Career break to support my spouse in her higher education in Canada.Occupied with part-time jobs and supporting my daughter and spouse

• Business and Strategic Partnering: Contribute to the accomplishment of organization-wide business plan and objectives. Build and leverage business knowledge to design, deploy HR strategies in managing people aspects of the business. Own initiatives to support growth and optimization of business.• Strategic Facilitation of HR Programs: Ensuring effective implementation of all HR life cycle activities for 1300 employees from goal setting, performance appraisal, promotion process, pay review, PIP, job rotation etc.• Employee Engagement & Retention: Responsible for all Employee engagement, employee connects and other touch points, work with business leadership on employee satisfaction scores. • Talent & People Manager Development: - Worked extensively on first line people manager development programs focusing on improving our mid management capabilities.- Own Talent development and execution, drive key talent development,identify critical roles & career path initiatives to ensure talent agenda aligns with business agenda• Competency Framework: Worked on the launch of a Competency analyzer tool to capture the employee, manager and org evaluation inputs.• Coaching: Build an ability to provide coaching/ counseling to both employees and business leaders in areas of people management• Compensation Consultation: Drive consistent practices with managers including annual compensation revision consultation, retention bonus, ESOP and benchmarking all offers and promotions.• HR Analytics & Metrics: Design the monthly HR dashboards for business/Leadership teams to review Attrition trends, headcount analysis, employee engagement inputs, and talent acquisition updates.

• Lead the organization's Resource Supply Chain (RSC) operations to ensure internal resource deployments through transfers and Internal job postings.• Discussions with business heads to forecast resource pipeline on striking new deals and ramp-down scenarios. • Create and maintain Talent pool within the organization to meet optimum utilization of resources.• Mentor the team to ensure a smooth flow of operations.

Talent Analytics Professional involved in the entire gamut of allied process in Recruitment such as Internal Job Posting, Talent Planning, Employee Referral, Reporting and analytics, vendor management and contractual hiring.