Srishti Sharma

Own end-to-end data governance and compliance across all people reporting globally, across 50+ jurisdictions and 9,000+ employees -Lead the analytics narrative for C-suite — framing workforce insights on cost, attrition, and organisational health in ways that drive executive action -Reorg & Org Design: Led data analysis in support of organisational restructuring — modelled reporting line changes, assessed span of control, and worked closely with HR leadership to build and validate new organisational fields in the HRIS, ensuring the system accurately reflected the post-reorg structure -Payroll Streamlining: Partnered with Finance to support a global payroll rationalisation initiative — analysed payroll data across entities, identified inconsistencies, and contributed to building a cleaner, more standardised payroll framework across the organisation -Scaled and structured the analytics team — expanded headcount through new hires, defined ways of working, and built a more process-driven function capable of handling growing complexity -Shifted the team's focus toward advanced analytics — moving beyond reporting into predictive and prescriptive work, and championing this evolution with senior leadership as the next frontier for the People function -Continue to oversee and evolve the simulation, dashboard, and integration infrastructure built at Senior Manager level Tools: Power BI, Python, Power Query, SAP Analytics, AWS QuickSuite/QuickSight

-Built a first-of-its-kind consolidated Headcount & Cost dashboard in Power BI — bringing together workforce numbers and people cost into a single unified executive view previously unavailable in the organisation -Expanded stakeholder presence significantly — presenting workforce insights directly to a mix of CHRO, regional HR heads, and C-suite (CEO/CFO/COO), translating complex data into narratives that informed strategic decisions -Led the Python and Power Query middleware build for the global payroll integration project, connecting payroll data across 120+ legal entities in 45+ countries — reducing manual reconciliation at scale Developed workforce simulation models for Operations to project incentive costs for the forthcoming year, enabling forward-looking budget planning -Took ownership of data governance frameworks, establishing standards for compliance and consistency across people reporting globally - Actively coached and upskilled the team on Power BI and Python — investing in individual growth and raising the overall technical capability of the function Tools: Power BI, Python, Power Query, SAP Analytics, Power Automate

Built the foundational analytics infrastructure and established core reporting capabilities for the People function. -Designed and developed HR MIS dashboards in Power BI covering headcount, net hires, and attrition — establishing the first standardised view of workforce metrics for HR leadership -Performed data churning and cleansing to ensure integrity of people data feeding into reports across multiple business units -Began exploratory work on workforce cost tracking, laying the groundwork for executive-level reporting -Merger (Vistra x Tricor): Supported the HR workstream of the merger by consolidating and reconciling headcount data across both organisations, identifying duplication and misalignment in role structures, tracking workforce changes during integration phases, and building reporting to give leadership a single unified view of the combined entity's people data -Took on people management from 2023 — leading and mentoring a team of 3–4 analysts while staying hands-on with delivery Tools: Power BI, Power Query, SAP Analytics

Transitioned fully into analytics, building reporting capabilities and deriving insights from workforce data to support business decisions. -Developed and maintained HR MIS dashboards tracking attrition, hiring velocity, and headcount movement across business units -Conducted structured analysis on exit data to identify patterns in voluntary attrition — segmented by tenure, function, and manager — surfacing early intervention opportunities -Supported workforce cost analysis and reported findings to HR leadership, shifting conversations from anecdote to evidence

Handled end-to-end HR operations including recruitment, payroll, performance management, and industrial relations across a field-heavy workforce. -Designed MIS reports for management on manpower cost, headcount, and productivity — an early step toward embedding data habits into HR processes -Managed the full PMS cycle: parameter design, data validation, performance scoring, and timely closure -Handled industrial relations matters including show cause notices, charge sheets, and domestic enquirie

Spent seven formative years as an HRBP in one of India's largest retail environments — managing the complete HR lifecycle for a high-volume, high-churn workforce. -Owned attrition analysis at store level: calculated attrition rates, tracked per-person productivity, modelled manpower and recruitment costs, and reported trends to store leadership — providing an early, practical grounding in workforce data -Managed recruitment across channels including job portals, campus drives, consultants, and employment exchanges -Designed and delivered monthly functional training programmes based on structured needs analysis, tracking Training Man Hours against budget -Administered payroll including statutory compliances (ESI, PF, LTA, holiday wages), leave registers, and wage records -Led employee engagement initiatives and managed grievance resolution, exit interviews, and full and final settlements

I worked at Fiserv as an Intern for 10 weeks in HR dept.