Sameer Rajpal

Role Overview: Leading the global HR mandate for a premier healthcare technology solutions provider. Responsible for aligning human capital strategy with business objectives to support the delivery of high-end software services and products (like CheckinAsyst) to the US healthcare industry. Key Strategic Initiatives: Strategic Talent Acquisition: Engineering a recruitment framework to attract niche technical talent specialized in US healthcare, product engineering, and QA. HR Digitization & Transformation: Driving the adoption of advanced HRMS and data-driven people analytics to streamline the employee lifecycle and enhance operational efficiency. Organizational Development: Partnering with the executive leadership to design a "future-ready" workforce, focusing on competency mapping and leadership development. Culture & Engagement: Cultivating a high-performance culture that emphasizes "fail-fast" innovation culture that encourages creative problem-solving and entrepreneurial thinking, while ensuring alignment with HealthAsyst’s mission of transforming healthcare technology, maintaining a strong sense of purpose and employee well-being. Global HR Operations: Managing end-to-end HR functions, from policy formulation and compensation benchmarking to performance management and employer branding.

Role Overview: Spearheaded the global Human Capital function for a patented AI-IoT deep-tech startup. Partnered directly with the Founder/CEO to institutionalize "The Bert Process"—aligning human capital strategy with high-speed innovation and R&D goals to build a global institution. Key Strategic Contributions: High-Octane Talent Acquisition: Architected a specialized recruitment engine to hire top-tier PhDs, AI/ML researchers, and IoT engineers, scaling the team toward high-growth milestones in a competitive deep-tech market. Foundational HR Systems: Established the entire HR infrastructure from scratch, including policy formulation, compensation benchmarking, designing hiring mix strategy and the implementation of digital HR systems to support a scalable workforce. Culture of Innovation: Championed a meritocratic and high-energy work environment focused on "First Principles" thinking, ensuring that HR practices mirrored the company's commitment to solving complex sustainability and efficiency challenges. Learning & Empowerment: Designed and led induction, training, and competency-mapping modules specifically tailored for niche tech roles to shorten the "time-to-productivity" and foster leadership from within. Employer Branding: Positioned Bert Labs as an "Employer of Choice" within the Indian deep-tech ecosystem, focusing on the brand’s mission of global nation-building and resource efficiency.

For one of the largest Indian Conglomerates: - Design, creation and standardization of competency catalogue - Digitization of Competency Framework & integration with relevant HR processes - Establish thought leadership on the stewardship of careers and define organization's philosophy on careers and ownership of the same - Design, develop and lead the implementation of the career development strategy - Explore digital career management solutions to facilitate multiple career trajectory and encourage cross functional movement within the organization through the talent talent marketplace For a leading job portal in India: - Develop skill, competency and proficiency matrix for various job types - Design, detail and finalize the overall assessment framework - Benchmark assessment and questions through controlled set and subject matter expert review - Setup assessments team including hiring and structuring the assessments team - Setup the necessary processes and standard operating procedures within the in-house assessments team

 Overseeing strategic and core Human Resource and learning & development functions of the company including managing the HR life cycle of the organization; taking care of the entire HR operations of the company.  Providing objective and strategic input and guidance to employees at all levels of the organization on career development, general management and employee relations.  Working with the organization’s executive management to establish a sound succession plan that corresponds to the strategy and objectives of the organization.  Defining organizational values and conducting value workshops for all employees.  Spearheading multiple employee engagement initiatives and got great place to work survey conducted.  Leading the implementation of HRMS solution for the organization.  Providing overall leadership and guidance to the HR and volunteering functions.

• Managed entire employee life cycle, hire to retire, as per the policies and processes. • Aligned the Human Resources function with the business objectives of the organization. • Drove HR and organizational development initiatives that supported the business goals. • Facilitated the introduction of new processes or systems through change management approaches. • Acted as advisor to business units in helping them manage people related matters. • Led the employee engagement initiatives across the organization. • Worked on employee retention and maintaining high level of employee motivation. • Implemented multi-tiered interview process to make the hiring process more robust. • Worked closely with the business heads for progression and salary increment budgeting. • Implemented 360-degree feedback as part of managerial performance appraisal. • Conducted interviewing skills workshop with focus on competency based interviews. • Ensured policy adherence and handled grievance redressal.

• Responsible for Learning Solutions practice for India and Middle East. • Program governance of large training roll out projects. • Designed solution architecture during pre-sales phase for learning and development opportunities in the space of Learning Consulting, Learning Content Development, Learning Technology and Learning Administration. • Consulting on various aspects of learning and development like training need identification, competency mapping, change management, tenure management, etc. • Conducted training programs for middle management on topics like first time leaders, conflict management, team work, feedback skills, etc. • Led the change management program for Karnataka State Police for DSP and above ranking officials. • Handled the women empowerment program “Mahara” by the Kingdom of Saudi Arabia government. • Developed a strategic relationship with the OEMs and technology partners, which is mutually beneficial at all levels. • Handled engagement with the internal and external clients for understanding the client’s requirement and setting the expectation for a symbiotic relationship. • Managed routine people management tasks like performance evaluation, front ending customer escalations and setting up corrective action plans.

• Formulated the Learning strategy for a new Telecomm service provider in India. • Played a stellar role creating the Learning organization road map and setting the Learning and Development department in the organization. • Developed the various training processes as per the industry best practices and international benchmarks. • Conducted training need identification and audited the content development effort to ensure it is in line with the learning curve of the target audience. • Took meticulous and structured approach in managing the new hire application and sales training roll-out across multiple telecomm circle to ensure timely roll-out of services. • Designed the cross cultural workshop for senior and middle management on Indo-Norwegian culture. • Conceptualized and implemented the succession planning and in-house leadership development academy.

• Managed the training needs including Technical, Soft skills, Role induction and Leadership trainings for the West region covering Maharashtra, Gujarat and Rajasthan. • Facilitated workshops for Leadership team including session like conflict management, team building, feedback skills, performance management and presentation skills. • One of the only 6 certified trainers for organization’s values workshop for entire Wipro Infotech. • Did Training Need Identification using 360-degree feedback including inputs from clients, project managers, and performance appraisal. • Created and Managed the training budget for the region. • Managed vendor management for the learning partners and ensured quality training delivery. • As Employee Engagement Champion for West Region led the Voice of Employees improvement initiatives increasing the score from 3.8 to 4.3 on a scale of 5.

• Managed a team of 11 trainers to conduct new hire and up-skill trainings. • Evaluated the effectiveness of training programmes by developing pre/ post assessment programmes and impact on business parameters. • Lead a team of 5 trainers as part of the transition team which travelled to Tampa, Florida USA for knowledge assimilation. • Interacted with client to understand their work practices, requirements and scope definition related to training processes. • Conducted Train the Trainer program for new trainers in the business unit. • Part of the transition team which travelled to Long Beach, California USA for knowledge assimilation. • Conducted training on processes, call handling and customer service skills for new hires. • Developed effective training programs in conjunction with various stake holders. • Led the outlier performance improvement program by designing the refresher training programs.