 Work in the Office of India CHRO partnering with the vertical head of HRBP, Talent Acquisition, HR Shared Services, Total Rewards and Learning & Development to drives strategy and innovation to improve workforce management and organizational design related to employee experience by:- Evaluating the current competitive landscapes; reviewing forecasts in related fields; constructing artifacts outlining present conditions and proposed solutions.- designing transitional road maps for the future or clarifying existing user experience frameworks for small- to-medium-sized project portfolios; and presenting information within and across the organization to gain strategic alignment. Drive data analytics for workforce planning and organizational design governance by directing the gathering of data; assessing data validity and usability; ensuring data accuracy; applying business measures and analyses to identify improvement opportunities; synthesizing data into large analytics datasets to support project goals; identifying trends, patterns, and discrepancies in data; determining additional data needed to support insights; translating results into business actions; developing recommendations regarding the application of insights to business strategies; developing creative solutions within business areas that reduce cost or meet business goals; and presenting insights and recommendations to key stakeholders. Work closely with the Global Talent Functional and Process Leaders to support continuous improvement of end to end HR processes and related technology at India. While the CHRO owns, I manage and track the HR Systems budget and financial planning process. Lead and drive HR-related projects with the team and stakeholders:- Integrate HR systems and data, and drive people analytics initiatives within the company- Responsible for leading engagements and program managing the evaluation of advanced HR technologies and mobile solutions.

 Work effectively with Human Resources, business colleagues and leadership team regarding recruitment, performance management, restructuring, coaching, training and special projects Direct, develop and drive business unit’s workforce plan and human capital strategies by acquiring and maintaining in-depth knowledge of the business, not limited to budget, revenue and product and portfolio roadmaps. Partners with Talent Acquisition, Talent Management and Finance to ensure a feasible, pro-active workforce plan is in place and well executed Serve as the business partner to various levels, including SVP, to ensure business decisions take into account the people implications and minimize company exposure. Provides strategic advice, counsel and consultative solutions to executives on people management aspects of their business to include driving organizational development, team effectiveness, executing change management strategy and employee engagement solutions Coach and support line managers in leading and managing their people including through HR systems, leadership development, workforce planning/analytics, policies and talent processes Provides strategic advice, counsel and consultative solutions to business leaders on people management aspects of their business to include driving organizational development, team effectiveness, executing change management strategy and employee engagement solutions Partner and coach line managers in key HR processes (recruitment and selection, performance management, talent management) and continuously improve HR practices/processes.

 Deliver a best-in-class recruitment strategy that elevates capability to attract critical talent to support the business agenda Implement consistent and effective hiring practices to improve quality of hire (e.g. interview practices, assessments, selection process) Develop trusted relationships with senior technology leaders as a result of delivering quality hires, competitive market knowledge, optimizing sourcing channels and continual evolution of recruiting strategies Leverage institutional knowledge and networks as primary sources to fill roles Establish new, non-traditional sources to identify and attract potential talent Manage day to day aspects of team of recruiters including operational excellence, development and client satisfaction

 Proactive liaison and consultation with business stakeholders to understand the changing needs of the business and to determine and act upon client's changing priorities Support & facilitate the Performance Management / Talent Management agenda across Business Vertical Work with cross functional specialist teams in supporting and resolving day to day employee queries and issues pertaining to employees and develop solutions pertaining to employee relations, talent planning, talent acquisition & staffing, compensation & benefits, development, organizational and change management issues Create forums and facilitate interactions between the employees & the management on a regular basis Manage exit interviews and support the business in analyzing the data and provide innovative solutions to improve retention rates Generate analyses of data which can support business decisions (Scorecards/Attrition analysis etc)

 Provide HR consultancy support to business till line manager level –to improve the capability of the business, drive growth and reduce cost through implementation of effective people management strategies Support the delivery of effective and efficient Employee Services through a detailed understanding of HR Operations, and connecting them with internal subject matter experts to assist with specific situations as necessary Effectively manage ER issues (disciplinaries, grievances, employee litigation, redundancy, staff terminations) using sound judgment in resolving problems, advising and suggesting alternative courses of action where appropriate Coach and counsel managers on performance issues Partner with the Recruitment team to ensure that the appropriate talent is sourced to meet business needs within an increasingly competitive market Assist in the effective and timely implementation of HR processes across the business areas; to include annual promotion processes; annual talent practices, including performance management, talent review, succession planning, promotions and development; and the annual performance review and compensation processes Ensure the effective implementation of business-driven HR policies, whilst ensuring compliance with all appropriate local laws and regulations Participate in any cross-divisional HR projects and the design and implementation of new HR policies and practices Act as the primary interface with the Employee Services team for issues and inquiries which relate to assigned groups

 Perform duties and responsibilities in accordance with established policies and procedures with minimal supervision Review and process payroll transactions in accordance with established client guidelines and escalates issues as needed Responsible for all aspects of reconciliation and balancing payroll transactions Communicate and work effectively within People Shared Services and clinets regarding payroll issues, as appropriate Analyze, calculate & determine appropriate approach for off-cycle transactions, overpayments, , retroactive payment adjustments and final payouts in accordance with labour and state regulatory guidelines Prepares, analyzes and contributes to reports, as directed