the Associate Software Trainee (AST) batches at Bangalore & Mysore - Oversaw fresher induction, including technical & soft skills training, of more than 100 batches and 800 SETs/ASTs1. Managing induction cycles – Being the SPOC for Induction programs at Bangalore centre, I managed the complete life cycle including pre-training, training and post training for the Software Engineer Trainee (SET) and the Associate Software Trainee (AST) batches.2. Plan, upload and administer module end tests through the online assessment engine, generate performance reports and conduct structured mentoring through the help of SMEs, Assess the effectiveness of training through feedback analysis.3. Vendor relationship management: Identified, Evaluated and worked with vendors to ensure that the training requirements were closed in time and to ensure that quality standards were met.4. Facility Management: Work closely with the IT and facility management teams and with vendors to ensure that logistics are in place for the smooth roll out and execution of training programs

Managed the overall operations of INTERACT, the outbound call centre of CCIL, with more than 120 tele-callersResponsibilities:1. Recruitment: of tele-callers for INTERACT through a structured interview process including defining the job / roles, KRA and KPA and map the interviewee’s competencies to the same2. People management: Work closely with line managers towards employee effectiveness through assessments, counselling and motivational activities3. Exit Interviews: Conducting exit interviews to find out the reason for an employee's departure and provide inputs to the corporate HR team

Subjects Taught:• Training and Development• Human Resource Management• Labour Laws• Managerial Communication• Leadership Skills

Role: SPOC of technical training for the Aero, Auto & Semiconductor SBUs with more than 500 employeesResponsibilities:1. Identify the training needs of the SBUs by working closely with project managers and team leads and roll out the monthly training calendar.2. Coordinate and ensure the smooth conduct of training programs3. Identify and build a pool of internal trainers within the SBUs to leverage experience and reduce cost4. Push corporate initiatives, such as PMP and other certifications, across the SBUs5. Upload and maintain training records on LMS