- Leading talent and leadership partnering for Product New Initiatives, Ecom360, Growth & Strategy to effectively measure and manage talent outcomes to align with the business goals.- Design, develop, deliver as well as close the feedback loop in terms of talent interventions that impact multiple touchpoints in the employee life-cycle >> Attract > Engage > Retain- Liaison with senior leadership for buy-in on decisions to proactively invest in long-term success of key employees while maintaining a healthy org matrix.- Focus on employee efficiency to track and tag organizational bottom line. This enables rational incentive and reward distribution which enables strong talent differentiation. We could successfully build an incentive framework (one size doesn't fit all here) to drive performance up by 12% Y-O-Y.-Design and execution of people manager interventions which resulted in NPS of our people manager effectiveness survey move up significantly Q-O-Q. Delta of promoters increasing has been more than 10%. We are trying to bring in consistency here.- Developed our in-house Competency Framework and Career Scoping Matrix from scratch. This ensured smooth communication to employees on where each of them fit in, and what is required of them to work on while aspiring for vertical growth.-Fostering conversations with critical talent in Product who are at the forefront of engaging with new products / new initiatives. - Design Total Reward strategies which fit the bill for diverse teams to deliver and soar to be their best versions.- Successfully and proactively retained critical talent avoiding at least 20% spike in the annualized churn rates. This has been achieved despite the regulatory challenges and a difficult market space to operate in FY23 and FY24.

- Successfully partnered Engineering Solutions leadership, employees and their people priorities to align with business goals.- Explored sustainable ways to develop and design interventions to get the mojo back at the workplace post Covid without compromising on employee wellness and experience.- Successfully engaged and retained top talent while reining in the employee turnover during the pandemic from over 40% annualized to under 25%. This was made possible in close partnership with the senior leadership as well as frequent pulse checks on the floor to proactively deliver on employee aspirations. One of those successful interventions included proactively connecting internal employees with cross-functional opportunities and training them too to signify that we back them no matter what! This one impacted about 17% of critical talent positively.- Delivered a successful PMS cycle overcoming challenges of high expectations, while being prudent to business goals and productivity. This is followed by streamlining IDPs for at least the top 50% span and tracking them quarterly.- Launched vertical and departmental townhalls and designed custom R&R to recognize folks going over and beyond on a regular basis.

Leading Talent Management and partnering Employee Relations & Talent Advisory for Global - Enabling Areas’ Business groups. Deep dive into Business consulting and stakeholder management, critical talent decisions and conversations, data-driven solutions; around BCP, Talent advisory, R&R, Succession planning, Managing Varied Performance.

Shopfloor Development strategy at our global Tires Division and Automotive sensors focused on design, execution and delivery.Talent Management, Rewards and OD interventions both at our Manufacturing Plant and Market locations (predominantly APAC), and blue collar development interventions as a critical deliverable.Collaborated with the India CoE team (Centers of Expertise) on design and roll out of multiple strategic initiatives across all business plant divisions and locations.Executive Benefits (Total Rewards)Harmonized India Employee Referral Guideline, Upskilling HR - Industry 4.0 (HR Transformation & Communication) on ShopfloorWomen Excellence, Development of Female Talent (Talent Management & Organizational Development)HR Service Excellence (HR Operations)

On delegation at our global ADAS (Advanced Driver Assistance Systems) headquarters, the stint demanded quick familiarization with local ecosystem for my primary role of Business Partner; and parallel execution of my second global project at Continental.I was responsible for worldwide KPI data reporting and analytics from across all our global ADAS locations as well as rolling forecast reports of the German legal entity. Additionally, I worked on international recruitment with fellow Business Partners - both focused and high volume, talent management cycles and revamping the on-boarding program at the very diverse location.Chatbots in HRHR Chat Bot with 'Continental Idea Management (CiM)' as a use case has been experimented with as part of this global project. It uses Natural Language Processing (NLP) and  machine learning technology to automate conversations. The prototype is successfully delivered in August 2018, paving the way for further research in multiple use cases inside Continental. It is based on Microsoft Azure cloud platform.

Labor Trainer @ ShopfloorA parallel global project, it involved analysis and critical review of Labor Trainers and pertinent data across Continental shop floors in Tires and Automotive divisions. This has simultaneously been worked on in China, Germany and India by the project team.We have successfully delivered it in February 2018, and implemented across all our 22 tire plants across the globe.As the Program Manager, I designed and delivered GYT (Grooming Young Talent) 2017 at Technical Centre India - Bangalore R&D. GYT is the award winning, signature induction program for R&D trainees at Continental. Next, I led our R&D campus hiring (India) for the 2017-2018 season. 235 trainees were picked out of eligible pool of 9400 over 4 months from 29 Universities across India.

Scope: All schools & campuses of NMIMS University - Mumbai, Bangalore, Hyderabad, ShirpurObjectives include:- Achieving Common University Identity (since we are 12 schools spread across 4 cities)- Leadership Development- Quality Improvement- Holding Intercollegiate MeetsDiscussions and debating over ideas within the council and then communication with our student community at large is a terrific challenge. It exposed me to the possible team management architectures and thinking patterns of groups, especially given the extreme diversity of our council in various aspects.The council has been able to establish an incubation center that facilitates critical thinking and practical idea tests apart from planning our University foundation day celebrations for intercollegiate events. These apart, the council has been able to set up it's own infrastructure for smooth functioning of our routines.My role demands quality temperament. It has helped me evolve each day, stay focused and flexible enough to take up the challenges. A privilege!

Scope: School of Business Management, Bangalore campusObjectives include:- Establish and enhance the brand NMIMS Bangalore- Organize annual NMIMS Business Conclave- Organize TEDxNMIMSBangalore- Hold intra-batch networking events for executives, PGDM batches and under graduatesAt Public Relations Cell of NMIMS Bangalore, I head a 38 member strong team. At the beginning of the calendar year, the senior team sits together to chalk out selection strategy to pick the best possible junior team.Different teams under the cell include:- Media Relations- Corporate Partnerships- Social Media- Institute Branding- Production and Operations- In house promotionsThe work ethic demands efficient multi tasking and flexibility to gel and get along well with diverse teams and agendas amidst the busy academic schedules. Every team meeting and an event is an opportunity to better and improve upon the status quo. A challenge that is worth our efforts, any day!

Successfully delivered 4 projects pertinent to Compensation and Benefits in a span of 8 weeks. They involved preparing and delivering consolidated data to established vendors and simplifying benefits' delivery process.1. Supporting vendor requirements for procuring a benefits’ report that shows our standing against the top market players across customized parameters. We design our future benefits strategy based on this report.2. Rolling out the benefits’ portal for the APAC region and planning, scheduling and executing employee engagement proposals around the launch event.3. Mapped 1500+ positions' compensation data in the APAC region for both internal and external purposes.4. Reworking the current standard operating procedure for the Baby Gifts benefit across APAC region to make it more efficient. The new process has been approved at all levels and is now live.The impact on the company as a result of the processes established and tasks completed would be profound and vividly complements the mature vision of LinkedIn.

As part of a six member strong 'Bill Cycle Operations' team for a gulf telecommunications client, I oversaw the IT configurations and operations required for generation of bills for all the services provided by the client network in the UAE. It includes following a set of procedures earmarked and innovating upon them for risk mitigation. This might sometimes mean welcoming system automation in parts - complete automation is a chimera - to reduce manual intervention during some complex operations.Previously, before taking up the above assignment, I oversaw the assessment deliveries for iON assessments, an SMB project of TCS as a city coordinator for which I have received an extremely positive feedback.

I was able to make it to the Electronics and Radar Development Establishment (LRDE), a highly prestigious research and development laboratory of the Defense Research and Developmental Organization, Ministry of Defense, Government of India.The opportunity to learn as a summer project intern was huge. Extremely motivated environment, expertise of world class scientists and mentors and a sense of pride in contributing in someway to the country's defense and allied research has always been the drive and kept me in high spirits.Majority of the work during my stint at LRDE is confidential. However, to be very brief, I could successfully develop an interface for analyzing the input and output signals based on Matlab-GUI; something that is central to the research and development of radar systems for the Indian armed forces.