1. Managerial Capability Development Program- for middle management: Created Indigenous program for managerial capability development with successful impact analysis from L1 to L4 level (KirkPatrick model)2. Orientation Program- new hires across all levels: Drive the global program for employees joining APAC Operations, along with executing all global changes and reporting on metrics and taking corrective actions for gaps3. Amazon India level Leadership Development Program– for senior leaders: Leading the 10-month long journey program for all verticals of Amazon India along & ensuring timely completion of milestones on 360-degree survey, coaching and learning sessions4. Driving tech charter for L&D function: Internal tech-based MIS dashboard creation for reporting and record keeping; Tool creation for 360-degree survey process and data management for programs

1. Talent Management: Partner with Business Leader to initiate, build and execute comprehensive Talent strategies which address multiple complex and diverse business imperatives by rolling out Performance Management System, Managing promotions & Creating talent development Plan, IDPs for on-roll employees and ensure reviews and closure of PIP cases2. Manpower Planning & Management: Weekly planning and ensuring availability of required manpower at the sites with special focus on diversity & Manage metrics like absenteeism, attrition and flexi group and keep the same aligned with dynamic leadership goals3. Employee Relations & Compliance: Develop and maintain positive relationships with employees at all levels and Anticipate ER risks and implement mitigation plan; Drive employee engagement initiatives for both on roll and off roll employees4. HR Processes & Tool Improvement: With the help of a 12-member team, drive HR tools on engagement, connect, talent development, audit etc through awareness, change management and ensuring quality along with compliance on weekly/ monthly basis

• MANPOWER PLANNING & MANAGEMENT: Support the creation & consolidation of the workforce plan & manage implementation of all HRM initiatives; keep a check on the Employee Cost, identify areas of overrun & provide regular updates; Ensuring sourcing of right talent as per requirement of business by creating bench-strength & succession planning• TALENT MANAGEMENT AND LEARNING & DEVELOPMENT: Roll out performance management system & rewards initiatives; manage implementation of the talent development plan, safety sensitization & delivery of planned trainings to all employees; career development through career mapping & career conversation• HRM STRATEGY: Provide updates on the employee engagement levels & ensure implementation of appropriate action plans; ensure fair & speedy resolution of all employee queries/grievances; assist COE teams in policy making by providing relevant & timely inputs• INDUSTRIAL RELATIONS & COMPLIANCES: Maintaining harmonious relationship with Union through 3 tier Joint consultation system and employee separation scheme; ensure compliance of all applicable legal requirements with respect to on roll employees & contractual workforce; implementation of online Contract Labor Management system in the plant and ensure their grievance resolution, safety trainings & engagement.

• WORKSHOP & STRATEGIC MEET: Conceptualizing the process, approach & design development & execution of Value Exploration process using Appreciative Inquiry Approach; conceptualizing, designing the content & execution of senior management meets & leadership teams offsite• L&D FUNCTION: Reintroducing the function including TNI; Conceptualizing learning architecture, identification of facilitators, execution of training programs across the levels; Co- facilitating Training programs and Outbound programs; Design & implement MT Induction program

Summer Internship Project on "Employee Engagement" for finding out the degree of an employee's positive or negative emotional attachment to their job, colleagues and organization.The project focused on how employee engagement is an antecedent of job involvement and what the company should do to make the employees engaged.I also had practical experience of interacting with employees of Castrol India Limited. The main purpose of my project was to find out how engaged are the employees and workers at the company, their attitude towards employee engagement and to suggest the company on improving the engagement level of the employees.