Leading HRBP function for global Technology and Engineering organization (CTO organization) at JLL. Responsible for defining and executing on talent roadmap to help progress on business objectives, while attracting and retaining best talent. Responsible for complex org design and changes, aligning reward strategy to business strategy, partnering with clients to identify learning and development opportunities & coaching and advising senior executives and leaders. Actively engaged in continuous improvement initiatives related to Rythm of the Business activities such as Annual Reviews, Recognition programs etc.

-- HR Business Partner Leader - Partner with C-suite execs to deliver on talent strategies (including effective org design, restructurings, coaching, performance management etc.)-- People Strategy - Partner with the Chief People Officer to determine People Team priorities, prioritize and execute on initiatives (includes review of Org Health Survey results, partnering with various People Leadership Team members on initiatives, preparing Board decks, modeling Head Count projects for People Team, preparing for company All Hands, drafting key company communications etc.).-- Total Rewards - Lead the Total Rewards function (both Compensation and Benefits). In this role, I lead the Annual Rewards process (bonus and base compensation), established 2023 employee bonus program strategy, ensured compliance with pay transparency laws, established a reward for performance philosophy, proposed quarterly values award for recognition, proposed cadence and program for service awards.-- People Operations (Sep - Feb) - Lead the People Operations function to enable employee life-cycle support (from onboarding to exit). Reviewed multiple vendor renewals and strategically executed on extensions based on 2023 roadmaps and milestones. Established operational effectiveness strategies (e.g., prioritized Zendesk, streamlined use of People Team mailbox etc.). Executed on a restructuring effort without any operational issues.

HRBP leader for global Digital organization (Product, Engineering, Digital, Technology Operations,Data and Digital Marketing), HR Operations Leader, ER Leader. I built the first ever dedicated ER function at eHealth and championed the efforts to establish a robust process supported by technology (HR Acuity). Besides the HRBP and ER Leadership responsibilities, I took on the ownership of HR Operations as well. As the effects of the pandemic continued and evolved, I was responsible to evolve corresponding people solutions (e.g., policy updates to returning to office). I also led a massive restructuring effort partnering directly with key leaders of the C-Suite, and working collaboratively with cross functional partners. This involved balancing employee engagement/morale, and building resilience within the HR team (for having been through second restructuring within a year).

In my continued role as the HRBP leader for various Business groups within eHealth, I partnered with leaders on business critical initiatives such as organizational design and restructuring (including a Reduction in Force orchestration), continued efforts in change management due to the Pandemic and reorgs etc. I helped the Chief Digital Office develop cultural values and tenets, along with an adoption plan, that had significantly positive impact on employee engagement.

I was the HR Business Partner Leader for Technology, Product, Engineering and Marketing organizations. In this role I help Execs and their leadership teams on development and execution of talent strategies. This includes org design, employee relations, coaching, performance management and job design (architecture and career framework, both of which did not exist).I was a key leader in establishing various policies and procedures needed to react to the COVID-19 pandemic situation. I was responsible for policy updates, communications, process design for office entry etc. in partnership with counterparts from Legal, HR Operations and HR Technology.As a business partner, I stay close to the business objectives and advise leaders on critical talent challenges. As an HR leader, I partner closely with other HR leaders to design and drive HR Roadmap.

I started my role at eHeath as a Sr. HR Business Partner supporting Santa Clara and San Francisco employees.Soon, I partnered with the head of HR to transform the HR Operating model into business aligned HR model. With that change, I started leading HRBP function for Engineering, Product, Technology Operations and Marketing. I also lead the first global Workday enabled annual review cycle for eHealth, in partnership with the head of HR Technology.

Supported over 500 employees in our Finance organization as a HR Business Partner/ trusted advisor for Sr. Leaders and Employees. I coached and executed on people issues, as well as provided strategic consultation to senior leaders on key Talent decisions and initiatives. Following are some highlights:• Advised managers and employees on employee relations issues (e.g., performance management, conflict resolution, coaching) • Partnered with sr. leaders on strategic initiatives geared towards talent management (e.g., developing career progression profiles for job families, partnered on needs assessment to define talent development strategy) • Designed and delivered tools/solutions to empower managers (e.g., via people manager newsletters, facilitated session on effective coaching, designing offsites) • Acted as a strategic advisor on talent issues (e.g., talent movement, hiring, succession planning etc.) • Delivered consistent employee experience in all areas of HR

I was responsible for creating, maintaining and driving the global Talent Acquisition (TA) strategic roadmap in partnership with global TA Leaders Leaders. I lead a team of Project Managers who are strategic thinkers and problem solvers. My team & I jointly solved challenging recruiting problems that help TA @ Linkedin to deliver the most efficient and effective Recruitment process. Projects I lead ranged across people, process and technology.In my role, I lead global TA initiatives and constantly engaged with senior leadership team to collaborate, socialize and influence on innovative solutions to complex problems. I am a compassionate people Manager with a passion for career development and coaching.

Responsible for driving and executing strategic projects on the TA Roadmap within LinkedIn. Projects ranged from building dashboards with key Recruiting metrics (operational focus), to developing solutions for better candidate experience. I managed interns and full time Employees in my position as a lead.

Human Capital Consultant experienced in supporting multiple clients’ global HR Transformation efforts involving shift in HR Strategy, processes and related technology. Typical roles include:HR Strategy and Business Case Development: -- Assessed current state HR practices, performed baseline cost analysis to substantiate HR Transformation and developed future HR strategy recommendations that included focus on Talent Management and Organizational improvements. -- Led HR Technology Strategy project to develop a future state roadmap for HR Technologies with supporting business case within a global Energy company.HR Transformation: -- Led the North America HR Service Delivery model design and implementation for a large Digital Media company. Project included design of the HR Service Delivery model, sizing the new organization, designing future state processes, establishing Operating Procedures and SLAs,developing post-transformation career map for HR Professionals and training. -- Successfully owned and delivered upon critical work-streams in HR Transformation projects for global Technology and Media clients. -- Worked collaboratively with cross-functional teams to lead global HR process re-design (Employee Relations, Compensation, Benefits, Performance Management, Learning and Development, Talent Acquisition, People Data Management, Leave of Absence, Content Management, HR Process and System Governance etc). Technology Implementation: -- Supported global implementation of a Case Management System for HR Shared Services organization of a fortune 500 Energy client. Developed and led global training sessions for the newly implemented technology solution. --- Designed System Integration and User Acceptance Testing Strategy for Workday Implementation at a Global Digital Media Company. -- Designed future state HR processes to support Workday implementation at a global Media client.

-- Taught Organizational Behavior and Human Resources course with emphasis on Human Relations in Organizations to over 100 Undergraduate students at Purdue University.-- Was responsible for content creation and delivery of in-depth understanding of theories and practices related to team working and management skills.

-- Designed a mentoring program and related training materials for managers and executives to harness and improve current and future leadership pipeline. This involved interviewing and researching for best practices to design a strategically fitting program.-- Analyzed existing Learning Management System to evaluate gaps.-- Assisted in Alcoa's succession planning efforts by building an executive training tracking tool.-- Identified metrics for Talent Management dash board to keep track of HR initiatives.

-- Assisted Prof. K. B. Akhilesh in development and delivery of training related to Manager and Employee interactions in a Matrix structure organization (Honeywell Technologies).-- Lead student recruitment efforts for International HR Confluence 2006. This responsibility included marketing the event to diverse set of Management students in Bangalore, co-coordinating and overseeing on-site event registration, and managing a group of six volunteers for delivery.-- Researched and compiled lecture series to train Engineers in Human Resource Management.

-- Worked on Clarify, a Customer Relations Management (CRM) tool used by the firm.-- Developed web and excel based tools for Resource Cost Planning and tools repository.-- Coordinated with clients from various different countries and gained excellent customer service experience.