Strategic Collaboration: Work closely in partnership with Business Leadership to contribute fresh perspectives and insights, and craft HR strategies that align with our business goals.Talent Magnet: Drive talent management, development, engagement and retention initiatives by working with managers to identify skill gaps, plan succession, and ensure a robust talent pipeline.Organizational Builder: Identify opportunities for enhancing organizational effectiveness, including process improvements, team dynamics, and change management strategies.Positive Vibes Ambassador: Foster a welcoming and inclusive culture, making every team member feel valued, celebrate differences and spark creativity across our vibrant teams.Performance Champion: Lead the Performance Management Processes (goal setting, regular feedback, performance evaluations) by building the right capability in people managers.Learning Enthusiast: Partner with L&D team to help curate and lead relevant learning initiatives aligned with our stakeholders’ development needs, and contribute to their professional growth.Data Explorer: Dive into HR metrics & analytics to uncover trends, guide our actions using data-driven insights and keep us ahead of the curve.Change Catalyst: Collaborate seamlessly with various teams to drive smooth execution of exciting changes and initiatives that shape the future of our organization.HR Expertise: Bring outside-in perspective, stay updated with latest industry trends and collaborate with larger HR and business teams to support organizational development/ change initiatives.

The work at Weikfield included Talent Management, Building Organization Capability, Emerging Talent/University Hiring Program, Leadership Development and Mergers/Acquisition/Integration related projects. Some of the achievements were:1.Talent Management – Identification of high potentials, competency assessment of high potentials using assessment centers, use of 360 degree feedback and process labs for development, (t-group methodology). Individual development plans and career plans were developed for these high potential employees.2. Strategic initiative to build long term organizational capability to support business growth. It involved alignment of people and business strategy.3. Emerging Talent Program – University hiring and on-boarding/induction initiative to build a strong pipeline of emerging talent.4.Internal University for leadership development within the company. I managed the operations of the university in India. I was also a certified facilitator for training courses like Strategic Change Workshop and Roadmap for Change. I facilitated these workshops leaders in various business units and in different countries while on live change projects.5.Acquisition and Merger projects – Part of acquisition integration team when a business was acquired. I was also a part of the team leading divestiture of a business.

• Recruitment and Selection: Works with leadership team to identify staffing needs, develop job descriptions, and create recruitment and selection plans. Also, conduct interviews and make job offers.• Performance Management: Partners with sales managers to evaluate employee performance, identify areas for improvement, and develop performance improvement plans.• Compensation and Benefits: Responsible for developing and implementing sales compensation and benefits programs that are aligned with the company's objectives and that incentivize and reward high performance.• Employee Engagement and Retention: Partners with the sales leadership team to create a positive work environment that fosters employee engagement and retention. This involves developing employee recognition programs, conducting employee surveys, and implementing retention initiatives.• Compliance and Legal: Responsible for ensuring that the Factory complies with all applicable laws and regulations. Also, handle any legal issues that arise related to Factory personnel.

• Recruitment and Selection: involved in identifying staffing needs, developing job descriptions, and advertising for vacancies. Do interviews and selects candidates, conducts background checks, and makes job offers.• Onboarding and Training: Once a new employee get hired, ensuring they are properly onboarded, trained on their job duties, and introduced to the company culture, policies, and procedures.• Compliance and Legal: responsible for ensuring the factory is compliant with all labor laws, regulations, and safety standards.

• Recruitment and Selection: involved in identifying staffing needs, developing job descriptions, and advertising for vacancies. Do interviews and selects candidates, conducts background checks, and makes job offers.• Onboarding and Training: Once a new employee get hired, ensuring they are properly onboarded, trained on their job duties, and introduced to the company culture, policies, and procedures.• Compensation and Benefits: playing a crucial role in determining compensation and benefits packages for employees, which includes salary, bonuses, insurance, retirement plans, and other incentives.• Compliance and Legal: responsible for ensuring the factory is compliant with all labor laws, regulations, and safety standards.

HR Generalist role.

Recruitment and Onboarding new joiners.

Assessment coordinator of General Motors candidates.