Vinod Kumar

As the HR Leader for IBM Consulting in India, I oversee a dynamic organization of 50K+employees. In this pivotal role, I am responsible for shaping and executing HR strategies that align with our business objectives and drive overall organizational performance. My key responsibilities include workforce planning to ensure we have the right talent in place to meet our strategic goals, as well as leading initiatives focused on leadership development to cultivate the skills and capabilities of our future leaders. Additionally, I collaborate closely with business leaders across India to identify opportunities for growth and implement effective HR solutions that support our strategic initiatives. My aim is to foster a high-performing culture that empowers employees and contributes to the continued success of IBM

Human Resources leader leading IBM’Hybrid Cloud Services within Global Business Services in EMEA Region. Responsible for all aspects of HR, including Career and Skills Strategy, Workforce Planning, Future Skilling, Leadership Coaching, Recruitment, Compensation, Leadership Development, Succession Planning, Performance Management

The Talent Solutions & People Analytics (TS & PA) function is part of IBMs Human Resources group who helps IBM win in the market by implementing people strategies that accelerate IBM’s business strategy. Key Responsibilities • Proactively identify skill gaps based on talent insights, business unit performance and offering forecast. • Lead with skill Analytics to enable and drive Unit skill strategy. • Develop strategic (learning / badging, experiential, etc.) plans / approach to address skills gap and advise on investments required to close • Review and integrate new roles and skills into the expertise taxonomy and career path frameworks. • Lead and support Execs, Practice leader and Manager enablement on Strategy, Offerings and Initiative. • Developing and Growing talent

The Talent Solutions & People Analytics (TS & PA) function is part of IBMs Human Resources group who helps IBM win in the market by implementing people strategies that accelerate IBM’s business strategy. Key Responsibility • Partner with the HR Leader and Business Unit leadership team to co-create, design, align and reinforce the People Strategy for their unit including influencing investment in business planning cycles such as Fall Plan, Spring Plan, etc. • Define a management system and own the talent results, along with the HR leader. • Support and Enable HR leaders in driving key talent metrics around EPH, Organic Placement, Diversity and Performance management. • Apply enterprise and BU specific talent offerings as part of the defined Talent Strategy. • Ensure an integrated (one HR experience) approach to all talent objectives, which include, but are not limited to: workforce planning, strategic diversity initiatives, and capacity management. • Developing and Growing talent

Vinod Pillai is a trusted advisor to the Business leader in the areas of organization-wide change management, development of a strategic compensation and rewards strategy geared towards growth, executive leadership development and coaching, succession planning, and in development of a winning organization culture. He has Strong business and HR acumen, including strong problem solving skills, critical thinking, and self-initiative. Key Responsibilities - Business HR partner leader for global consulting & services business (50000 employees). - Partnering and strategic consulting to the BU executive and the leadership team. - Design & delivery of HR solutions in collaboration with specialist HR verticals. - Leadership hiring and growth - Drive Career and Skill Strategy for the Unit - Compensation Strategy - Performance Management Cycle - Employee Experience and Well-being - Employee Grievance and advocacy

o - Provide strategic guidance to business on various people issues. - Responsible for driving compensation & benefit for the organization. - Performance and Talent Management across the organization - Leadership Development & Succession Planning. - Employee relations, communications and grievance handling. - Devising and implementing employee engagement initiatives and people development - Employee Advocacy Key Achievements - Leadership transition- Supported business leader in leadership transition. - Rated as one of the top contributor through out the tenure in HP. - Implemented various employee Engagement actions across the business group. - Improve compensation Intervention program from Budgeting to deployment - Worked with Business HR leader on workforce planning and organization design - Received HR STAR award from Country HR head.

Provide Staffing solutions to HP Software and Hardware business Unit Handled end to end recruitment for three large businesses.  Sourcing and screening the resumes as per the requirements of the business.  Regular interaction with hiring managers on understanding priority requirements & reviewing the hiring plan  Charted out the Campus Recruitment Plan which included indentifying the talent pool, coordinating entire process and induction in the group companies

 Responsible for recruiting for Software business of DCRTI.  Sourcing and screening the resumes as per the requirements of the business.  Coordinating with the technical team for the interviews and doing continuous follow-ups.  Involvement in campus hiring.  Designed and delivered the Induction program for new joinee.