Himanshi Nair

Strategic People Partner: Partnering with business leaders across APAC &ME to develop and implement impactful People initiatives aligned with business goals. Providing an expert guidance on all aspects of People division, including talent management, employee relations, compensation & benefits, and workforce planning. Talent Champion: Leading the development and execution of talent acquisition strategies to attract, recruit, and retain top talent across APAC. Collaborating with the Talent Acquisition team to craft compelling job descriptions and ensure successful candidate identification. Culture Catalyst: Fostering a positive, inclusive, and high-performing work environment that reflects the company's values. Championing diversity and inclusion (D&I) initiatives, promoting a culture of collaboration and high employee engagement. Change Agent: Identifying areas for improvement in current People practices and policies; recommending and implement strategic solutions in partnership with stakeholders. People Subject Matter Expert: Leveraging deep HR knowledge to advise on best practices in organizational effectiveness, compensation and benefits, leadership development, and other relevant areas. Compliance Champion: Ensuring adherence to all HR policies and local labor laws across the APAC & ME region. Working closely with the Employment and Labor Relations team to stay updated on legal requirements. Results-Oriented: Analyzing People data and metrics to develop data-driven solutions and programs that enhance business outcomes.

An advisor to the C-suite for people matters and organization culture in alignment with business strategy. Partnering with global mgmt. teams & HR teams in building new entities of business operations in APAC region. • Steering a team of 2 human resources professionals (Talent acquisition+ HRBP’s+ HR Ops). • Strong collaboration with the global HR COE’s functions, interfacing HR initiatives and driving implementation of HR program at regional sites. • Successful implementation of the company wide HR programs thereby enabling business to meet people priorities. • Driving HR strategy for the region & agenda for enabling business results, people productivity and employee retention. • Building high focus on people advocacy, 1-1 pulse sessions, HR roundtables to sense people pulse and provide upward feedback on people risk & retention. Led the Pulse engagement survey / E-SAT surveys for ensuring all requisite & relevant results were implemented with an action plan. • Fostering change management initiatives in building a positive organization culture, work excellence, site environment, engagement & values. • Custodian of the regional people polices compliances, procedures, and employment regulations. • Extensive work on HR transformation and HCM processes for the region. • Leading the talent acquisition function, expertise in workforce planning, frontline hiring, leadership hiring,onboarding and employee retention. • Strategized the talent management framework, succession planning, hi-pot development, and talent mapping with business leaders. • Devising the compensation strategy and structures for the people, managed effective payroll budgeting and total rewards cycle for employees including benefits. • Steering the performance management process (Annual Check-In’s) and reward cycle for the organization; • Overseeing HR initiatives, HR dashboards, reports, metrics & tactics; hands-on over the country specific regulations, compliances, and governance.

Responsible for consulting with management translating business strategies and objectives into tangible human capital plans. Strategic HR Partnering with business&sub verticals on workforce planning and talent skills assessment.Providing seamless partnership to divisional leadership on organizational effectiveness and talent initiatives. Working closely in developing critical resources for succession/progression by working on models lateral practices,role enhancement- special projects,developing team leadership roles for potential successors by partnering with functional heads. Building effective talent strategy involving people and their current and potential capabilities to enable valuable talent decisions aiming business achievement and talent retention. Contesting resource capability to changing business requirements and conditions, maintaining a workforce plan (Critical/ role based positions and the required competencies) & making resource projections. Fostering talent by facilitating talent reviews to ensure right talent placement for the business plan supporting succession by identifying the values,behaviors and skills for future leaders development and placement. Leading performance management cycle enabling achievement of business and people goals for the division; managing effective communication and awareness for teams and leadership and leading to organizational effectiveness. Managing talent development framework to support accelerated learning and growth using the 70/20/10 approach for strengthening the organization capabilities(OJT, Mentoring & Coaching, performance planning). HR Transformation to build enterprise knowledge,implementing HR initiatives and platform sharing uniform HR capabilities leading to improved outcomes. Change management by supporting important organizational changes by assessing people impact of changes and mobilizing positive employee sentiment to embrace change and effectively managing employee relations and retention.

Contributed to Global HR transformation projects and policies seamlessly with global counterparts and implemented uniform projects and processes to leverage synergies. Partnered with line managers and employees to address all types of employee relations issues ensuring a balance in representing all parties’ interests. Developed Secondment program for employees enabling job rotation and on job learning leading to succession pipeline. Partnered with managers to retain, develop and motivate talent to achieve their fullest potential. Focus Group Discussions to capture the pulse on floor, employee well being, and issues employees are facing with reporting managers and driving action plans out of the same. Extended seamless support to the leadership team on human resources related matters, policies and procedures. Facilitated talent development through counselling & performance planning, implementation of appropriate solutions for development and growth. Identified opportunities for performance improvement through developing Performance Improvement (PIP) plans, undertaking internal diagnosis, process/system reviews in order to understand barriers and possible solutions; conducting external research into good practice and new ideas. Supported specific performance improvement initiatives through specific interventions of behavioral competency framework and 360 degree feedback process. Managed Rewards & Recognition program for enhanced employee motivation.Managed Performance management and awareness sessions followed by Goal Sheets and KRA updation for the financial year, facilitated performance discussions and building pipeline. Designed and facilitated in-house events – Town halls, knowledge sharing forums as required. Worked with the Internal Communications team to ensure effective communication and consultation processes and to build staff engagement. Executed yearly E- SAT Surveys and executed D&I initiatives across the organization.

Lead for Talent development and Engagement, HR Business partner interventions across North Zone. Involved in manpower Planning, job descriptions, strategy about recruitment source & process. Oversee and manage the recruitment process and life-cycle, including sourcing candidates conducting initial assessments, 1st line interviews and offers as well as coordinating the mobilization and on-boarding process. Established and implemented Service Level Agreements (SLAs) based recruitments. HR polices: Ensured employees are adhering to all Company’s/HR policies and procedures. Responsible for driving core HR process excellence initiative to create healthy work environment. Managed Probation Confirmation/ extensions appraisal for employees. Managed disciplinary proceedings and issues and ensuring closures on same. Ensured all HR regulations is as per compliance process and SOP’s. One Point Contact for all employee queries and proving optimal solutions for same. Employee Engagement: Led engagement activities for entire north zone, Managed Yearly Employee satisfaction survey and action planning, progress communication on survey results Worked closely in developing employees for succession planning by working on models lateral practices, special projects, developing team leadership roles for potential successors. Training Interventions: Designed training interventions in amalgamation with business strategy and customizing programs.

HR Generalist, Training and development responsibilities