Danish Khursheed Wani

Change Management & Stakeholder Engagement

• Led end-to-end Change Management for the migration of a global promotions tool from a third-party vendor to an in-house SAP SuccessFactors-based platform, driving operational execution across a multi-functional stakeholder ecosystem spanning HR and Business
• Conducted Change Impact Analysis for the SuccessFactors tool migration, translating complex business requirements into detailed workflows and a Business Requirement Document (BRD); ensured seamless requirement-to-delivery translation in close partnership with the SAP technical team
• Executed Change Management strategy and launch communications for the promotions tool rollout, including stakeholder-specific user guides, training sessions, and hyper-care support - driving change adoption across diverse global user groups

Stakeholder Management & Program Management

• Program-managed the entire HR workstream of SAP based promotion tool implementation, coordinating across techno-functional verticals, managing feedback loops, and ensuring adherence to project timelines - with approximately 70-80% ground-level ownership of end-to-end delivery
• Managed global promotions support channel, providing real-time process guidance and issue resolution to a diverse stakeholder base including HRBPs, Business, Capability Leaders and end users

Business Readiness & Training

• Led User Acceptance Testing (UAT) for the new tool - both internal (HR) and external (Business) - identifying and resolving critical issues pre-launch to ensure business readiness
• Authored close to 50 system-triggered notifications across the full promotion lifecycle and developed comprehensive training and documentation materials post-launch

Process Automation & Digital Transformation

• Drove RPA implementation by automating repetitive monthly promotions operations using Power Query, VBA, and Power Automate - eliminating approximately 15-20 hours of manual effort per month and improving process efficiency
• Applied advanced People Analytics and HR workflow optimization techniques to streamline the end-to-end promotions lifecycle, supporting data-driven decision-making across a complex, multi-stakeholder global process

Continuous Improvement & Agile Delivery

• Sustained and enhanced the live promotion tool over a 6-month stabilization period through structured backlog management and quarterly releases - incorporating stakeholder feedback, resolving bugs, and driving iterative improvements.
• Currently leading development of Version 2.0 to expand the tool's scope to a more diverse set of stakeholders including Finance, C&B, HRIS and C -Suite to digitize offline processes.

• Led end-to-end recruitment for diverse middle and senior management roles across both Tech and Non-Tech verticals, ensuring timely and quality closures.
• Conducted structured salary negotiations, successfully closing positions within budget while maintaining compensation hikes within the 15-20% range.
• Managed core HR operations including issuance of offer letters and appointment letters, processing employee reimbursements, and coordinating vendor payments.
• Facilitated seamless employee onboarding and conducted engaging induction sessions to ensure smooth integration into the organisation.
• Proactively trained Talent Acquisition professionals on leveraging DarwinBox (HRIS) for recruitment, driving tool adoption and significantly reducing overall time-to-hire.

• Leveraged ATS data and key HR metrics to improve recruitment funnel efficiency by 30%.
• Revamped the screening process, increasing conversion rates and reducing time-to-hire by over 70%.
• Managed end-to-end hiring for associate and intern roles across functions; closed 20+ positions within 40 days.
• Screened 200+ resumes daily, conducted pre-hire assessments, and facilitated group discussions.

• Redesigned the training schedule using root cause analysis resulting in a 40% increase in training attendance.
• Assisted the HR Head with research work for a Paper on Employee Well being and Job Satisfaction
• Analysed training feedback to improve program effectiveness, boosting satisfaction scores by 25%.

• Understood requirements of the clients and meticulously devised candidate sourcing strategies for various sales roles.
• Sourced candidates via various active and passive channels to help the organisation build a talent pool.
• Conducted preliminary screening interviews for more than 250+ candidates building a robust talent pipeline.
• Initiated and facilitated virtual campus recruitment drives for 10+ educational institutions PAN India.