Amit Sanwal

• Partnering with business line managers and global stakeholders, and owning relationships with front-line managers and individual contributors across various businesses in India and the U.S.
• Developed and guided strategic HR plans through partnership with senior leaders, addressing current and future needs.
• Partner with the Global HR heads in the execution of HR activities, including performance management, employee engagement programs, talent planning, promotions, and other aspects of the people plan.
• Coach and advise managers and employees on a variety of components impacting employees' experiences, including performance management, employee relations concerns, leaves of absence, local labor laws, compensation and benefits, HR policies, people dynamics, and other HR-related topics.
• Foster and maintain strong relations with key HR colleagues globally, including employee relations, Diversity & Inclusion, Global Wellness, and Global Mobility.
• Identified areas for improvement in employee experience and developed initiatives to enhance service delivery.
• Planning, developing, and implementing capability development initiatives to further complement the business strategy.
• Team management key deliverables – attrition management, grievance handling, employee connects, ESAT, reward and recognition, performance management, onboarding, budget preparation, and utilization.
• Individual contributor key deliverables – creating and maintaining policies, processes, projects, stakeholder management, dashboards, and analytics.

Strategic HR, Employee Engagement, Talent Management.

• Driving strategic HR initiatives impacting talent development, performance management, restructuring, coaching, and training for over 600 employees.
• Build management capability through effective partnering, coaching, and supporting managers in their personal and professional development.
• Coach, guide, and equip leaders with adequate resources to effectively implement key HR processes.
• Effectively manage ER issues (disciplinary actions, grievances, litigation, redundancy, terminations) using sound judgment in resolving problems, advising, and suggesting alternative courses of action.
• Develop consultative solutions to enhance employee engagement and streamline the execution of people priorities.
• Contribute to the execution of key people priorities such as talent, leadership development, learning, diversity, equity, and inclusion, employee engagement, high performance, and well-being.
• Continuously maintain a strong succession pipeline by identifying and engaging high-potential employees.
• Establish initiatives to drive performance management, succession planning, competency career development frameworks, career roadmaps, and development plans.
• Partner with the talent management team on organizational diagnostics, thereby identifying new data sources, interpreting the results of the analysis to diagnose talent management programs, talent needs, and risks, and providing recommendations on organizational strategies.
• Spearhead strategies for talent growth, elevated retention measures, and governed employee interactions.
• Identify key performance indicators for the human resources and talent management functions, and assess the organization’s success and market competitiveness based on these metrics.
• Continuously evaluate role requirements, map competencies and skills, identify gaps, and implement development initiatives.

HR Transformation, HR Business Advisor.

• Implement concrete and strategic HR plans for a business unit with an overall span of 350 professionals.
• Drive engagement through skip-level discussions, top talent, and leadership connections.
• Collating and analyzing employee feedback across all levels regularly, and revising people programs and policies to generate more positive outcomes.
• Connect with employees individually or in a focus group to ensure problems are addressed. Also, connect with managers, employees, and conduct retention reversal discussions.
• Resolve grievance-handling issues through appropriate HR channels.
• Partner with the management and business leaders to provide appropriate advice on multiple initiatives, maximize all HR programs, and recommend solutions to complex issues.
• Managing complete employee life cycle processes, including onboarding, induction, deployment, separations, and transfers, as part of the HR transformation project.
• Recommend enhancements by assessing personnel, operational processes, and metrics.
• Assist in the effective and timely implementation of HR processes across the business areas, including annual promotion processes, talent review, succession planning, and annual performance and salary review processes.
• Leading the centralized two-day induction team to provide an exceptional onboarding experience to all the new hires joining the organization.
• Collate and analyze data to influence business decisions and direction. Publish HR scorecards and dashboards for the business.