work directly with CHRO

• Partnering with business/business leaders and contributing to the overall HR and Talent Strategy • Being responsible for designing Learning and Talent Development Strategy in line with Business and HR Strategy and creating an execution roadmap. • Driving and influencing leadership for engagement and buy-in and creating visibility for all L&D initiatives • Identifying current and future competency requirements (technical, functional, behavioral) for the organization and creating a learning environment for acquiring the competencies at organization and individual level • Being responsible for driving Leadership Development and facilitating Talent Development through initiatives for succession management, career development, performance management etc.• Design and implement training solutions that produce measurable results to the employees and organization• Support in Learning & Development initiatives and Program at various locations and at CG Management Development Centre• Providing assistance in the selection of training vendors and subsequent contract trainers• Manage L&D administration; tracking L&D requests and activities, monitoring Individual Development plans, course invitations, evaluations and ROI • Facilitate workshops, meetings, learning groups and training courses. • Identify external vendors and other initiatives to support development activities. • Coach, advice and/or guide employees on all aspects of L&D activities. • Identify improvements to L&D processes, procedures and systems.  HR ANALYTICS ROLE• Prepare HR board presentation• Work on monthly HR MIS• Keep all tracks of Attrition and Manpower cost and share data timely to business leaders

• Ensure effective manpower budgeting, planning, recruitment & selection process• Maintain comprehensive organization charts and staffing lists to identify current staff and vacancy data.• Redesign the Organization Structure with the levels & Grades on basis of "Hierarchy" and "Cost to the Company “• Set objective KRA's and KPI's together with the Business Heads / Department Heads of all employees for annual performance review • Facilitated effective implementation of the Employee Performance Review and PIP (Performance Incentive Plan)• Develop, coordinate and deliver behavioral based trainings for Sales and office staff• Ensure smooth implementation of HR practices, policies and processes

HR ACTIVITIES• Actively involved in getting right number and quality of workforce within required timeframe and complete recruitment cycle for the opening at plant level• Supporting plant to improve Operational Efficiency by aligning Actual Head Count and cost of plant with Budgeted Head Count and Cost, Capability Building - Improve people management & leadership capability at plant level.• Creating robust organization structures through completion of OC's/ JD's – Organization chart and Job Description. • Closure of Goal Setting, PMS(Performance management system) as per timelines • Looking for payroll, employee engagement activity• Actively involved in CSR activities• Preparing MIS, maintaining employee’s documents, reports, etc.LEARNING AND DEVELOPMENT (L&D) ACTIVITIES• Implemented SEP(Skill Enhancement Program) drive in RBU(Rotor Blade Unit) daman also supported RBU chhadvel and Bhuj Plant• Induction for New Joinees• Conducting Behavioral Based training and coordinating trainings like Safety, Quality, etc.• Maintaining and Updating Training Data like MIS, Training programs, participant’s data• Conducting Process Manuals training for new joinees• Training records entry in SAP – Training and development module• Develop IDP (Individual Development Plan) for employees to reduce performance gap • Successful in completion of Train the Trainer program and got certified as Trainer• Responsible for completing Training Need Identification (TNI) for all employees• Prepare Training Calendar Operational Activities• Publishing In-house Magazine• Leading 5S project and improvement project at plant level• Conducting 5S and Health, Safety and Environment (HSE) audit for different manufacturing department

• Working for clients like AIG, Nationwide, Metavante, DeanFoods, Cardinal Health, Bank of America, Wells Fargo.• Sourcing candidates for the coming requirements in USA• Closing Candidates who are looking for new jobs and sourcing them to the client site• Career Planning for the candidates who are available in the job market in USA• Scheduling interviews of candidates with client and follow up with client after interviews

• Design training “WE WILL WIN”, focused points like....- Changing business scenario- Skill obsolescence & Re-skilling- Accountability & Empowerment- Steps in building positive attitude- Success strategies- Motivation• Design training for personal effectiveness to Build 4T’s- Trust- Team Work- Time Management- Target Achievement• Coordinated with External trainer for Behavioral Based Safety Training