Devjani Goswami Sharma (She/Her)

- Embed a Talent mindset at Leadership Level through talent ownership, reviews and development plan actions. - Roll out interventions for developing pipeline readiness for key roles and to establish a consistent Framework for developing talent. - Drive and embed the revised Values & Behaviours deep in the organization. Continue to build an inclusive culture which fosters diversity. - Design and roll-out of the Edelweiss Leadership Program across the group. - 360 Degree Implementation across the group. - Responsible for design and roll-out of Edelweiss Reward and Recognition Strategy across the group. - Educating Business Stakeholders and HR Relationship Managers for implementation of any critical projects.

HR Connect Business Partner for Aon’s HR Generalist Function for three out of the five Aon Businesses in India – Knowledge Services, HR BPO, Aon Shared Services - Driving HR Service Delivery through the HR Connect Team on employee queries, policy clarifications, performance management, total rewards and other HR related activities. - Chalking out the Employee Engagement Blueprint for Aon. - Responsible for putting in place Aon’s Policy Governance Framework. - Work Force Relations - Investigating all complex issues of violations of code of conduct. - Member of the ICC at Aon for management of Sexual Harassment Cases Projects Managed: 1. Digitization of the employee grievance process and implementation of dashboard to track productivity. 2. Conceptualization and design of the “Manager Effectiveness” Program for Knowledge Services and HR BPO.

- HR Business Partner for Manco as well as Corporate Office comprising of 700 employees across different functions. Work in close partnership with Regional specialist teams like Staffing, TMOD, Learning & Development and Compensation & Benefits to introduce and sustain key interventions for the businesses. - Redesign and implementation of the Performance Management process at Abbott - Setting up the Learning & Development Architecture for the organization Projects Managed: 1) Leading the worksteams of “Young Talent Management” and “Abbott Learning Academy” and Abbott’s “Employee Value Proposition” from ATC. 2) Spearheading the Change Management Process with the Integration and alignment of Abbott Truecare Functions with Abbott Global Functions and implementation of the “One Abbott” Strategy. 3) Re-design of the existing Performance Management philosophy and implementation thereof. 4) Career Progression Planning for the Sales Leadership Team. Planning and Roll-out of Assessment & Development for ZSM’s and NSM’s 5) Organization Projects on "Communication" and "Collaboration" basis eSat Survey Finding 6) Design and Roll-out of the Truecare Reward and Recognition Process. 7) Planning and implementation of the Abbott Wellness Program. 8) Revamp of all HR Processes to build in Employee Engagement Elements through the Employee Life Cycle to create a “WOW” experience.

- Chalking out and establishing the Talent Management and Development Blueprint at Abbott. - Create and implement blueprint for Employee Engagement(Communication, R&R, Fun@Work and eSat Surveys) - Milestones 2012; 2013 & 2014 - Responsible for Organization Development and Change Management Initiatives

Head - Learning & Development, Talent Management, Performance Management, Compensation Management & Employee Engagement - Ensure effective implementation of Performance Management Process for 18,000 employees with emphasis on building a high performance culture. - Responsible for the entire Learning &Development life cycle. - Design and roll-out of the employee engagement (communication, R&R, Fun@Work and opinion surveys) calendar. - Analysis of the existing Compensation trends and benchmark within and outside the industry and ensuring competitive pay structures for all roles across the organization. - Support and coach Sales HR Team in implementation and execution of initiatives at the field. - HR Business Partner to the Operations Team comprising of 700+ employees and responsible for end-to-end HR Service Delivery for them. Project Management : 1) SAP Implementation(All Modules), 2) Implementation of 360 Degree feedback, 3) LMS Implementation, 4) Balance Scorecard Implementation, 5) Outsourcing of Exit Interviews 6) Design and Development of Career Progression Policy for Operations and Sales Frontline Team

HR Business Partner for Sales & Marketing Solutions. Managing the entire employee lifecycle for the sales & marketing team

- Design, roll out and ensure implementation of a company-wide learning & development calendar based on Training Needs Assessment. - Cascade the ‘Honda Philosophy’ across the organization. - Design and Delivery of the Honda Induction Program and the Honda Fundamental Course. - Anchor the new hire induction program for GET’s and other Lateral Hires. - Responsible for the Internal Communication and the monthly Newsletter. - Conceptualization, planning and managing the “New Honda” Circle (Quality Circle) sessions and the grand Finale. Achievements: - Imparted various training programme to a workforce of 2500 + and have consistently maintained an A + rating over a period of one year. - Youngest Certified Advisor “Honda Fundamental Course – 1”. Re-designed the entire course as per HMSI requirements and have successfully implemented it. - Independently organized the HMSI NH Circle (Quality Circle) Annual Convention 2003 ~04.