Dipomitra Ghosh

Employee Relations | Engagement | Experience Management

• Drove employee engagement strategy through structured initiatives such as Leadership Connects, Skip-Level Interactions, Top Talent Forums, and Account-Wide Engagement Sessions to enhance transparency, trust, and alignment with organizational goals.
• Successfully onboarded new hires from lateral, campus, and internal transfer pools, providing a seamless and culturally integrated onboarding experience.
• Proactively addressed employee grievances and escalations, serving as a point of contact for sensitive matters involving harassment, policy breaches, and workplace conflicts; conducted fact-based investigations and ensured timely resolution in line with compliance and legal guidelines.
• Developed and implemented employee experience initiatives focused on improving workplace culture, engagement, and well-being through feedback-driven interventions.
• Partnered with managers to drive retention strategies and conducted stay interviews, 1:1 connects, and attrition risk assessments, resulting in reduced voluntary attrition and improved retention metrics.
• Facilitated smooth offboarding and supported exit formalities through a structured exit management process, including retention reversal discussions, final documentation, and system closures.

Performance Management | Process Ownership | Organizational Effectiveness

• End-to-end Process Owner for Performance Management System (PMS) across the account, responsible for designing, executing, and refining the full performance lifecycle including goal setting, mid-year reviews, annual appraisals, and feedback loops.
• Led performance planning and system configuration in alignment with organizational strategy and business needs. Ensured system readiness, timeline adherence, and policy compliance through close coordination with corporate HR and business units.
• Designed and rolled out Individual Development Plans (IDPs) for high-potential and mid-performing employees in alignment with competency frameworks and development goals.
• Facilitated bell curve normalization and calibration discussions with business leaders to ensure performance differentiation, fairness, and alignment with talent review outcomes.
• Drove performance rating calibration sessions ensuring data-driven, unbiased, and consistent application of rating guidelines across teams and functions.
• Owned implementation of performance-linked actions including promotions, corrective actions, career progression planning, and PIP (Performance Improvement Plan) execution.
• Led closure of PIP cases through structured documentation, milestone tracking, coaching interventions, and timely communication to stakeholders.
• Developed and managed performance dashboards, real-time trackers, and performance analytics to drive decisions on workforce planning, capability development, and rewards.
• Integrated PMS with broader talent initiatives like succession planning, career pathing, and leadership development, enhancing strategic alignment of people practices.

Talent Management | Workforce Planning | HR Strategy Execution

• Collaborated with senior leadership to drive talent optimization by aligning workforce capabilities with business priorities and managing bench strength and redeployment strategies.
• Enabled career pathing through awareness sessions based on the Career Architecture Framework, fostering internal mobility and skill-based growth.
• Provided strategic HR business partnering for account-level initiatives involving org restructuring, cost rationalization, and talent pipeline building.
• Ensured timely actions for non-performance and bench cases, reducing overhead costs and improving workforce utilization.
• Drove succession readiness and HiPo identification as part of long-term workforce planning and leadership pipeline development.

Compliance | Strategic Communication | Culture Building

• Acted as the central process owner for POSH compliance, ensuring policy awareness, timely training completion, sensitization sessions, and resolution of reported cases.
• Published and managed HR Newsletters, policy communications, and engagement campaigns that reinforced organizational values, updates, and employee wins.
• Maintained and reported key HR metrics such as attrition dashboards, VoE (Voice of Employee) action plans, engagement scores, and HR compliance trackers to enable data-backed decision-making.

• Human Resource Business Partner for non-digital practices: Managed end to end employee lifecycle for 350 associates via talent management initiatives like employee connects, Retention, Conducting Engagement activities org-wide and within teams, Facilitating employee voice, exit management- Ensuring a smooth exit for employees, exit interview and action on exit feedback.
• Corporate Communication: Handling on end-to-end corporate communication for the organization in terms of creative content, updating policies per requirement, drafting of policies and FAQs and sending email updates.