Anusha Viswanathan

• Provide high-judgment HR consulting to managers at all levels, leveraging deep expertise in HR policies, programs, and tools to drive positive employee and customer outcomes. • Operate independently as a regional subject matter expert, partnering with HRBPs, ER, Legal, IXT, and other PXT teams to deliver integrated people solutions. • Support managers through complex employee relations, performance management, disciplinary actions, investigations, grievances, and organizational change, ensuring compliance, risk mitigation, and bias-free decisions. • Analyze performance and employee data to identify trends, surface insights, and develop scalable solutions to systemic issues using technology, CRM tools, and simplified processes. • Design and deliver manager education through 1:1 coaching, stakeholder forums, and scalable learning initiatives to strengthen people leadership capabilities. • Drive and improve employee and manager programs, leading change management strategies to ensure effective adoption across diverse employee groups. • Act as a steward of Amazon’s culture and employee experience, recommending process improvements and best practices based on data and organizational needs. • Mentor junior team members and shape regional best practices to elevate overall team capability

In my role as Regional HR Partner at Kinaxis, I collaborate with global HRBP teams and Centers of Excellence to implement enterprise-wide HR programs tailored to the Indian market. I focus on aligning these initiatives with business goals while ensuring compliance with local labor laws. My responsibilities include executing leadership development initiatives and annual talent cycles, enhancing managerial capabilities, and providing actionable coaching to regional business leaders. I analyze HR dashboards and workforce analytics to deliver insights that drive employee performance and engagement. Achievements: I have successfully contextualized global HR policies for local implementation, ensuring adherence to employment laws. My efforts in leadership development have strengthened succession pipelines, while my analytical approach has led to data-driven decisions that positively impact employee engagement and retention.

As Deputy Manager – HRBP, I championed Diversity, Equity & Inclusion initiatives, resulting in a notable increase in gender diversity at leadership levels. I designed onboarding programs that significantly boosted new hire engagement and reduced ramp-up time. My role involved leading conflict resolution initiatives, utilizing data-driven strategies to enhance employee satisfaction, and collaborating with Talent Management to develop leadership programs for diverse employee groups. Achievements: I successfully implemented HR digitization efforts that increased operational efficiency and improved organizational change adoption. My initiatives in feedback and motivation strategies have contributed to overall organizational excellence.

As an HR Business Partner, I worked closely with business leaders to align people strategy with organizational growth. I partnered with leadership across functions to drive performance enablement, employee engagement, and capability building for a 800+ member workforce. My role involved facilitating performance management cycles, implementing structured feedback mechanisms, and supporting managers in conducting meaningful goal-setting and development conversations. I collaborated on career pathing and succession planning to strengthen leadership pipelines and retain high-potential talent. I led data-backed engagement interventions by analyzing eNPS and mNPS scores, driving follow-up actions with business leaders, and building programs that improved team morale and manager effectiveness. I was also actively involved in shaping business-aligned HR policies and coaching managers through complex people matters, including conflict resolution and team realignment. Using HR analytics and regular check-ins, I translated business needs into people outcomes — supporting scale, alignment, and readiness for change across teams. Achievements: • Enabled successful rollout of performance appraisals during a critical growth phase, scaling from 120 to 800+ employees within two years. • Onboarded over 1,000 employees with high-impact HRBP support — improving early retention and reducing ramp-up time. • Contributed to maintaining >70% eNPS/mNPS scores by leading data-driven engagement and retention programs. • Supported Series A funding due diligence by delivering people metrics and insights aligned with investor expectations. • Introduced structured exit feedback loops that informed real-time retention actions and improved manager accountability.

As an HR Generalist, I led end-to-end ownership of the employee lifecycle—from onboarding to exit—for a rapidly scaling workforce. I managed employee relations and engagement through proactive 1:1s, skip-level meetings, pulse checks, and focused HR interventions, fostering a transparent and high-trust culture. I independently managed payroll for 500+ employees and drove the performance and compensation review cycles, including promotions, bonus payouts, and off-cycle corrections. I executed rewards and recognition programs and drove company-wide engagement initiatives that boosted morale and cross-functional participation. I developed and implemented scalable HR policies and partnered with functional teams to drive compliance, streamline operations, and enhance the employee experience. I created a centralized HR document vault to improve data access, compliance, and audit readiness, and ensured accurate record-keeping across HR systems like GreytHR and tools like Flock. My role also included designing and maintaining monthly HR dashboards, showcasing key people metrics including hiring, attrition, engagement, rewards, and ESS, enabling informed decision-making by leadership. Achievements: • Onboarded 1,000+ employees independently, building scalable onboarding processes that enhanced early engagement and integration. • Managed payroll and compensation cycles for 500+ employees with 100% accuracy and timely execution. • Created and launched a virtual HR document vault, improving compliance and reducing manual effort. • Delivered monthly HR dashboards with actionable insights that guided business and people strategy. • Led R&R and engagement programs that increased participation and employee sentiment across teams.

As a Senior HR Executive, I managed HR operations for a large workforce, ensuring compliance and efficiency. I designed benefits programs that improved employee satisfaction and facilitated training programs that enhanced skills and productivity. My role involved optimizing the recruitment lifecycle and collaborating with leadership to develop engagement strategies. Achievements: I successfully implemented performance reward systems that recognized high performance and boosted morale across the organization.

Managed core HR operations including onboarding, recruitment coordination, employee records, and engagement activities. Worked closely with leadership to align HR practices with business goals and ensure seamless daily execution. Partnered across teams to streamline processes, improve employee experience, and foster a responsive, people-first culture. Achievements: Led onboarding and HR support for academic and administrative teams, improving integration and retention. Drove regular engagement and development initiatives to strengthen morale. Maintained accurate HR records and supported compliance through timely audits and reports. Acted as the primary contact for employee queries, ensuring clarity and support.

• Shadowed a senior HR executive to handle Exit Interview Process • Managed assigned requisitions and worked with hiring managers to determine internal hiring needs and standardize candidate pipelines • Partnered with functional head to pro-actively identify the hiring needs • Managed end-to-end recruitment process • Coordinated with recruitment agencies to source candidates for open requisitions