ilango AP (he/him/his)

Responsibilities:  Consulting at all levels of management to translate business goals to overall people strategies.  Develops and implements programs that support individual and organisational objectives that are aligned with Business Unit and/or enterprise-wide needs.  Oversee the administration and delivery within the business unit(s) for performance management, talent management, total compensation administration, training and development programs.  Provide review and consultative services for reorganizations/realignments.  Identify necessary human resources policy or program changes and recommend alternative practices to the appropriate Human Resources area.  Conduct performance management process, provide input for hiring and disciplinary actions, develop talent management and succession plan.  Lead and manage the HRC team

Role: Vice President – Head HR (500+ Employees) Reporting to: Managing Director / EMEA HR Head Responsibilities:  To work across levels to be a trusted HR partner. Understand the business needs; translate them to HR focus areas. Initial focus was to make HR credible / approachable.  Employee Engagement – Sustain the culture in a high growth environment. Facilitate discussion with the business to analyze, plan, act and sustain engagement.  Talent Management (TM) – Identify top talent / successors and develop them to the next level of leadership using multiple levers. Drive Performance Management.  Talent Development (TD) – Partner with the business to identify and develop organization-wide and individual focus areas. Key focus was to coach/mentor leadership team, building domain and feedback culture.  Talent Acquisition (TA) – Develop a TA strategy based on business strategy and execute. Additional focus to improve workforce diversity.  Employee Relations – Effectively manage and resolve ER concerns in compliance with company values and local laws.  Strategic Initiatives – IT / HR Transformation, Values Workshop, Transition to 2nd / 3rd Site, Top Talent Program, Chair Global Inclusion and Transport Committee etc Competencies Developed: Business Partner, Transformation, Leadership Development and Coaching

Industry: Financial Services Reporting to: Senior Director / Senior Vice President Responsibilities (2000+ employees) from July 2009 to March 2010: - Consult with the business to identify organizational effectiveness / capabilities needs and build learning solutions and domain framework. - Responsible for learning solution development, implementation and evaluation. - Build coaching culture in the organization - Developing the Talent of 5 member team to increase their effectiveness as a Performance Consultant - Drive Organization wide initiatives eg: Domain Knowledge, Operations Management Capability - Additional responsibility of HR for HR Role: HR Manager (Generalist Role) Reporting to: Director / Senior Vice President Responsibilities (Sept 2006 to June 2009):  Partner a Client Group of 800 to 1000 employees across two sites  Additional responsibility of HR for HR reporting to Senior Vice President  Provide HR Generalist and Employee Relations with 4 Direct reports  Performance Management – Talent Management, Coaching, Career planning  Lead and contribute to the Fidelity wide initiatives – Induction, specials projects, HR competency model, career planning program, Organization Modelling Competencies Developed: Business Partnering, People Management, Employee Engagement, Coaching & facilitation  Awarded Kaizen "Pathmaker" award for an idea which lead to $100,000 savings – Fidelity 2010  Extraordinary Coach Skills facilitator (CERTIFIED by Zenger Folkman) – Fidelity 2009  Awarded as the best facilitator for Leadership Skills – Fidelity 2008

Role: L&D Client Manager – WW Global Solution Center Jul 2005 – Sept 2006 Reporting to: Director – HR Responsibilities:  Account Manage L&D for HP’s remote product support group with 10,000+ employees spread across Asia, Europe and Americas  Translate strategic business needs to L&D strategy and ensure execution through value chain  Partner with HR to develop strategies to develop Critical workforce capabilities  Lead investment priorities and manage consumption dollars Competencies Developed: Global Account Management, Virtual / matrix working, Strategizing

3. Organization: Sun Microsystems, Bangalore Role: HR Manager Reporting to: Head – HR Responsibilities:  HR Generalist for 500+ employees managing Performance Management, Employee Relations, Driving people initiatives, Policies, Compliance etc  HR BPO Lead to manage knowledge transfer for smooth transition to the BPO vendor  Process Improvements: Map existing processes, analyze and re-design to improve effectiveness and to positively impact Employee Satisfaction  Lead the Staffing: Strategize and manage outsourced recruitment partner in achieving the staffing requests for the business

A. Industry: ITES GE Biz: GE Capital International Services (GECIS), Location: Bangalore / Hyderabad / Delhi / Jaipur Role: Transition Manager (2 years) Reporting to: Vice President / SDL Responsibilities: Migration of Business Processes to GECIS  Key responsibility – To Study, Analyze, Propose Solution to Business Leaders and Project Manage Migration to GECIS working with Operations, IT, HR, Finance and Legal Teams  Transitioned more then 60+ FTE’s to GECIS from various GE Businesses using Six Sigma Methodology  Executed Migration projects related to Finance & Accounting – Payables, Re-conciliations, Cash Applications & Payroll  Traveled extensively and have culturally exposed to Europe, Asia, Middle East & US  One of the two Lead Trainers / instructors for the Transition Methodology. Trained and certified 20+ employees on the Transition Methodology. Competencies Developed: Six Sigma, Project/People Mgmt, Finance Skills, & Customer Focus

B. Industry: ITES / Manufacturing GE Biz: Multiple - GE CIS, GE Plastics , GE Power Controls Location: Bangalore / Hyderabad / Delhi Role: HR Generalist / Staffing (5 years) Reporting to: AVP HR / CEO / VP HR Responsibilities:  Partnered with Business from 200 to 1000+ employees across multi-locations  Independently lead the HR Function for GE Plastics for 8 months  Performance Management to manage talent and to contain attrition  Employee Satisfaction Survey – Administering, analyzing of results and action planning  Vendor Management  Staffing / Hiring - Strategy and execution  Restructuring – Designing & Execution  Standardization & Statutory Compliance – HR Policies, Medical Insurance & Retrial Benefits, Statutory Compliance Competencies Developed: HR in multiple environments, Staffing / Assessments, Experience in start up, Performance / People Management, Processes & Metrics Orientation, And Compliance