Role  Strategic Leadership and Cross-Functional Management: Establishing and leading the vision, strategy, and objectives for the Analytics/Insights and Visualization function. This includes managing the Visualizations team and Business Analysts, ensuring clear communication and collaboration between the two teams, and integrating their work to meet business objectives. In addition, acting as catalyst between Business, COE, Insight communities and People Analytics and data team for achieving critical business objectives. Project Oversight and Quality Assurance: Overseeing the planning and execution of visualization and business analysis and Insights projects. This includes setting timelines, ensuring successful completion of projects, and maintaining quality assurance for new projects and enhancements. Advisory and Consultation: Acting as the subject matter expert in P&O data, visualization and business analysis tools and techniques. This entails advising stakeholders on the optimal tools, metrics, and visualizations to address their business requirements. In addition, with supporting in creation of insight landscape.  Executive Reporting and Analysis: Overseeing the compilation, presentation, and interpretation of key business metrics and insights for the organization's senior management.

Role  Heading the HR COE for Analytics, Reporting Automation and Simplification (Robotic Automation/RPA) for a 15.41B$ Enterprise– with a team of 60+ focused on delivering advanced analytics across various areas of HR (Talent Acquisition, Talent Management, Payroll & Compensation, Learning, Headcount reporting…etc ).  Designing and implementing the operating model for analytics/insights and workforce planning for the people function in Capgemini. People Analytics Road map and Strategies. Partner with HR leaders to understand organizational priorities and HR analytics needs. Lead the creation of the Automation and Simplification Strategy and develop, manage and regularly review the Master Process List to ensure that the automation and simplification principles are applied and measured across all teams Drive global process simplification through Robotic Process Automation (RPA ) , transformations and transitions, organizational set ups/restructuring, enabling platform and analytics set up across Capgemini HR Globally Understand current tools and roadmap for Tableau,R, SPSS, SAS , Python, Sql Server data warehouse, Click View ,Success Factors. Continuous improvements for captive/shared service functions. Lean /Six Sigma initiatives for Operational Excellence

Role  Heading Reporting and Analytics team  Giving the high-level analysis to the management: league tables, pipeline forecasts, and management information with learning and development favours. Creation of BPM which gives health check about the process to the stakeholders. Accomplishments Set up of Reporting and Analytics team which includes hiring, and grooming of professionals. Designing of KPI in consultation with Stakeholders. Analysis of various “Pulse Survey” conducted. Setting up of different processes from receiving of request to delivery mechanism with quality and Governance structure around them. There were various automation projects taken which have eventually result in promotion of self service reporting. Various analytical dashboards were created which have help senior management to number of decision on operational Excellence

Handling the role of Global Relationship Manager for All the HR related analytical requirements from AWM as division and Americas and EMEA as region of the Bank . Partnering with the Senior Leadership of the Bank in HR domain and understand the focus areas for the Bank. Suggest and mutually agree on Metrics which the Analysis basis the Historical data / forecasts need to be done. Work with a team of in-house Reporting Specialists to design & develop various dashboards on various HR related Metrics like Gender Diversity, Workforce Composition, Hiring Sources versus Quality of Candidates, Performance and Talent differentiation and Compensation & Promotion linkages measured across various Regions / Divisions across the Bank. Basis the data gathered in the form of various Dashboards, analyze the same looking at Historical Trends and add a forecast basis the targets set by Bank for its own. Add storylines and recommendations for the Management/ Group Executive Board use. Also, providing regular MIS support to HR deliverables like yearly PMO exercise, Talent Programs, Bonus Builts, Compensation analysis, Headcount reporting, Severance analysis etc. Managing the end to end development and delivery of reporting and analytics closely managing the design, development, testing and stabilization for moving reports into production from the Reporting Specialists to the Reporting Center for regular delivery. Manage client relationships across multiple geographies, anticipating and interpreting their changing requirements. Manage and prioritize the delivery of large volumes of standard and ad-hoc reporting requests to strict deadlines. Continually drive standardization and process/resource optimization within the, driving self and team to meet objectives and KPIs. Document deliverables and processes to enable sharing of best practice, training and mitigation of risks.

HSBC Global Resourcing is the largest, captive, banking & financial services offshoring organisation in the world. It has more than 32,000 skilled professionals operating out of 15 Group Service Centres present in five countries in Asia, including India, China, Malaysia, Philippines and Sri Lanka Objective of Role 1. To support the Global HR Function with Reporting requests both scheduled and ad-hoc as well as maintaining the metadata and hierarchies used for this reporting. 2. To understand the existing system architecture, knowledge of Reporting tools and good communication skills to interact with the business to understand the business requirement. Responsibilities• Maintain Reporting Tree - Mapping and Security• Maintain Reporting Metadata e.g. GMB Splits and HR Exco Splits• Main Reporting Definitions e.g. FTE Calc, Headcount Calculation. Data Index Calculation, Dashboard Calculation and metrics for Scorecard Calculation• Support a Reporting Dashboard - Checking for Errors and supporting Security Issues• Publish DI Index – Monthly Overall, GMB and HR Exco• Publish Headcount Matrix – Weekly• Produce Relevant Scorecard Results – Monthly by GMB Member, HR Exco Member and Overall• Produce Ad-Hoc Peoplesoft Reports for Group and Regional HR and the PTP Programme Teams• Support Global and Regional Teams with Data Integrity Reporting Competencies Demonstrated• Was able to assimilate large volumes of data and draw conclusions that are meaningful to the business• Was able to articulate ‘problem’ in writing and verbally• Was able to rapidly prioritize activities while working under pressure

I was working as Sr. Engineer doing Data mining and Analysis on the Material Management Databases. The Oracle data warehouse was created on all the instances of Material Management database and the reporting was done to get quick summaries on various aspects of Material management and the quality of the data. Reporting on Oracles database was done using Crystal reports 9.0 / 10 and this was released in Crystal Enterprise X . I was responsible for a wide gamut of functions viz.• Gathering requirements from clients.• Co-ordinating onsite project activities.• Design, approval and development of reports.• Finalising standards and guidelines to maintain high quality standards.• UAT and deploying it in production• Administrating the Crystal Enterprise X server • Managing a team of 4 report developers and 5 Service Coordinators