.Drive change & transformation capability for the HR Function via provision of tools, community building, training, knowledge sharing. .Identify and prioritize tools, assets and capabilities for development..Coordinate annual review of the capability requirements for the Function aligned to strategic and business objective..Guide / assist HR Transformation / GSO teams / wider HR (as applicable) in utilizing the methodology, tools, and assist in embedding. .Conduct and deliver learning needs analysis, persona studies, learning impact assessment.Provide advisory support and quality assurance on the application of implementation, change and readiness standards.

.Strategise, design & drive the New joiner Onboarding program for Global Delivery..Understand business needs & fill the knowledge gap with accelerated learning interventions for faster GO LIVE of the newly hired talent. .Introduce new methods to assess & map the growing competencies of the new hires over 30-60-90-180 days of onboarding. .Create, Design and maintain Capability Matrix across skill levels..Build learning paths for critical positions across global delivery in line with the capability matrix..Build a strong culture and practice of continuous learning in the workforce for future business readiness. .Map the learning compliance for product releases..Manage the E-learning portal and drive the highest completion rate by introducing reforms, leader-boards for maximum user adoption. .Track overall governance around Reporting, Feedback, Budgeting. .Diagnose change management gaps, define the transformation journey, build an investment case & get business' buy-in..Support change management collateral development, including materials for change impact analysis, readiness surveys and associated analysis, communications, and stakeholder engagement..Develop training and/or change strategy aligned with the expected outcome..Identify risks/issues and mitigation strategies and communicate to the leadership proactively.

This was an honorary title & pro-bono work. I was chosen to lead a council of 20+ women from various walks of life, aligned to the cause of spreading Wellness for Women. I lead the council for a year, where our mission was to impact 10k Women in 1 year by Educating, Empowering & Encouraging them towards all aspects of physical, emotional, mental and financial wellbeing. It stretched across every stratum of society even going to the elder and bottom rungs of our sisters to bring in oneness.

.Design & implement ever-evolving approaches to marketing & attract quality customers..Diagnose change management gaps, define the transformation journey, build an investment case & get customer's buy-in..Lead with a consultative approach to facilitate and deliver change & learning interventions basis the diagnosis..Incorporate a strong understanding of behavioural change, adoption and deliver scalable solutions..Consistently measure the impact of the change & learning interventions & improvise for user enablement..Develop customers through 360-feedback that address key development areas.

Was a speaker at Women Economic Forum - My topic was Leadership and Power of Perception. I spoke about how a Leader is the one who can see what others can't see while it exists and has the courage to articulate what others can't. It's their strong power of perception that is one of the key differentiators between a leader and the follower.

3 years with Vibgyor High Group (a leading group in education services). My role entailed Talent Management and Organisation Development practices. Lead Culture & Change initiative PAN India. Lead new HR process initiatives from envisioning to change stabilisation.1. Develop a comprehensive Organizational Change & Talent Strategy plan for approx 4000 users PAN India for the projects like:a. HRMS implementation b. Employee Goal Setting c. Employee Onboarding d. HR Policy and Processes revamp e. Employee Reward & Recognition f. Performance Managementg. Employee Band Structureh. HR Functional Manual2. Align with the Management to understand the vision, organization assessment and develop thealignment of organizational processes.3. Work closely with key business leaders on organisation readiness to understand change implications across multiple business units.4. Build internal change enabling teams & collaborate to ensure alignment with key cross-functional project activities.5. Maintain project budgets & also ensure risk analysis, mitigation and internal capability building are intact.6. Design, develop and implement a stakeholder management strategy to drive engagement, awareness and preparedness of/for the new initiatives.7. Create, document and deliver communication plan, coaching plan, training plan and resistance management plans for user adoption.8. Conduct formal and informal stakeholder training, town-halls, assessments, focus groups and leadership alignment sessions.

6 years with Annik a leading provider of Marketing Analytics and Research Solutions. My key responsibilities were to lead Learning & Development Academy. Also worked as an HR Business Partner to build scalable people practicesLearning & Development1. Design framework for capturing & tracking the Learning Need Analysis to determine training priorities of the entire organisation, outlining the behavioural change & performance expectations. 2. Design, deliver & evaluate high-quality, learner-focused, interactive training programs.3. Facilitate virtual, classroom or blended enterprise programs (managers, senior leaders, individuals). 4. Maintain traction on training budget, man-hours & penetration levels.5. Map pre-post learning, feedback to translate learning into desired business behaviour. 6. Support Head HR in communication, development & implementation of Assessment centres & Career Development – which include the identification of high potential talent, critical positions, A- players, retention risks & succession plans for critical positions.7. Support the development of high potential employees at mid-career levels, ensuring an enhanced pipeline of high performing professional talent8. Collaborate with the leadership team on the formulation of key strategies by anticipating talent issues & solutions.HR Business Partner1. Work with key business stakeholders on HR processes, policies and operations. 2. Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.3. Work closely with the employees to improve work relationships, adapt to changes in the business to increase productivity & retention.4. Responsible for guiding unit HR for hiring strategies, confirmations, PIP, performance management, learning gaps, compensation etc.5. Partner with business on design, workforce planning, succession planning, skills assessment. 6. Be a culture ambassador and nurture the core values of the organisation.