Prachi Desai Email and Phone Number

Strategic business partner to senior leadership focused on transformation

Sr. HR Business Partner for the Production Chemical Division ($132M business unit managing chemical supply chain ) and the Global Engineering function (responsible for driving capacity planning, process improvements, procurement and novel technology for 32 sites worldwide).Reorganized PCC ‘s Commercial team, resulting in improved collaboration, enhanced productivity and 9.8% organic growth in 2019Harmonized job architecture with Thermo Fisher setting a platform for career management, reward decisions and succession planningIncreased 2019 "Employee Involvement Survey" score for the Global Engineering function by 12 points.Collaborated with key stakeholders to initiate 1st global Engineering talent review, ensuring we have the right talent in place to achieve our 2030 visionLaunched a Management Development program for building people manager capabilitiesStabilized voluntary turnover for the Global engineering organization below 1%, this is a result of stabilizing leadership in key roles, clarifying role profiles, improving communication and new hire training.

Lead the people strategy for the commercial and operations organizations in the areas of talent management, organization development, change management, leadership coaching and employee engagement. * Core member of the management team for US influencing business actions as it relates to people* Serve as the primary HR business partner for the Site leader, US Sales Leader and their leadership teams* Lead key people processes for the region (Talent reviews/ Annual compensation cycle / Performance Management) * Provide guidance and coaching to leaders on talent development, organization design, communication and culture management, leadership development and capabilities, performance managementSupport employee relations and disciplinary actions

* Develop and articulate Talent strategy aligned to the Business Strategy * Develop innovative and integrated HR approaches to address most critical talent gaps* Manage processes related to full employment cycle: job descriptions, job postings, offer negotiations, onboarding, performance management, promotions. * Coach leaders on ways to deliver consistent performance expectation and evaluation messages* Facilitate dialogue and talent calibration reviews across businesses and teams and drive timely, quality selection decision for open positions, succession planning, talent designations etc* Educate, coach and support managers and employees in planning and implementing change* With COE (Centers of Excellence) assistance, develop and implement strategies and communications to manage and explain Organizational changes, ensuring smooth transition and minimizing adverse outcomes (e.g., attrition, morale)* Reinforce the desired culture through HR practices (e.g. recognition, performance management, staffing)* Monitor employee engagement levels through formal and informal means* Take action to address issues that are negatively impacting employee engagement* Lead strategic projects – e.g. increase diverse talent pool, restructuring

* Collaborate with HR leaders and develop HR operations strategies in the areas of talent management, compensation, HR data management, training and talent analytics* Develop, deliver, and drive company-wide programs and initiatives, including but not limited to:o Compensation, benefits and performance review programso Long term and short term variable compensationo Affirmative action and complianceo Workforce planningo Employee training and developmento Organizational Change* Drive operational excellence & superior talent management through all talent processes: Talent Supply and Demand, talent assessment, calibration, succession planning, & development* Provide HR metrics which aid business performance* Maintain HR information and manage relevant employee processes in HRIS system, developing reports as needed* Partner with leaders on implementing change plans* Lead a Global HR Process team

• Manage Recruiting strategies for clients like Medtronic, Target, Thomson West, and General Mills• Responsible for full life-cycle recruiting for all levels, ranging from gathering client requirements, sourcing, screening, interviewing, and gathering feedback and selection• Build relationships with clients, executive search/ staffing agencies and various vendors• Lead a team of recruiters• Oversee the administration of employee benefits programs and act as liaison with benefits providers• Manage employee relations issues

• Partner with leaders to ensure that performance management is effectively applied across business unit• Apply, advice, support, and coach leaders on people and organizational policies and practices. • Support leaders with the creation and maintenance of effective internal communicationsSupport business school recruitment. • Assist with candidate interviewing as required.

• Support recruitment and selection of Medical Sales Representatives at the country level by screening the applications, conducting HR interviews and selecting the right candidates, completing joining formalities and documentation.• Lead employee turnover analysis