Abhinav Joshi Stmp™ Email & Phone Number

Bengaluru, Karnataka, India

Gurgoan

HRBP Manager for Technology Team at TATA 1mg - India’s leading consumer health platform• Developed a Career Framework for the technology team which is used for hiring & development of our technology employees• Developed Management Development Program for new tech managers to help transition from the role of Individual Contributor to the role of People Manager• Conceptualized & Implemented Real Time Performance Feedback on a platform• Conceptualized & Implemented various HR processes such as: Compensation Ranges, rewards & recognition, upward feedback survey etc.• Created HR analytics using Survival Analysis, which helped us curtail attrition• Introduced eNPS metric in TATA 1mg• Introduced comprehensive Talent review program for Director & above employees

Singapore

Bengaluru Area, India

Worked closely with business leaders including expats (from Europe and US) for design and implementation of end-to-end HR activities for a Division of 500+ employees in a young organization• Key actions include stakeholder management, designing programs to identify & rectify skill gaps, use data & analytics to create more meaningful talent solutions• Implemented new age Real – time Performance Management System which helped in curtailing attrition (10% Less than India average) and achieving business metrics• Created Skill Matrix, which helped in skill-based hiring & Used Scrum Framework in Hiring which improved hiring metrics by 25%• Co- Created Crowdsourcing initiative which resulted in business value of 10 Mn Euro• Worked on some key initiative's organization which was implemented and shared with the zones (EU) e.g.: HR Effectiveness Scorecard, established Cost per Hire• Partnered with COE Teams to develop and execute talent management programs focused on development, career/succession planning, talent movement and retention, created Initiatives like 10%-time, Hackathon to improve employee engagement by 30%• Created Top-Talent Framework & Career ladder for Technology employees• Built Analytical HR Model - Predictive Analytics: 1) "Employee Attrition Prediction Model” to identify employee with high flight risk & created "Retention Framework" as an action plan for high risk employees; 2)”Bias Remover Model” Identified variables driving annual compensation increment 3) “Hiring Model” created a model to predict best fit candidate for the organization• Used Organizational Network Analysis and Cluster Programming (RFM Analysis) to help my business unit win “Best Business unit award” 4 times in a year• Created an Automated Exit System using VBA which helped employee and team during exit process

Bengaluru Area, India

• Responsible for delivering end-to-end HR activities for a Division of 200+ employees in an extremely young organization • Created holistic Employee Experience Framework which comprised of o Getting continuous feedback from employees - Via Daily Pulse, Culture Assessment & Social Network Analysis o Creating Meaningful work- By creating Small Empowered Teams & initiatives like Ideathono Enabling Supportive management- Designing and rolling out initiatives like Mentorship o Creating positive work environment- Designed initiatives like Reward & Recognition Frameworko Creating growth opportunity- Designed initiatives like Competency Framework, Learning & Development Charter o Building Trust in leadership- By Introducing people KPI in business leaders' yearly targetsImpact: Employee Experience Framework helped in improving engagement score (eNPS) from -1% to 65% • Facilitated and managed complete OKR Cycle for employees • Designed and rolled out most comprehensive Employee Engagement & Management Effectiveness Survey for the organization - Introduced eNPS in Flipkart • Successfully Implemented Analysis of Annual Compensation Review where advanced statistics was used

Mumbai Area, India

- Analysis of Compensation and Benefits data of Various Industry- Develop a Report to be distributed to Survey Particpants

Mumbai Area, India

- Created an induction and onboarding program with four guiding pillars to remove the gap in the process after understanding the current framework- Suggested detailed process flow for pre-joining & 30-60-90 days with feedback mechanism and usage of IT in all relevant touch points to track the progress- Detailed process flow of corporate induction was suggested which included participation from different stakeholders

Mumbai Area, India

Designed an Employee Engagement framework to enhance Associate Experience at Amazon India- Did cross-industry bench marking for analyzing best practices in the area of employee engagement - Designed end to end solutions for creating a frustration-free workplace, improved internal communication and career development of customer service associates at Amazon

Bengaluru Area, India

Worked on Reducing Lead time in Talent Acquisition- Identified Bottlenecks by analyzing each stage of recruitment- Created an Vendor Scorecard- Based on the performance of vendors in various skill types, designed a scorecard which will help in selecting the vendors for particular skill type- Suggested revival of HCL’s Employee Referral- Revamped the referral process and devised a new strategy to advertise job openings through referrals. - Rewards & Recognitions -Proposed formation of ‘Recruitment Champion Club’, designed a new ‘Incentive Scheme’ and restructured the existing Measurement Metric, suggested tactical kaizen- Proposed Predictive Hiring Metric- To forecast the attrition trends Beyond the Project: Way Forward - Datafiction of HR- Proposed the way where we can use data to predict our employee who are about to leave or people are there to stay in the company

Mumbai Area, India

Worked on Lean Management:- Standardizing PF process Competency Mapping: - Designed training calendar based on the Novartis Values and Behaviors Worked on Revamping Contract Labour Management System

Mumbai Area, India

Motivating factors of Generation X and Generation Y- Used statistical tool to figure out whether motivation factors for Gen.X and Gen.Y are same irrespective of age and genderEmployee Engagement at Difficult Times- Provided suggestions to re-engage employees esp. in changing economic scenario

Master'S Degree, Human Resources Management/Personnel Administration, General

Emdp, Hr Management And Analytics

Professional Certificate Programme in HR Management and Analytics