Bengaluru, Karnataka, India
HR Professional with over 14 years of experience of working at large multinational as well as Indian organizations. Over these years, I have gathered extensive hands-on experience of matrixed, complex and globalized HR systems, policies and processes specializing in strategic HR business partnering and compensation. My objective is to obtain a position that provides a learning environment and challenging opportunities to exploit my strengths and domain knowledge
Strategic business partnering with organisation leaders to support in org design, site strategy, people planning to build an effective and inclusive workplace. Current span of 1300 employees across India sites in variety of businesses like Corporate Development and Devices including Hardware and Software Tech teams for various products
Drive effective compensation strategies for Technology, Devices (Alexa) and Prime Video & Music organisation in Amazon India covering ~40000 employees. • Innovate, strategize and implement timely retention mechanisms through the super dynamic technology market conditions • Partnering with business, HR and leadership to identify niche skills, critical talent areas and high value jobs. Evaluate and propose timely compensation interventions in different groups • Research on various market trends and develop data backed insights to maintain our competitive edge especially in hot markets like Technology, Machine learning and OTT • Demonstrated knowledge of Total Rewards concepts and the capability to transfer knowledge into pragmatic and relevant solutions, e.g., building competitive salary structures and streamlining variable pay processes within a changing environment. • Deep dive and run analytics on various data sets for 1000+ jobs to identify alerts and then arrive at holistic and frugal solutions. • Anchoring the centralized increment process for the employee base across all India centres and incorporating the various interventions/corrections
• Responsible for driving organisational changes in structure, readiness of next level and gap analysis. • Bringing in change management best practices to better manage changes in a dynamic organisation • Driving org capability reviews to identify critical talent and their long-term development plans while aligning their aspirations to organisational goals and drive manager accountability on the same. • Devising retention mechanisms to curb the high attrition and drive employee engagement through timely initiatives • Sensitize managers on diversity and inclusion and focus on onboarding plus retention of female talent. • Understanding the training needs and developing programs for development of people. Implemented some innovative styles of learning – through drama (STEPS), design thinking workshops and ideation platforms
• Responsible for driving strategic initiatives to improve retention, performance and growth of the business functions. Coaching and advising senior leadership on complex issues and to help drive growth and development of self and their teams. • Driving org capability reviews to identify successor and readiness gaps and further strategize action plans to fill identified gaps. Run pyramid and talent reviews for top talent to align their aspirations to organisational goals and drive manager accountability on the same. • Engaging with employees in a timely manner to understand sound bites from the ground and strategize to bring workplace efficiency • Driving effective change management during org/leadership transitions in the divisions. • Liaising with global partners to drive stakeholder management and key people processes like performance management, promotions and compensation • Collaborate with other HR functions to efficiently run business imperatives and add value • Partner with business to define the year end comp budget based on various factors like attrition pockets, critical functions, growth strategies, external market benchmark. • Analyse firmwide diversity statistics and drive higher accountability across business groups to increase women representation and retention • Quantify manager excellence data and drive individual action plans to improve managerial practice
• Run campus compensation benchmark study across competitors on various campuses. Advise businesses to revise/maintain competitive positioning on campus to attract best talent pool • Drive lateral benchmarking exercise for all divisions to provide insights for the year end exercise • Advise recruitment to create attractive yet commercially viable offers • Conceptualised and executed a job mapping and compensation range exercise for the Technology roles • Partnering with business and HCM BPs during the year end comp process to effectively guide them in achieving the right outcome. • Improvised on the existing salary appraisal model to achieve the right pay mix for the employees while keeping fixed costs low for the firm • Ideated and created information packs for divisional leadership with detailed analysis of key people metrics such as attrition, YoY analysis, pyramid and guide on macro-economic, key talent and market factors • Reporting: Designed management committee reports and metrics during year end to assist senior leadership on a macro-level compensation view
Part of the India compensation team which runs processes like offer compensation, benchmarking, campus rates review and year end salary revision. Responsibilities include - Advise recruitment on offer compensation so as to remain commercial to the firm as well as fair to the candidate Run the annual campus rates review process - conduct benchmarking ourselves for the various types of colleges visited by the firm and advise stakeholders to align their recruitment strategy with the market Conduct annual compensation benchmarking study with external vendor which includes job matching and verification of results. In turn advise divisional stakeholders on the impact of positioning in the market.
Being part of the advisory and execution group of a new HR shared services model for the performance management and role changes processes at Infosys. The main objective of this group is to bring speed in execution, increase efficiency and reduce cost of operations of HR processes. It works towards transitioning operations to a centralized team thereby standardizing the process and delivering value to the stakeholders by continuously improvising and bringing operational excellence. Responsibilities: Handling the operations of the Performance Management, Promotions and Role changes process at Infosys. Execution of the Goal setting, Performance Evaluation and the Performance Improvement processes cyclically for the entire organization Educating the unit HR teams about the process so as to enable them to build strategic partnerships with employees. Training the BPO team members on the operations of the performance management and role changes processes. Transitioning the transactional activities of these processes to the centralized BPO team and to ensure full utilization of the team members. Managing systems and tools involved in the performance management and role change process Implementing process and system improvement projects to bring operational excellence and reduction in cost Focus on automating and standardizing the processes. To continually interact with central and unit HR teams to take away their transactional work and enable strategic thinking Highlights - Won HRD Shine Award for successful transition of the performance improvement process to the HR delivery team. - Won "Extra Mile Award" for taking additional efforts and exceeding expectations in terms of quality and reliability. - Appreciation received from the central and unit HR teams for bringing multiple improvements in the projects handled.