Avantika Sharma

Project Details (Dec 23 to March 24) - Global Skills Park (Initiative of Government of MP and Asian Development Bank, Singapore)

- Strategy and HR Consulting (December 23 to March 24) - Streamlined HR process and policy manual, Created manpower planning and budgeting plan and streamlined recruitment and onboarding process for different verticals and courses.

- Strategy and Digital Transformation - Created short, mid and long term strategy plan for the Institute, submitted to the Directorate of Skill Development, Govt. of Madhya Pradesh. Led the design and roll out institutes key tech modules (Website, Admissions, Alumni and Academics).

• Was Heading the Talent Management vertical (Team size -3, Reporting to - CHRO) and responsible for – Performance Management, Talent Management, Learning and Development, DEI, Culture and Values at Tata CLiQ.
• Responsible for design and implementation of all Talent Management initiatives in the organization such as Talent Assessment, Succession Planning, Managing Critical Talent, Leadership Development through coaching and mentoring.
• Responsible for managing end to end Performance Management process in the organization (Design and execution of all cycles), along with the promotion process.
• Led initiatives for driving Culture and Values. This included design, delivery and actioning of all internal and external employee surveys and driving initiatives for culture integration.
• Responsible for Learning and Development initiatives at an Organization, Team and Individual level (online platforms and other mediums).
• Diversity, Equity and Inclusion - Was a member of Internal Complaints Committee (PoSH Act 2013) in the organization. Also led the DEI charter by designing the DEI framework and driving initiatives in line.
• Part of leadership team at Tata CLiQ responsible for defining HR strategy, policies and key processes at an organization level and in contributing at group level forums (Tata Group).
• HR Analytics and Technology - Responsible for publishing HR Dashboard pertaining to the above functions to the Leadership team. Responsible for selection, implementation and adoption of key HR tools for the Talent Management function.

• Relocated to hometown (Bhopal) to be a primary caregiver for my mother with terminal illness.
• Briefly worked as Senior Group Manager (AVP) at WNS as Head HRBP for Healthcare vertical of WNS (Vertical headcount – 4000+).

• Handled multiple roles – Talent Management, Leadership Development, Culture and Values, DEI, Rewards and Recognition, Change Management (Merger) and HRBP – Technology, Design, Finance and HR team.
• Led Talent Management and Leadership Development initiatives in the organization such as 360 Degree Feedback Process for Potential Identification, Succession Planning, Talent Assessment and Development.
• Responsible for driving People Culture; Values; Diversity and Inclusion and Recognition initiatives in the organization.
• Merger and Acquisition – Part of the central communications team during the Merger; Lead for cultural integration initiatives post-merger. This included re-defining Values and Leadership Behaviors for the merged entity and integrating them with all people processes.
• HR Business Partner for the Technology, Product, Revenue and User Experience functions (span of 1000+ employees spread across Gurgaon and Bangalore).
• Responsible for end-to-end initiatives around Manpower budgeting, Talent and Performance Management for the Technology team.
• HR Technology Tools and Dashboarding - Responsible for end to end integration of Talent Management and Rewards and Recognition tools in the org. Responsible for rolling out org wide dashboard for the corresponding COE functions.

• Founded online rental marketplace for apparels and jewelry for Women and Kids
• Managed product management, website development, vendor management and customer care
• Exit included an acquisition offer from Rentsher.com and to lead their expansion efforts in North India, though not materialized.

• HRBP - Responsible for all internal HR processes in the organization
• Talent Management and Acquisition - Designed and implemented a program for High Potential Identification and Competency framework for Middle & Senior Management positions using the 9 Box Model
• Led Manpower planning and campus hiring initiatives as per business requirements
• Established a new platform for Employee communication and R&R across different levels in the organization - CEO, Senior Management, Team heads and HR communications.

• Identification of High Potential employees - Designed potential review framework for mid-level management
• Drove initiatives to map best retention practices in Insurance segment; Devised scalable and replicable processes, Business rules and guidelines to improve retention.

• Developer – PL/SQL and Oracle Apps; Quality Analyst for Experian Gemstone and Johnson & Johnson Project.