Review and improve the data analysis and reporting processes to progress them from reporting historical data to predictive tools for business planning.Manage Talent reporting and analytics, analyze organizational data to identify trends and patterns, including key attrition drivers and action planning to identify them, design dashboards to predict early attrition, predict optimum recruitment mix to minimize attrition and help recruit profiles most likely to succeed in the organizational context.Building and implementation of attrition, retention, top performer and engagement models, action planning workshops based on the results and initiation of action on the areas identified in support of Talent(HR) strategy developmentLeveraging talent analytics to find profiles using Data-based sourcing tools to locate right people, focus on culture fit, relationship management, referral recruiting, internal talent mobility and employee engagement to attract Millennials and high performers.Provide leadership with an understanding of the needs of employees and what drives the decisions they make regarding their intention to stay and their decision to leave.Developing a Strong Pool of Candidates through Relationship Management, developing strong university relations programs, tapping into professional groups, and continuously communicating well with hiring manager to identify candidates by using data analytics and advanced recruitment tools.Develop, lead & execute information management solutions to build MI strategy & decision makingAnalyzing data using predictive analysis that impact the business. Correlating business and people data to establish key connection and ensure alignment between them.Build advanced dashboards for leaders by eliminating dependency on multiple channels using the interactive approach. Infographic presentations, interaction design and inferences using design thinking approaches (Ninja certified) for executive leadership.

Leading the overall Talent Research, Reporting and Analytics efforts of Global HR by providing clear & actionable insights to business through data mining and applied statistics.Data analysis and statistical inferences includes exploratory, descriptive, hypothesis testing and ANOVA methodologies.Predictive modeling and complex analysis interpretations includes logistic regression, bootstrapping, decision tree, classification models, clustering, factor analysis, PCA etc., using R, JMP (SAS), and SPSS.Analyzing the key processes, tracking key metrics, keeping a check on overall health of all processes and presenting the same to management with interactive and self-serving dashboard, detailed analysis of various processes that has a business impact.Building Attrition/turnover models using multiple data sources and developing tools as per the business needs.Provide quantitative and qualitative analytical support by drawing meaningful conclusions/ insights from the data and presenting these observations to senior management. Working as a project manager, make processes online; own the complete responsibility of product delivery.Analyze the issues with regard to attrition, recruitment and manpower growth and providing solution to the management.Introducing various organizational development and change management initiatives to facilitate the achievement of long term organizational objectives.Accumulate external data, analyze and provide metrics-based insights and competitive intelligence on key trends in HR/talent/people space, workforce movements, hiring trends, etc.Continuously analyzing and refining data inputs / reports to facilitate finer monitoring of key HR metrics defined by management.In close working relationship with regional directors, assist with the definition and development of the strategy for the Reporting & Analytics platform for Talent community

Manage Talent Survey analytics team, analyze organizational data to identify trends and patterns, including key attrition drivers and action planning to identify them, design dashboards to predict early attrition, predict optimum recruitment mix to minimize attrition and help recruit profiles most likely to succeed in the organizational context.Design and managing of Employee Engagement model, survey tool, administration of the survey, action planning workshops based on the survey results and initiation of action on the areas identified in support of Talent(HR) strategy developmentProvide leadership with an understanding of the needs of employees and what drives the decisions they make regarding their intention to stay and their decision to leave.Streamlined the Exit process by revamping traditional executive summary approach with new structure that best suits the business requirements.Identify and prioritize key drivers for action that will drive high performance, and align with business strategies and processes.Rigorous analysis on Top Performer retention, focus groups, reasons for termination and employer attraction strategies.Programming surveys: Design employee surveys, upward feedback and pulse surveys to help focus on talent-related metrics that will result in organizational improvements.Strategize various methodologies to enhance the exit program further by assimilating new approaches with the help of stakeholders.Maintaining a strong relationship with business partners, stakeholders to determine and meet their reporting requirements.Involved in working with senior managers and the channel leaders, was involved in the decisions made by the leadership obtained on the analysis provided.Coordinating and building relationship with third party vendors - Kenexa, help them to understand our data and work with them to make KODR tool much more effective for Talent analytics.