Debolina Panja

Strategic Talent Partner to the Tech Enablement portfolio (span ~ 500), and collaborate to understand key business drivers.

• Responsible for supporting the business leaders with people-related insights in relation to the business strategy, and analyzing the business needs pertaining to the right competencies and organizational design.
• Responsible for implementing HR programs, such as performance reviews, promotions, compensation planning, and succession planning, as well as action plans resulting from talent reviews and employee/manager feedback with the client groups.
• Driving an agenda that promotes equity, long-term retention, people development, and the engagement of every team member.
• Support the selection and development of talent, and actively drive organizational health metrics through trend monitoring, cultural analysis, and the promotion of a diverse, inclusive, and respectful work environment.
• Address employee concerns, workplace grievance handling, disciplinary investigations, and employee feedback mechanisms.

• Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of a business.
• Offer thought leadership regarding organizational and people-related strategy, and execution.
• Educate, coach, and partner with managers on performance management and employee development goals.
• Provide HR expertise in the areas of feedback, employee relations, development, and coaching, compensation, and organizational development.
• Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction.
• Lead core HR processes across products (performance calibration, compensation cycle, and promotions).
• Analyze and interpret various types of employee reports (e.g., compensation, job levels, and attrition) to guide decision-making and provide proactive solutions to their client group.
• Educate team members on HR practices, including policies, performance feedback, performance calibration, and career transitions.
• Lead JAPAC Innovation labs from India to drive operational efficiency in HR processes & practices
  

• Employee Engagement Diagnostics: Design, deploy, and monitor employee feedback through various listening channels, such as surveys, etc.
• Organizational Design and Structuring: Coordinate with various stakeholders, and execute the processes related to new role creation, role evaluation, and collate information on unit structures.
• Performance Management and Development: Manages appropriate data collation, sets up configuration of various systems for the appraisal cycle, and adheres to timelines, quality, and process across the units.
• Career Management and Development: Handle the various role changes and career move processes, and set up the configuration of various systems for role changes and the career management system.
• Responsible for designing and deploying interventions to impact organizational effectiveness through talent.
• Analytics & Reporting - Analyze data to identify and predict trends, and generate insights for leadership development and succession planning.

• Worked on human capital projects: organization, talent, and transformation - competency framework, assessment centers, organizational restructuring exercises, job evaluation, and benchmarking.
• Provided advice on operational processes, business development initiatives, organizational changes and other areas of improvement.
• Evaluated existing systems and processes against industry best practices to enhance efficiency.
• Collaborated with clients to develop action plans to address specific challenges and objectives.

• Monitored compensation trends in local markets to ensure internal equity and external competitiveness in compensation plans.
• Helped to manage compensation plan administration, including bonuses, and cash incentives for employees.
• Worked closely with recruiting personnel to put together appropriate compensation proposals for new hires.
• Generated ad-hoc reports upon request from various stakeholders within the organization.
• Utilized various software and tools to streamline processes and optimize performance in the C&B team. Conducted system analysis and testing to identify and resolve technical issues or inefficiencies.