Shweta Patil (she/her)

• Served as a trusted advisor to business leaders across three business units, aligning HR strategies with organizational goals. • Led talent management initiatives, including workforce planning, recruitment, and performance management cycles. • Fostered a positive and inclusive culture by implementing engagement surveys and driving action plans based on analysis.

• Designing and executing a comprehensive diversity and inclusion strategy aligned with organizational goals across 17 countries in Asia Pacific. • Establishing clear diversity targets and action plans, ensuring these are integrated into talent acquisition, development, and retention processes. • Promoting an inclusive workplace by driving programs that increase awareness. • Advising business leaders on talent challenges related to attraction, development, advancement, and retention of diverse talent, partnering with the Inclusion & Diversity office to design and implement tailored programs. • Monitoring external trends and best practices to enhance diversity, inclusion, and retention strategies within the workforce. • Leading & Supporting training initiatives to foster inclusive behaviors among managers, promoting a culture of inclusion within the region. • Coordinating regional Inclusion Eaton Resource Groups (iERGs), ensuring alignment with the Regional Inclusion Council’s priorities and action plans.

Role: Provide data driven insights to global stakeholders Deliver portfolio of reporting and advanced analytical solutions Project Manage advanced analytical solutions eg. predictive modelling Leader of People Role : Responsible to drive engagement and match ambitions with capability Drive culture of innovation and continuous improvement

• Partner the Business Unit Head in the formulation and implementation of business specific HR interventions • Optimize HR costs across the organization through workforce rightsizing, productivity enhancement redeployment etc. • Lead periodic review of organization structure, reporting relationships and delegation of authority to align with the organization strategy and needs. • Provide overall supervision and guidance on the performance management process and continuously monitor its efficacy. • Support HR budgeting process by providing inputs on various employee related expenses for the respective business units to serve as an input to the annual operation plan. • Conducting timely goal setting, monitoring, review of performance and provide feedback to team members. • Ensure high level of employee engagement and retention of critical employees. • Designed and Implemented 10+ process for PPR of employees, Recruitment Drive, Transfer, Job Responsible rotation & Promotions.