Carlton Dsouza

• Skilled at working independently and collaboratively in a team environment.
• Demonstrated creativity and resourcefulness through the development of innovative solutions.
• Gained strong leadership skills by managing projects from start to finish.
• Used critical thinking to break down problems, evaluate solutions and make decisions.
• Exercised leadership capabilities by successfully motivating and inspiring others.

• Gained strong leadership skills by managing Organisation wide projects from start to finish.
• Resolved problems, improved operations and provided exceptional service.
• Demonstrated a high level of initiative and creativity while tackling difficult tasks.
• Participated in team projects, demonstrating an ability to work collaboratively and effectively.
• Delivered services to customer locations within specific timeframes.
• Self-motivated, with a strong sense of personal responsibility.
• Passionate about learning and committed to continual improvement.

• Led teams focused on Development and Change to accomplish set objectives, surpassing established goals.
• Managed team of 15 and budget of $4,00,000 and oversaw all multi-regional plans.
• Created objectives for HR and Organizational Development.
• Evaluated hiring, and promotions requests.

Manages a team of experienced professionals and Managers who exercise latitude and independence in assignments within LTI
Key work aspects include:
• Policy and strategy implementation for short-term results (1 to 3 year).
• Coaching, reviewing and delegating work to lower level professionals.
• Influencing and negotiating with others within/outside the organization through explanation of facts, policies and practices.

Current Projects

• Competency Framework & Implementation

• Career Framework & Implementation

• Succession Planning & Implementation

• Performance Management Framework & Execution

• Employee Engagement Framework

• Diversity & Inclusion Framework

• Leadership Change Management Initiatives

• Analyzed impacts of regulatory changes on operations and developed mitigation plans.
• Maintained HR and Learning compliance by improving and aligning processes, controls and production specifications with established limits.
• Assisted senior leadership in managing people aspects of operations.
• Trained and developed department leaders and management staff for specific projects and ongoing operational needs.
• Assisted HR teams at global US & UK geographies through Competency, Career, Succession Planning and Performance Management framework & execution.

Specialize in People Development, Organization Culture and Organization Effectiveness.
1)Employee Engagement: Conducted end to end ICSAT (Internal Customer Satisfaction Survey). Manage the external survey through Gallup for around 6500 employees by being one of the key leaders responsible for Employee Engagement, HRIS Specialist and the Communications Coordinator for the roll out of the survey. Also responsible for key action planning with teams within the organisation post the results of the survey.Strategy-to-launch employee initiatives on Gift a Leave program for around 4500 first line executives. Saved roughly around 594 man days and salary related costs for the organization.
2)Brand & Culture Transformation: Consulted with the Senior Management on strategic culture transformation across Business Units. Supported change management initiatives resulting in the division being rated highest across the board on every category in Employee Engagement Survey.
3)Performance Management System: Acted as both an internal and external subject matter expert on the ongoing administration of the performance management process and system.
4)Change Management:Developed change and stakeholder engagement plans and change network for business units, creating innovative communication model using social media and internal resources to better engage stakeholders and leaders, which improved support and engagement.
5)Employee Branding:Partnered with HR leader in designing content and process for incorporating employee brand into organizational initiatives.
6)Succession Planning & Program Development: Created a Certified MDP (Manager Development Program) for around 600 people managers across operations and support team.
7)Organization Development:Designed and delivered organizational interventions for productive working relationships in teams.
8)Learning Transformation:Redesigned 60% instructor- led courses transforming them into virtual training.

1. Leadership Development: Work closely with Leadership Development Lead to execute leadership interventions and review completion.

2. People Development: Spearhead all projects under the employee development umbrella. Support Partner with leads to ensure seamlessly deliver on all Employee development initiatives. Ensure full ownership and accountability is taken for respective projects.

3. Stakeholder Management: Communication Strategy, Project Review Strategy. Monthly Quarterly Half Yearly Reviews / Newsletters etc. Stakeholder feedback - Suggestion / Mitigation plans

4. Brand:Support Brand initiatives , guide, monitor and help in execution.Work closely with the Lead to understand and implement parent company and client brand awareness.

5. Cross-functional Delivery: Responsible in supporting all Business Units to deliver Key development initiatives across their respective area throw diagnosis design and some areas of delivery.

6. Vendor Management & Budget Management:Work with Fiance to ensure compliance and governance guidelines are followed for seamless vendor on boarding. Accountable to manage budgets for individual projects and report the same out to the Lead and Department owner on a timely basis. Work cross functionally with Commercial teams from all Business Units to ensure timely charge backs are completed in a timely manner.

7. Team Management & Self Management: Review Performance and aspirations on a timely basis.