Avantee Ratha

Talent Management Specialist: Key Responsibilities

• Developed and executed talent management strategies aligned with organizational goals
• Identified talent needs and developed retention and acquisition plans to attract and retain top talent
• Delivered employee development programs and created an engaging work culture to increase employee satisfaction and reduce turnover rates
• Collaborated with HR partners and leaders on performance management and talent assessment programs to identify high-performing employees
• Evaluated effectiveness of talent management initiatives, identified areas for improvement, and optimized talent management practices
• Built relationships with external partners to attract and retain top talent in a competitive market
• Developed diversity, equity, and inclusion initiatives to create a more inclusive and diverse workforce
• Stayed up-to-date with industry trends and shared knowledge with internal stakeholders to implement cutting-edge talent management practices
• Managed and tracked key talent management metrics to measure the success of talent management initiatives and make data-driven decisions for continuous improvement.

HR Business Partner I Employee Experience Partner

• Partnered with teams, talent acquisition, and business operations to onboard and integrate new employees effectively.
• Conducted regular check-ins, pulse surveys, stay interviews, and roundtable discussions to gather feedback and identify areas for improvement.
• Cross-trained on the interview process and participated in department-level interviews to assess candidates for culture and core values.
• Supported a high-performance culture by championing recognition programs, partnering with leaders on employee development and engagement, and creating programs for retention.
• Proactively addressed concerns, had tough conversations, conducted investigations, and escalated issues where necessary.
• Trained and delivered the performance management process, coached leaders, and analyzed feedback to help resolve disconnects.
• Conducted exit interviews, drew trends over time, and addressed anonymous issues and concerns to impact change in the organization.
• Ensured compliance with all applicable employment laws and regulations and assisted with HR audits.
• Maintained employee data, tracked HR reporting and people analytics, and designed and created HR policies.
• Worked on special projects related to organizational development interventions, tracked and measured outcomes to drive continuous improvement.

Skill:

Global Engagement Lead:

• Conceptualized and executed Internal Engagement Survey with external consultants
• Administered survey and designed communication strategy for employees
• Shared reports with business leaders and supported HRBPs in action plan preparation
• Designed Fun @ Work calendar to improve employee engagement

Diversity and Inclusion Partner:

• Drove strategic global D&I projects with leadership
• Led stakeholder management interventions to promote inclusion
• Communicated and engaged with employees in alignment with organization's values
• Managed D&I projects and programs with strong project management skills and focus on results.

Senior People Partner I HRBP

• Provided HR support to managers and executives in a new business setup
• Conducted compensation assessments and job evaluations
• Partnered with recruiters and hiring managers to identify qualified candidates
• Investigated and resolved employee grievance matters
• Aligned HR initiatives with business strategy through data analysis
• Created People strategy, including diversity and inclusion actions
• Improved individual and team performance through data analysis and recommendations
• Developed reward and recognition programs
• Created retention tool for managers to mitigate flight risks
• Facilitated training for new managers and conducted new leader assimilation sessions
• Collaborated with HR Centers of Excellence to support change management, associate development, and process improvement.

• Managed full cycle of recruiting, hiring, and onboarding new employees
• Conducted exit interviews to evaluate areas of success and opportunities for improvement
• Advised senior management on organizational development and change management initiatives
• Facilitated team-building activities to improve collaboration and engagement
• Conducted surveys and interviews to evaluate employee engagement and job satisfaction
• Developed and implemented successful HR systems and processes
• Integrated talent management processes and identified training needs
• Coached managers on performance management issues and adherence to organizational policies
• Proactively addressed people risks through various interventions
• Created and implemented initiatives to improve employee engagement
• Achieved measurable results supporting business growth and success as a single point of contact for employees and leaders.

• Talent Acquisition: optimized recruitment costs, ensured timely hiring, maintained recruitment MIS, offered competitive salaries.
• Talent Management: facilitated on-boarding and induction, identified talent gaps, prepared process improvement and individual development plans, drove gender diversity and engagement.
• Performance Management: ensured compliance with PMS process, set KPIs, conducted mid-year and annual reviews, provided feedback.
• Employee Engagement, Welfare, and R&R: designed and implemented welfare programs, conducted culture and engagement surveys, recognized and rewarded top performers.
• Training and Development: conducted skill gap analysis, identified learning needs, prepared annual training calendar, tracked and maintained training database.
• MIS Reporting and Budget Planning: maintained and prepared required MIS reports, analyzed data, planned HR budget.

• Managed HR operations including hiring, onboarding, and employee relations.
• Maintained and monitored monthly/quarterly HR reports and expenses.
• Developed policies for work-life balance and safe workplace for women.
• Improved background verification process and led HR initiatives.
• Spearheaded the development of a flexible work arrangement policy.
• Skilled in managing teams and achieving organizational goals.