Pavithra Sharma

Strategic HR Planning: Collaborate with senior leadership to develop and implement HR strategies aligned with the organization's goals and objectives. Analyze workforce trends and provide insights to guide talent planning and development. Talent Management: Lead talent acquisition efforts, including workforce planning, recruitment, and onboarding. Develop and implement talent development programs, including training and career development initiatives. Employee Relations: Address complex employee relations issues, providing guidance to managers and employees. Ensure compliance with employment laws and regulations. Performance Management: Oversee the performance management process, including goal setting, performance appraisals, and feedback. Identify opportunities for performance improvement and talent development. HR Program Development: Design and implement HR programs and policies that support organizational objectives. Monitor and evaluate the effectiveness of HR programs and recommend improvements. Change Management Assist in managing organizational change initiatives, including restructuring and mergers/acquisitions. Communicate changes and ensure buy-in from employees. HR Metrics and Reporting: Track and analyze HR metrics to assess the impact of HR initiatives and inform decision-making. Prepare regular reports for senior management. Employee Engagement and Culture: Foster a positive workplace culture that promotes employee engagement and retention. Develop and implement employee engagement strategies.

Key Role • Leading HR for the Southern 2 region & part of HR Core Leadership Team of India • Driving the entire employee life cycle (incl. TA) for 380+ employees in a territory • Driving the focus towards building a culture of learning collaboration & promoting internal growth • Pro-active manpower planning &fulfillment of key positions – thereby enabling business continuity. • Successfully set up the Bangalore office in January 2020 to capture the up-country market. Deliverables: o Develop and implement HR policies throughout the organization and Alignment of the HR functions with business strategy. o Responsible for all aspects of Workday, including Core HR, Recruiting (ATS), Onboarding, and Talent Management. o Planning Employee Career Paths, Promotions, and Transfers in consultation with stakeholders and the Management. o Responsible for driving a R&R program - “India Business League”, for achieving the organizational goal of “Go for Double” – doubling the revenue of the organization at the same fixed costs. o Responsible for driving the Talent Management (Performance, Succession Planning, Career Roadmap) for the entire team. o Partnering with leaders & stakeholders to increase the productivity/capacity utilization of the team. o Conducted an organization diagnostics exercise for the team to identify the gaps/issues in the team basis few parameters. o Analysing trends and metrics to develop HR solutions, programs, and policies. o Timely & successful implementation of talents, internal filling up of vacancies, and Retention of High performers. o Find the right balance between business needs and employee advocacy. Provide consultation to managers on employee engagement strategies with their teams. o Improving and monitoring employee productivity. Providing day-to-day performance

o Ensuring alignment between the business operations and the HR practices and objectives. o Conduct bi-weekly meetings with business leaders and provide HR advice where necessary o Work closely with management and employees to improve work relationships, build morale and increase productivity and retention o provides HR guidance, analyze metrics, resolve employee relations issues, and work with management to improve work relationships and productivity o Resolving complex employee relations issues and addressing grievances o Consults with line management, providing HR guidance when appropriate. o Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies. o Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. o Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. o Provides day-to-day performance management guidance to line management o Develops contract terms for new hires, promotions, and transfers. o Assists international employees with expatriate assignments and related HR matters. o Provides guidance and input on business unit restructure, workforce planning, and succession planning. o Identifies training needs for business units and individual executive coaching needs.