Shreeja R Email and Phone Number

Managed end-to-end employee life cycle of Engineering, Product, and Data Science employees. Gauged people pulse and addressed abnormalities if any through design/intervention. Led and participated in Org initiatives. Key call outs- Manage AOP and HC: Constantly monitored AOP for the LTPL Org.; Created frameworks, revisited Org design, and collaborated with Leaders to maintain within the budget- Competency development: Created approach, designed and launched competencies for the… Show more Managed end-to-end employee life cycle of Engineering, Product, and Data Science employees. Gauged people pulse and addressed abnormalities if any through design/intervention. Led and participated in Org initiatives. Key call outs- Manage AOP and HC: Constantly monitored AOP for the LTPL Org.; Created frameworks, revisited Org design, and collaborated with Leaders to maintain within the budget- Competency development: Created approach, designed and launched competencies for the Engineering and Product organization; Launched on HRMS tool for periodic assessment and development- Implemented new Policies for the Org i.e. Creche Policy- Maintained Regretted Attrition at 8% across functions- Change management : Enabled RTO alongside new office shifting Show less

Talent Partner - Charted out Manpower planning for the Technology function based on business requirements and strategy. Oversaw hiring and ensured getting the right talent onboard forging the right candidate experiencePerformance Management - Identified the suitable performance parameters for the Technology organization. Implemented appropriate interventions to enhance employee performance. Drove appraisals to a closure.ESOP Design - Designed ESOP framework ensuring fair ranges of Stock… Show more Talent Partner - Charted out Manpower planning for the Technology function based on business requirements and strategy. Oversaw hiring and ensured getting the right talent onboard forging the right candidate experiencePerformance Management - Identified the suitable performance parameters for the Technology organization. Implemented appropriate interventions to enhance employee performance. Drove appraisals to a closure.ESOP Design - Designed ESOP framework ensuring fair ranges of Stock to Salary ratio to attract talent and reward employeesOrg Design - Implemented Organization design evaluating key tenets and benchmarking against competencies, merit, and potential to fit the design frameworkEngagement charter - Analysed E-NPS scores, created and implemented interventions to enhance BU scores/ bridge gapsTeam - Led and guided the India HR team to drive multiple charters Show less

Managing the end-to-end lifecycle of employees by leading a 5 membered team. Involved in HR process design and projects for the Organization and Product BU.Was involved in organization re-structuring plan and transitionfrom location-based model to product-first approach. Managed challenges arising out of thestatus quo changes.Program Managed Appraisal FY 20-21 for 1500 employees with 50+ Manager changes due to organizational restructuring. Pre-populated employee… Show more Managing the end-to-end lifecycle of employees by leading a 5 membered team. Involved in HR process design and projects for the Organization and Product BU.Was involved in organization re-structuring plan and transitionfrom location-based model to product-first approach. Managed challenges arising out of thestatus quo changes.Program Managed Appraisal FY 20-21 for 1500 employees with 50+ Manager changes due to organizational restructuring. Pre-populated employee simulated ratings to Managers and conducted Calibrations to ensure rating and compensation parity. Show less

Enabled 2 business divisions (Sales & Corporate roles) by putting forward people perspective to achieve business objectives and scale performanceLiaised with the staffing team to grow the middle level and senior-level employees from 250 to 600 employees across cities within a quarter inline with the Business strategyImplemented Applicant Tracking System module for the organization within 2 months.

Ideation, design, and Implementation of Capacity Planning Model1. Identified parameters (Internal/ External) that influence the hiring of business teams through brainstorming and Focused Group Discussion with the Leadership team.2. Conducted primitive level trend analysis of band-wise productivity (Yearly), region-wise Average Ticket Size, Lead generation numbers projected from population numbers i.e different identified cohorts, Incremental AOP numbers projected from the P&L… Show more Ideation, design, and Implementation of Capacity Planning Model1. Identified parameters (Internal/ External) that influence the hiring of business teams through brainstorming and Focused Group Discussion with the Leadership team.2. Conducted primitive level trend analysis of band-wise productivity (Yearly), region-wise Average Ticket Size, Lead generation numbers projected from population numbers i.e different identified cohorts, Incremental AOP numbers projected from the P&L statement, and devised the algorithm based Excel model 3. Ran reports of predicted hiring numbers, IJP numbers incorporating projected replacement numbers with built-in cost impact analysisLearning and Development1. Conducted virtual induction program through chat-bots to enhance employee's interactive learning experience2. Developed Competency framework for unique roles of the department 3. Involved in gamification of Learning and Development and incorporated game mechanics inthe existing learning platformDe-merger of Bajaj Finance Limited to Finserv MarketsHR operations ( Talent Acquisition)1. Accountable for end to end on-boarding of new hires including pre-joining and post-joining formalities and providing inputs to the HR Operations and C&B teams2. Partner with respective teams to align approaches deliverables', expectations with regards to on-boarding and strive to enhance candidate experience.HRMS Launch1. Responsible for HR system implementation for different employee life cycle modules inline with company's HR policy2. Provided Business requirement for various modules and coordinated with stakeholders i.e Vendor and internal HR function SPOC for Go live. Show less

Analysis and Reduction of Early attrition in BPO International - To identify the causes of early attrition and to curb attrition with the usage of retention techniques on a continuous basis, where predictive methodology was suggested.

Involved in application development for Re-insurance client. Have experience in handling and developing the application from backend to front end interface.