In my current role, I am responsible for the following key aspects:1. Setting up Talent Management processes & frameworks for the organization, such as talent pipelining, identifying and embedding the critical leadership behaviors in talent processes, top-talent identification & development initiatives2. Leading Employee Engagement Pan - India3. Leading the Well-Being agenda for the organization 4. Partner with Business Leaders and other key stakeholders to build a strong… Show more In my current role, I am responsible for the following key aspects:1. Setting up Talent Management processes & frameworks for the organization, such as talent pipelining, identifying and embedding the critical leadership behaviors in talent processes, top-talent identification & development initiatives2. Leading Employee Engagement Pan - India3. Leading the Well-Being agenda for the organization 4. Partner with Business Leaders and other key stakeholders to build a strong culture of growth, collaboration & development through various enablement initiatives Show less

In this role, I had the dual responsibilities of 1. Leading Talent Management for the Global Procurement Function, focusing on building a Talent strategy to build a strong succession pipeline2. HRBP for Global Procurement Function specifically for East Asia Japan, South America and Pacific

1. Own and successfully implement the Talent Review Agenda supporting various commercial functions, across India with a clear focus on building a diverse talent pipeline for senior and critical roles2. Drive the talent development framework for the identified successors, through several initiatives such as Executive Coaching, Mentoring, creating exposure opportunities for talents3. Lead the CEO Sounding Board for Zone President, focusing on key strategic initiatives 4. Design and… Show more 1. Own and successfully implement the Talent Review Agenda supporting various commercial functions, across India with a clear focus on building a diverse talent pipeline for senior and critical roles2. Drive the talent development framework for the identified successors, through several initiatives such as Executive Coaching, Mentoring, creating exposure opportunities for talents3. Lead the CEO Sounding Board for Zone President, focusing on key strategic initiatives 4. Design and implement Top Talent Leadership Journeys, focusing on key leadership expectations Show less

Serve as a subject matter expert for the stake holders and be responsible for delivering a high quality learning strategy consultancy and service which covers policies & programs, ensuringthe Business Units (11 BUs) have the management capability to meet its goals and vision• Work with HPBPs and Business Heads ensure current and future business needs are captured in the Learning Strategy Consulting and suitable development interventions are formulated• Undertake specific Leadership… Show more Serve as a subject matter expert for the stake holders and be responsible for delivering a high quality learning strategy consultancy and service which covers policies & programs, ensuringthe Business Units (11 BUs) have the management capability to meet its goals and vision• Work with HPBPs and Business Heads ensure current and future business needs are captured in the Learning Strategy Consulting and suitable development interventions are formulated• Undertake specific Leadership Development Projects across the organization in line with thedevelopment needs at different levels of Leadership Show less

Led the redesign & deployment of our Mid-Level Country Leadership Program

Learning Partner for some of the key Sales teams, responsible for end-to-end learning interventions for the sales teams, Leading & the Global Learning Week for pan-India audience, Leading Leadership Expedition for senior leaders, Leading deployment of New People Vision for Greater India Zone

Talent Assessment & Development, Competency Development, Employee Engagement

Training & Development• Design and implement the Training and Development strategy for the organization• Lead end-to-end, the T&D process starting with training need analysis, creating Training Calendar for Corporate office and regions, monitoring training budget and driving training effectiveness Leadership Development• Identify Hi-Potential managers in conjunction with Corporate HR and build a strong Leadership Pipeline• Conduct Assessment Centres for the identified Hi… Show more Training & Development• Design and implement the Training and Development strategy for the organization• Lead end-to-end, the T&D process starting with training need analysis, creating Training Calendar for Corporate office and regions, monitoring training budget and driving training effectiveness Leadership Development• Identify Hi-Potential managers in conjunction with Corporate HR and build a strong Leadership Pipeline• Conduct Assessment Centres for the identified Hi – Potential Managers Global Projects• Part of a Global Project team to design and launch an internal Learning University; led a cross-geographical team specifically focusing on developing the Career & Professional Development Skills track for the university• Designed and implemented a Global Mentoring program for the hi-potentials at the senior leadership level• Lead the implementation of Global Employee Engagement Survey across India Show less

Talent Assessment & Leadership Development: Led several projects on Talent Assessment, Leadership Development & Performance Engagement for Senior Leadership. The projects entailed defining the leadership competency framework, aligning to the business and strategic needs of the organisation, conducting Talent Assessment using 360 Degree feedback tool and psychometric tools (Hogan, Caliper & Birkman), followed by IDPs. Change Management: Led projects for defining the Human Capital… Show more Talent Assessment & Leadership Development: Led several projects on Talent Assessment, Leadership Development & Performance Engagement for Senior Leadership. The projects entailed defining the leadership competency framework, aligning to the business and strategic needs of the organisation, conducting Talent Assessment using 360 Degree feedback tool and psychometric tools (Hogan, Caliper & Birkman), followed by IDPs. Change Management: Led projects for defining the Human Capital Vision, designing and aligning HR processes to the vision (e.g. redefining the Performance Management Process to align to the organisation’s vision and business strategy through Goal Definition & Cascading from the CEO to levels below) Employee Engagement: Lead several Employee Engagement projects across multiple clients Show less