• Hi-Potential Talent Identification by rigorous process involving Assessment Development Centers for identifying Top Talent pools in the organization• Major process revamp for Hi-Pot Identification with significant outcomes – Democratization of Talent, 2x Participants assessed, 80 man-hours saved, per assessor 11.5 hours saved• Talent Development of the Top Talent pools by conceptualizing & executing Learning Journeys for various cohorts• Building Leadership & Talent Pipeline through Succession Planning at various levels of organization. Building Succession Planning toolkit and driving process as COE• Designing Strategic Talent Solutions as per Business Requirements for Talent Development & Talent Mobility• Designing Framework for Reskilling & Redeployment for future skilling & internal talent funding• Custom Design & Delivery of Assessment Centers & Development Centers• Conducting Talent Analytics & extracting data insights for the process/project• Coaching & Developing Industrial Engineer for Productivity functionKey Projects• SDM Project – Review, Benchmark and Recommend Job Architecture Framework for future Business Dynamics• SDM Project – Digitalization of Employee Health Index and conceptualization of Total HealthConceptualize, Design and Execute Trophy Tour for Randstad Best Employer Award across 18 Locations of Tata Power• Core team of annual HR Workshop – Leading a team of 12 volunteers• Core team of Kincentric Best Employer Study, Application writing & Audit• SAP Success Factors integration for Job Profile, Job Family, Job Roles

• Analysing & identifying the Manpower Requirement followed by Talent Acquisition through various sources• Designed & implemented Joining Checklist, Induction Module and Induction Feedback in addition to the execution of entire Induction & Onboarding• Managing end-to-end Learning & Development for all employees• Conducting Training Needs Identification, Analysis and Finalization workshops• Managing the L&D Operations (SAP), dashboards and Training feedbacks• Planning & Executing the trainings in phased manner, aligning with the dynamic business priorities, mapping the training deliverables expected and Managing the e-learning platform• Trainer scouting, Trainer evaluation & negotiation with trainer/agency• Member of Safety Capability Building Committee• Conducting Productivity Analysis of entire SBU• Conducting Succession Planning exercise and strategically identifying the IDPs through gap analysis• Implemented the new Performance Management model and new system• Driving Employee Engagement (Workshops, Surveys, Calendar) & Employee Connects (1to1, group, departmental, mass) through various mechanisms and resolving employee queries• Handling all aspects of Employee Life Cycle Management in process & system (SAP HCM) like Joining Formalities, Transfer, Confirmation, Separation, NDC, Payroll input, Employee Records, Organization Reporting Structure, PMS etc.• Handling all Internal & External Audits like Integrated Management System (IMS), Tata Business Excellence Model (TBEM), HR, Safety etc.• Handling system changes for Merger of CGPL with Tata Power• Chosen for the Crack Team formed for Bulk Hiring for Renewables cluster• Renewal of Factory Stability Certificate• Analysis of scope of jobs of Contract Services• Digitalization Project - Conceptualization and Implementation of Township Complaint Management mobile app• Natural Language Processing based Personality Generator – Winners• Streamline Budgeting & Expense Booking Process – Runner’s Up

People & Organization Strategy for PwD (People with Disabilities) Diversity & Inclusion- Designed end-to-end Roadmap for PwD Diversity- Conducted Job Analysis for PwD fitment of roles- Developed Inclusive Infrastructure Framework- Created Sourcing Strategy for PwD Hiring- Pilot Testing of NGOs/Consultants for PwD Hiring- Designed Sensitization & Inclusion Training workshop framework- Prepared Legal Compliances framework, as per RPWD Act 2016 & rules notified for RPWD 2017- Benchmarking Best Practices & Business Impacts of PwD Diversity- Developed Business Case for GAVL- Created SOPs for PwD Hiring- Developed Emergency Preparedness Plan- Conducted Risk Assessment for PwD at factories

- HR Operations & Admin- Studying the complete HR Policy- Joining Formalities- Induction & On-boarding- Assisting in Recruitment Process- Database Management- Personnel Profile Management- Study on Behavioral Interview Technique & Agility of Teams & Organization

- Recruitment Consulting- End to End process handling- Achieved closure of 5 candidates- Study on HR policies and Business Improvement Process- A Research on Recruitment tools