• Stakeholder Management with local and Global leaders and Managers• Driving process, policy and New initiatives in a Matrix Organization• Collaborating with different pillars of HR to drive results• Building Reward & Recognition framework for SBU’s• Delivering sessions for FLM’s(Front line Managers) and Induction for new hires• Managing grow and flow of talent• Coaching Mangers on Compensation Management • Conducting PAW session( Performance Appraisal Workshops)and Managing performance(PIP)• Implementations of M&A and Divesture projects• Managing Realignment and Restructuring within the SBU’s• Partnering with recruitment team in identification of right talent• Handling employee relation issues• Building Skip level framework for the HRBP and Business teams• New initiatives-(HR @ my desk, Scorecard for HRBP’s, Momentum, Manager Forum, Speak Up, Bridge Program

• Employee Induction for Laterals as well as campus Joinees-Practice Specific• Organizing Employee Engagement activities• Talent Development• Talent Management Connect programs• Team Building programs• Program Implementation• Handling Reward and Recognition program • Skip level meetings and Open Houses for the practice• Facilitating Training Programs• Analysis on Associate Satisfaction scores(BES-Business effectiveness survey) to the team• Attrition Analysis including exit interview feedback• Handling Background Verification casesSpecial Initiatives• Submitted a proposal on succession planning to the leadership team• Strategic facilitation with projects• Templates for measuring effectiveness of Induction • Template for Attrition Analysis • Developed a portal for measuring the effectiveness of all HR activities• Developed E- learning module for the practice(Induction

Resource Lead for the Business Unit (TTH) April 2008-21st July 08Managing the entire business unit resources needs. My team consisted of 3.Myself reporting to the Business Unit Head. My Responsibilities include-• Workforce Planning and Staffing Plan.• Analyzing associate mix account wise.• Analyzing on Onsite Vs offshore leveraging• Fluidity Plan and arriving at EP targets for the Project team• Optimum Utilization of resources• Responsible for all ramp ups in the Business Unit.Resource Lead - SAP Practice Chennai (August 2006-March 2008)Handling a team of 600 SAP Consultant. Responsible for all SAP ramp ups in Chennai. I was instrumental in building the Pyramid structure staffing model for the SAP Practice Chennai. Reporting to the Practice Head (Chennai) and the Head of Resourcing for Chennai.Also have proposed Shared service Business model to the Practice HeadSourcing -IT- IS Practice Chennai (Dec 2005 –July 2006)Worked predominantly with lateral hiring. Involved in all levels of hiring (L1, L2, L3).Exposure to on campus and off campus hiring too. Performance Management – IT Infrastructure Services Practice ChennaiHandled end to end PMS processes for IT-IS Practice Chennai. Lead for PMS sub processes for the IT-IS Practice Chennai. Developed the R&R for the IT-IS Practice.Organizational Effectiveness and Welfare• Responsible for the annual associate satisfaction survey and the implementation of the results for IT-Infrastructure Practice.• Responsible for all mentoring initiative for the Practice. Attrition Management:- Worked closely with the Global Practice Head (IT-IS Practice) on retention of High performers.