Kavana VR

GHRBP : January 2023 to till date

• Support location worldwide in HR capacity and partner Global steering committee
• Identify organizational needs and collaborate with global HR team to develop and sustain proactive HR support model
• Coordinate global and cross entity HR initiatives with local counterparts
• Drive digitalization of processes and lead HRIS team in implementing global HR system(SAP Success Factor)
• Implement and further develop HR controlling processes and data analytics with HR Controlling team
• Implement Talent development program worldwide and leadership principles globally. Review and succession planning for N-1 level.
• Be part of significant projects, e.g. rollout of international guidelines
• Provides guidance and input on business unit restructures, workforce planning and succession planning
• Sparring partner and advisor for our top management and our locations worldwide in all personnel-related and labour law issues.
• Conducts weekly meetings with respective business head’s (MD’s) all 15 counties.
• Partner with client group regarding HR topics.

HR Head : Sep 2022 to till date

• Support talent management, compensation and employee benefits, training and Development, compliance, and workplace safety.
• Derive the training needs linked to the individual development need linked to various inputs from PMS, Competency & Succession gaps and consolidating to annual training needs.
• Driving succession planning by assessing performance and penitential skill by 9 grid model.
• Support on organizational structure and ability to meet business needs by Effectively managing employee lifecycle.
  Coaching and motivating Key stakeholders for achieving their set objectives.
• Connecting with all stakeholders to drive culture in organization.
• Analysing training needs, facilitating them for their improvements.
• Creating talent pipeline from diverse background as per organization needs.
• Employee Relations and Legal Compliance:
  Established proactive employee relations programs, minimizing conflicts and fostering a positive work environment. Ensured strict adherence to legal compliance in all HR functions, minimizing organizational risk
• Ensure operating committees are framed to comply company requirements and track timely progress and functioning (POSH, Safety, ERT etc)
• Liasioning with group leaders and council for initiating people roadmap..

Aligning and prioritizing human asset development requirements as per Hoshin Kanri and Plant master Plan.

Enhanced Skill evaluation process and methods for mapping skill matrix effectively. Networking across GE & LM subsidiaries to learn and share best practices for horizontal deployment.

Develop training(Classroom, simulation,on job,DOJO) materials, aids, methods, approaches, faculty requirement to impart effective and result oriented sessions/programs.

Collaborating with leadership to implement HR programsfocused on accomplishing targeted HR objectives.

Change management agent by demonstrating core leadership skills-Recognizing, coaching, Constructive feedback.

Developing -X matrix& Master plan for both Regional and plant strategy.

Preparing training Plan and managing technical manufacturing trainings. Creating competitive and breakthrough strategies and plans throughout organizations.

Implementation of high quality and cost effectiveness collective development plan for community.

Industrial Projects :

Talent Development Program-HIPO

Perform effective formal and informal coaching and training to various associates across departments in an impactful manner. Prepare and release training calendar under talent development program. Developed and launched HIPO program for identified HI pots for developing second line leaders in the organization.

As HRBP worked closely with Function Leaders to understand and prioritize business needs, and translate them into HR actions, and deliver. Advising support and influence line Managers on all HR related issues, policies and processes.

Deploy ALPS/ HRIS, and assure sustainability of accuracy of data, and adhere to HR metrics to measure performances. Delivering day to day operational support(People process, data accuracy, EHS policy).

Worked closely with India GE TA Team and ensure on time project / program staffing. Highlighting any C&B issues proactively and resolve in consultation with HRBP.

Timely closure of People Management Cycle (PMC) of relevant communities. Ensure that all policy and rules are followed according to Delegation of Authority in scope which S/He is handling.

Handling all IMS & QMS audits of factory and support in closure of action points. Framing strategy of WC and BC talent acquisition- Overall plant hiring WC BC and diverse candidates, specially abled candidate for making organization inclusive work place.

D&I+E Leader for India Region: Activates the global equity, diversity and inclusion strategies in locally relevant ways for team mates across India .

Partners with other GE D&I leaders across international to share best practices , lesson learnt and collaboration on strategic initiatives. Reports to D&I+E Leader Based in Denmark.

WIO( Women in Operations) Rolling schedule

Women in Operations Lead: Hiring diverse talents, attract diverse talent through an inclusive company culture. Deployment of women in all cross functions in operations and infused inclusive cultural change in organization.

Rolled out 3 shift operation for women employees: ensured 100% compliance on security and safety of women employees. Increased diversity ratio from 2 % to 12%. Hired and deployed specially abled candidates.

• Serve as Business Partner (CFT)for executing strategic HR initiatives, HR communications, engaging people at shop floor, handling grievance. Disciplinary actions. Directed disciplinary procedures.
  
  Part of SSC (Site Steering Committee): Enabling cultural change and demonstrating change in shop floor.
  
  Support in preparation of manpower/workforce plan as solid base for recruitment, and create succession plans, and assure enough anticipation and effective implementation.
  
  Handling employee relations and performance management issues,applying appropriate policies and guidelines and conflict management within business function.
  
  Lead POSH committeeand a well-trained professional in POSH compliance.
  
  Responsible for organizing and executing engagement activities throughout year to keep employees moral high. Partnering with leaders to deliver effective communications and supporting a culture of wellness.
• Stimulated employee engagement, loyalty, and commitment to values and culture of company, resulting in reducing retention rate.