Rajat Rana

Advise C-suite and board-level stakeholders on enterprise transformation, focusing on operating model design, global expansion, and long-term value creation. Lead the establishment and scaling of Global Capability Centers (GCCs), along with Managed IT and selective RPO strategies—aligning talent, governance, and service delivery to build resilient, globally integrated operations. Lead MARV Enterprise’s AI Advisory practice (marventerprise.com), partnering with business leaders to translate AI from concept to execution—identifying high-impact use cases, embedding AI into core workflows, and driving measurable improvements in productivity, decision quality, and operational performance.

Served as a pivotal member of the P&C and Life HR Business Partnerships Leadership Team, facilitating the development and execution of human capital strategies across multiple lines of business and functions. Reporting directly to the SVP, of Human Resources for P&C and Life, acts as a program architect and consultant, leveraging deep HR expertise to facilitate organizational design and effectiveness, strategic workforce planning, workforce development, and program/project management efforts. Collaborated closely with HR and business leadership, serving as a critical link between HR Centers of Excellence (COEs) and the business units across all the HR disciplines including Total Rewards, Talent Management, and Talent Acquisition. Responsible for developing, socializing, and maintaining relevant HR program and practice documentation that align with the company’s strategic priorities, driving change, and facilitating the growth and development of a high-performing workforce.

In this role, I led the vision crafting, strategy, and road mapping for two new HR analytics products. I oversaw end-to-end product life cycles and collaborated with engineering, design, data, and marketing teams, along with cross-functional stakeholders. Together, we prioritized features and enhancements, balanced customer needs, identified and rectified resource constraints, and built and executed business objectives. Our synergistic efforts resulted in a +27% quarter-over-quarter increase in productivity by defining, tracking, and analyzing KPIs to measure item success. By implementing data-driven strategies and fostering continuous improvement, we solicited feedback from customers, partners, and internal stakeholders to expand features and functionality. At the helm of product management with this group of high-caliber experts, I was confident we would propel Amazon to the forefront of the HR analytics sector.

Assuming a senior role with Amazon, the world’s largest online retailer, and a prominent cloud service provider, I collaborated with two vice presidents and nine senior directors to communicate the organizational vision and mission. I steered and coached a team of 45 high-ranking people managers in business transformation and talent management initiatives. We administered a multi-hundred-million-dollar compensation budget and served as trusted advisors and cross-functional meeting moderators to executive leadership groups. Some of our most notable outcomes included: ► Spearheading millions of dollars in bottom-line results by delivering two large-scale organizational transition projects and integrating groups across geographies to build agile infrastructures focused on efficiency, sustainability, and growth scaling. ► Championing a +31% year-over-year increase in staff retention by introducing listening pods and sponsorship programs for underrepresented populations to foster an inclusive environment that celebrated unique thought processes, culture, and talent diversity. We further improved top-tier employee retention by +4% by offering competitive compensation packages and rotating assignments to maintain interest. ► Promoting 11% of the senior manager pool by crafting succession plans and development opportunities with executive leadership teams, and aligning training with current and future job openings. ► Achieving a +16% improvement year-over-year in associate engagement by orchestrating annual talent management and compensation processes and collaborating with stakeholders at all levels to build customized interventions addressing operational challenges. I was fortunate to have had the opportunity to collaborate with this highly skilled team of professionals, and together we paved the way for cultivating a culture of equity, diversity, and inclusion with ample career advancement opportunities at Amazon.

Applying my expertise to a consulting role, I controlled multiple diverse projects in India through a professional network and allocated account budgets of nearly a million dollars in delivering client HR solutions, digital, talent management, and shared services strategies. With a keen eye on facilitating clients in architecting and launching HR-shared services and process improvement projects, I optimized +65% efficiencies in the HR delivery portfolio for a +12,000 headcount organization and broadened +27% capacity by automating HR processes and introducing KPIs and reporting scorecards.

Recruited to lead stakeholder engagement for an award-winning law firm representing clients in complex and high-value transactions, I coached senior partners on talent management best practices and joined forces with external consulting firms in building and introducing strategic HR interventions. Establishing business goals and financial targets, I implemented a performance assessment framework using a balanced scorecard methodology and oversaw 320 staff in organizational development programs, including a leadership competency program and succession planning initiatives. Our efforts paid off in bolstering +23% YoY employee engagement scores and securing +65% in HR efficiency by initializing automation techniques to transform organizational service models digitally. Additionally, we boosted +35% in talent management effectiveness by overhauling the evaluation structure and aligning operational functions with a balanced scorecard methodology.

Responsible for providing leadership to position at the forefront of the industry. Execute the organization’s strategic plan to advance company's vision and to promote revenue, profitability and growth. Oversee company’s operations to insure efficiency, quality, service, scalability and cost-effective management of resources.

Led a team of 18 HR professionals in delivering onshore and offshore supply chain hiring fulfillment strategies for a global professional services firm with capabilities across digital, cloud, and security. ▸+95% resource mobilization rate for project fulfillment, overseeing internal resource pools, recruitment pipelines, contract worker agreements, and university campus hiring programs ▸+87% improvement in fulfillment channel effectiveness by restructuring the internal resource pool and optimizing recruitment and deployment processes ▸Recovered tens of millions of dollars in staffing overhead by structuring financial KPIs, bench targets, and resource expansion techniques

Launching my career in human resources, I mentored and coached a squad of 12 professionals and ten contract staff in delivering key HR portfolios, overseeing compensation, benefit, operations, automation, analytics, payroll, and statutory compliance initiatives for a +6,000-person workforce at one of the world’s leading financial services companies. Controlling a budget worth hundreds of millions of dollars, I upheld +12% of the talent base by designing benchmarks for compensation and benefits portfolios, long-term retention and sales incentive plans, and initializing key metric reports for business leaders. Extending +38% capacity, we established shared services, analytics frameworks, and automated procedures. We recovered tens of millions of dollars in costs by building scalable HR frameworks to drive cost reductions and reliable HR transaction management.