Leading HR in Oliva 3.0 with an amazing team.

Healthcare IT FINANCIAL Services Medtech

Head Entire HR function for the group.Culture TransformationMerger chllengessupporting org in transition from Domestic business to Indian multinational businessDriving climate survey employee engagement, Learning and development performance based culture and systems transition.

Heading Performance Management, HRIS effort for Pan India

was heading strategic HR, Organization development for the entire Ozonegroup.

Generalist profile; heading HR in division of 1000 employees.Role of a HR Head for 1000 employees spread across the globe in 25 different locations. The processes include grievance handling, attrition management, policy formulation for skills based incentives, market data correction for revision of compensation bands and rewards and recognition amongst other responsibilities. I was leading a team of four HR professionals and successfully managed the conflicting expectations of strategic HR team and the business unit. To sum up, I’m the best fit for a role of Strategic HR Business partner.Achievements:• I have worked on HR Processes related to merger of external as well as internal practices.o Revisited existing Performance Management System and made the necessary changes as per the business requirements, worked on performance linked bonus, incentives and pay system.o Ensured timely completion of Appraisal 2008 for 900 employees within a five week time-frame. o Designed Performance Link Pay schemeso Conducted talent reviews and managed out bottom performers. o Co-ordinated employee assessment for 1000 employees all over the worldo Focused intervention for high Flyers and succession planning• Employee Engagement o Created a yearly engagement calendar for all employees in India and tracked on-time completion of activities.o Organized once a quarter Open house and SKIP level meetings across locations such as Mumbai, Hyderabad, Pune, Bangalore and Noida.• Attrition, Retention & Career Developmento Conducted stagnation analysis, employee growth mapping for high performers and training needs assessment. o Managed out low performers by keeping close track of performance. This is an ongoing activity.o Identified inefficiencies in BU organization structure and recommended necessary structure corrections. One of the outcomes was correction in manager to non-manager ratio – (in the past ratio was 1:6 now it is 1:11).

Managed 380 employees spread across the globe. My responsibilities included on-boarding, confirmations, attrition management, performance management, KRA definition, grievance handling, employee engagement, implementation of CDS (Career development system), managing employee communication forums, playing a role of facilitator between employees and management, end to end rewards and recognition roll out. Achievements:• Rewards and Recognition: Created spot recognition policy and administered the roll out, end to end implementation of rewards policy for entire organization. Mapped business goals with R&R policy.• Performance Management system: Successfully rolled out three tier PMS that included performance review, capability assessment and normalization within a short time span. I was also involved in planning of compensation strategy along with board members.• Hiring: Was involved in training line managers for behavioural interview and conducted more than sixty interviews myself in the selection of laterals & freshers. Also conducted open houses for freshers.• Employee Engagement: Conducted end to end implementation of Gallup Survey on Employee Engagement. Was actively involved in design, formation, communication, roll out and feedback stages. Received a rating of 4.2 out of 5.• Facilitating Promotion Presentations: Successfully conducted more than fifty meetings a year. The role involved choosing panel, steering meeting, decision making and qualitative feedback, communicating the promotion decision and making necessary promotion entries in SAP.• Career Development: Created mentor mentee duo for every employee to enable once a quarter career guidance session, making sure that the individual aspirations are met through right resource allocation; taking into consideration the business requirement, reporting overall progress of the program to higher management.

Job Description, Work environment study and part of restructuring group as a trainee

Diploma in Computer Programming C++, DBMS & CoBOL