Meghna Mahajan

fostering employee-centric initiatives that drive a positive workplace culture and enhance engagement , excellence in creating an inclusive and dynamic environment that strengthens employee relationships and optimizes organizational success.

•Overseeing the planning, direction, and management of all HR-department activities. Segmented HR delivery through HRBP, HR Solutions and HR Operation teams for achieving Total Employee Experience. •Implemented various diversity and Inclusion policies and strategies to hire and retain top talent. •. Created various policies resulting into higher retention. Worked on Employee Assistance Program. •Identified and managed the action plans for top talent and low performers, •Actively engaged employees remotely and virtually during Covid times. Eg. Virtual connect, employee connect, manager and team connect, Covid task force etc. • Effectively implemented the Succession Planning, People and Talent Review program for all key positions within the leadership teams. • Identified, nurtured and developed current talent to meet future skill needs. • Designed and rolled out a 360-degree feedback processes for Leadership team. • Implemented peer review, supervisor review and team review.

• Managed strategic communication plans to internal and external stakeholders both within and across geographies. • Evaluated available talent to determine fit to new structure, staffed new teams and effectively managed the outplacement of impacted employees. • Set up HR function, including setting up of HR Operations, processes and policies for leading start up organizations. Created and Implemented best HR Practices at work. • Designed and implemented various HR policies, employee handbook and HR Manual. • Coaching business leaders and advisor to the management team. • Talent Management, people review and capability development of key talents and key experts. Inculcating talent mindset in the organisation and driving performance orientation in alignment with company philosophy • Provide specific HR interventions to address business issues. • Identified as key talent & nominated for Leadership Excellence Acceleration Program.

Causeway is the only global software provider that powers the design, build, operation and maintenance of the built environment. • Partnered with business leaders globally to drive People Strategy and organization agenda. • Recommended new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR. • Introduced 2 weeks Scrum (agile methodology) for HR function. • Led annual performance management processes including training of employees and managers on appraisal system and goals, and ensured complete documentation and follow through. • Provide strategic direction to the Human Resource function of the company. • Seamless deployment of People Processes and driving people transformation initiatives across countries in close coordination with different geographical HR teams

• Responsible for the end to end HR function covering the entire gamete of employee lifecycle. • Formulated HR policies and processes for compliance with legal and regulatory standards and made recommendations to management for improvement. • Provide corrective counseling and guidance regarding employee disciplinary activity, including dispute resolution. • Implementing PMS using Bell Curve.

• Headed the overall HR functions of Talent Mobilization, Talent Engagement, Learning & Development, C&B, OD & HR Business Partnering for APC R&D and IT division. • HR specialist involved in the entire M & A life cycle from due-diligence to integration. Handled 25+ separations of junior and middle level management as part of acquisition process. • Facilitated in setting up new R & D center for ITB • Various Business Verticals handled as part of Job Rotation within Schneider Electric. • Facilitated in making corporate videos, part of editorial team of Global HR Newsletter etc

• Induction of new employees. • Orientation Training Programs for the existing employees. • Collate the training needs identified on a competency-based model and prepare the competency-skill matrix and then the training calendar on a yearly basis. • Coordinate the various Cross-functional Teams being promoted for encouraging employee involvement and participation. • Coordinate for setting the Key Result Areas as part of the Performance Management System of all the employees. • Recruitment at all levels. Responsible for maintaining, sifting, screening through the resumes of software professionals, etc. • Completing formalities prior to Performance Appraisal of employees. Designed & conducted an Employee Satisfaction Survey which is incorporated in the organization. • Handled employee retention problems and on the job and off the job grievances by conducting counseling sessions for the employees. • Designing induction programs for joiners at entry level and middle management.