Responsible for providing best-in-class HR experience to employees of the Distribution Business and the Sports Cluster, through execution of all HR practices and policies, while partnering with the business to aid in achievement of organizational objectives. Address grievances raised by employees and work with all stakeholders to ensure fair resolution of the issue. Own and interpret HR policy for the organization and resolve issues quickly and effectively. Talent Management – Oversee the conduct of all facets of the continuous performance management process- goal setting, quarterly reviews and final evaluation. Facilitate discussions of low performers with their managers and ensure creation of performance improvement plan; Track achievement and take appropriate action in case of no visible increase in performance level. Work with managers and identify the learning needs of the employees and co-ordinate with the L&D team to provide appropriate learning interventionChange ManagementSteering and hand holding the business groups through changes in the industrial eco-system, restructuring for organizational effectiveness.Talent Acquisition Drive organization resource planning, benchmarks, budgets, productivity, optimization and talent needs through liaison with the business. Responsible for onboarding new employees and conducting the functional induction.Employee Connect Drive the employee engagement survey, as and when conducted, ensuring maximum coverage Analyze survey results for the functions / businesses handled, identify concern areas, liaise with business heads and draft action plans to mitigate the concerns

Lead - Employee engagement & WellnessDesign an effective Engagement and Wellness Calendar for the Network and deliver through continuous innovation. Maintain and renew Best Employer status through rigorous HR practices on engagement and wellness.HR Business partner - Distribution / Subscription BusinessResponsible for providing best-in-class HR experience to employees of the Distribution Business through execution of all HR practices and policies, while partnering with the business to aid in achievement of organizational objectives.

Strategic HR Business Partner by providing a value-added experience to Mattel employees at all stages of the employee life cycle thus being instrumental in creating a GPTW culture by amalgamating ‘Play’ with ‘Work’ as per the Mattel ethos and people agenda by means of various OD and culture building initiatives.Capability Building - Anchoring the capability calendar for employees through planning and execution of the various learning initiativesEmployee Wellness - Leading the ‘PlayWell’ set of initiatives targeted towards the intellectual, physical and financial wellness of employeesLearning & Development - Conceptualizing and executing a gamified online learning program called Mattel Learning League to build a learning cultureEmployer Branding & Employee pride - Managing the Mattel India LinkedIn page in terms designing the content marketing strategy, creation/ curation of the content, design and concept. Responsible for internal Employee Communications which encourage participation in the quarterly magazine ‘SpotlightCampus Relations - Program manager for 'Mattel Campus Play' for building an engagement with premier campuses through hiring of interns, management trainees, live case study competitions and various other engagements. Recruitment - Responsible for lateral hiring process for South Asia from sourcing, screening, offer fitment, negotiations, back ground checks and on-boarding. Leading recruitment process improvement projects to ensure the WONDER values experience for stakeholders.Diversity and Inclusion - D&I Champion responsible for the conception of the Mattel Women’s club called Trust CircleInternal Committee - Part of the Internal Committee constituted in order to address any concerns or issues which arise under the purview of the Prevention of Sexual Harassment PolicyCompensation & Benefits & HR Compliance - Managing the day-to-day compliance activities (policies, HR Audit etc) which are important mandatory requirements

Providing HR solutions and support to the Assurance Line of Service for West (i.e. Mumbai, Pune & Ahmedabad.- 1000 employees) and also the relationship manager for the System & Process Assurance Business Unit for IndiaPerformance Management: Facilitating moderation meetings to ensure fairness, consolidating appraisal data (revised salaries, promotion details, rating, bonus amounts), increments and bonus calculation and helping leadership with cost related analysis. Handling appraisal related communication with time lines, guidance & training for employees. Facilitating the performance improvement plan(PIP) discussion for low performing employeesEmployee Engagement:Analyzing the employee engagement scores for the year and designing and implementing the employee engagement agenda. Responsible for improvement in the scores year-on-year. Instrumental in designing the annual & quarterly employee engagement calendar and managing the eventsRewards & RecognitionDriving the R&R programme, monitoring the engagement levels & encouraging participation in R&R events Organizational DevelopmentConceptualizing, launching and executing OD interventions for driving flexibility, open communication and innovation. Devised policy for time – booking compliance which has been implemented for the entire organization and is instrumental in meeting the targetsInduction & on boardingConducting induction sessions on HR policy, Ethics, PMS, HR processes and Org structure for new joiners, allocation of managers and buddies for new joiners in Assurance MumbaiQueries/ Grievance handling & MIS managementManaging the entire gamut of employee queries related to policies, transfers, exits, personnel changes

Responsible for handling lateral recruitment across all levels for the Taxation line of service for the West region i.e Mumbai, Pune and Ahmedabad .Business Engagement: Assistance in the work-force planning as per the business strategy. Understanding the requirements and different skill categories, co-ordination, liaising & closure. Sourcing: Strategizing the right channel mix among portals, referrals, consultants, social media depending on the skill set & level. Strategic sourcing according to the business need. Stakeholder management with the different consultants. Interview & Assessment: Conducting the HR interviews and presenting the technical panel with candidate analysis & evaluation based on the PwC Experience parameters. Recommendations to the technical panel based on business requirement.Salary fitment: Benchmarking of selected candidates’ compensation and salary negotiationsHiring MIS and data dashboards:Presentation on the hiring data and analytics. Creation and presentation of the hiring dashboard for senior management reviews & reporting.Candidate keep warm: Responding to new employees’ queries, preparation of the pre-joining documentation and other formalities & liaising with the on boarding SPOC for any queries.Competitor Intelligence: Monitoring the hiring trends of the other Big 4 competitors and using this to pitch opportunities.Stakeholder management:Managing multiple internal & external stakeholders like business unit HR, business leaders, candidates, employees, staffing consultants, on-boarding team, recruitment operations etc.

Campus Recruitment Team:- Co-own the Intel campus hiring program involving campus engagement & stakeholder management to ensure Business participation- Design & implementation of a new campus hiring strategy & employer branding on campus- Program manage the campus hiring events & campus engagement- Manage end-to-end college graduate hiring, pre boarding & integration- Identify opportunities to improve process efficiency & stakeholder experience Hiring Analytics & Controls:- Providing recruitment tool support and staffing indicators analyses & assessment, - Independent handling of backend employee data, management & representation of hiring data for senior level updates - Prepare and review the staffing risk map to improve the process efficiency. Conducting audits to identify gaps and implement control measures. - Maintaining quarterly budgets for the Staffing team, a critical activity for the team.Integration and On boarding:- Front ending the on-boarding activity for the staffing team.- Worked collaboratively with all the stakeholders and partner functions to ensure smooth implementation of a new on-boarding programBackground Investigation Program Manager- Manage and monitor the background investigation process carried out for new hires- Develop and maintain KPIs- Liaise with the vendor & security to ensure deadlines are met- Run periodic audits to ensure process is running flawlesslyEmployee Engagement: Integral part of the team which leads initiatives to create a Great Place To Work, an important value for Intel.Stakeholder Management: Stakeholder management with legal, payroll, regional teams, business HR, and site operations team.Staffing market intelligence: Close monitoring of the external market to identify competitors and identify trends in hiring.

Collaborated to build an online career development portal (Medha), which would be instrumental in capturing the present and requisite competencies of employees as well as incorporating their individual career aspirations, to build a customized career path for them.

Assessed the existing recruitment procedure for non-management employees to have a fresh look at the existing tests, procedures, formats being used & recommended improvements in terms of relevant and effective test designs resulting in selection in the shortest time and at the minimum cost.

- Planning Engineer involved in the Design and Development of Level 3 programme using Primavera Project Planner.- Prepare detailed project schedule, procurement monitoring charts, document control index, monthly progress report and progress ‘S’ curves using Work Breakdown StructureProjects handled:Project: Artenius MegaPTA Project Client: Artenius, Sines, Portugal; Nov07-May09Project: Impact co-polymer reactor (R2B) for polypropylene Client: Reliance Industries Limited; Aug07-Nov07