JASMIN DHIVYA KIRUBAKARAN

• Responsible for developing, implementing and communicating the total compensation strategy for the region with a special focus on maintaining competitiveness, sustainability and driving standardized practices
• Benchmarking compensation & benefit trends and best practices and ensuring compliance with local laws
• Understanding market survey data and working with leadership to design the strategy for the annual salary increment and promotion cycle
• Working with Consultants & liaising with Rewards team across location to streamline the job evaluation process to have a consistent grading methodology for all positions within the organization
• Collaborating with HR business partners to assess job descriptions to ensure accurate benchmarking of roles within the organization
• Working with Recruitment & HRBP team, to implement career progression and salary progression plan for Campus Hires
• Streamlining India benefit practices and aligning the same with global benefit practices (wherever applicable).
• Evaluated performance metrics and established clear guidelines for bonus calculations, promoting fairness and transparency in incentive programs.

Total Rewards:

• Heading Rewards and HR Analytics for India, HR Business partner for Bell, Aviation, IT and FSSC verticals
• Analyzing market trends to ensure competitiveness of company's compensation & benefits offerings
• Representing India Rewards in the Annual compensation meeting held in the USA Head Office
• Managing annual merit increase and promotion process by analyzing market data, employee performance data and recommending appropriate salary adjustments
• Facilitating compensation and benefit review meetings with HR head, Finance HR and business unit leaders, addressing concerns or challenges regarding current pay practices and benefit offerings
• Reviewing compensation structure, salary & benefits periodically, to ensure compliance and alignment with the changes in the law of the land
• Working with HR operations and Insurance teams during insurance renewals (medical, accident & life insurance)
• Reviewing, updating and creating policies.
• Negotiated contracts with external vendors for better pricing on insurance premiums and other benefit offerings.
• Streamlined the annual salary review process for increased accuracy and efficiency.

HR Business Partner

o Partner with business to enhance, align and drive key people practices including performance management, talent management, succession planning, learning & development, and deploy retention strategies for business

o Collaborating with business leaders to align HR objectives with strategic goals

o Analyzing hiring and exit trends and providing insights to the leaders to help in manpower planning and retention

o Assisting the recruitment team and business unit managers during candidate hiring process

o Fostered strong relationships between employees and management through open-door policies and regular feedback sessions

o Facilitating talent review sessions on a bi-annual basis

o Communicating policy changes to employees and leaders

o Conducting new leader assimilation process

o Conducting thorough investigations into reported incidents of harassment or discrimination, ensuring a safe environment for all employees

o Key Projects

▪ Instrumental in creating the Chat Bot for HR, by working closely with the IT team and engaging with BU leaders and employees to understand their expectations and requirements

▪ Created work from home policy and training modules for employees and managers during covid, to enable smooth transition into work from home

▪ Was part of a 2 member team that conceptualized and rolled out animated snippets to create awareness on different Textron policies

▪ Collaborated with the Learning SPOC to create New Supervisor Essentials (NSE)-a training module for first time managers

HR Analytics

o Partnering with internal HR COEs (Compensation, Benefits, Training & Development, HR Business Partner and Talent Acquisition) & Business Unit leaders to identify key metrics that supported business

o Analyzing & presenting the trends & key insights to leaders and working with them, on the way forward

o Evaluating the data and using insights gained to drive continuous process improvements

o Leveraged HR dashboard data, to identify trends in employee turnover and absenteeism & developed strategies for proactive interventions

o Key Project

▪ Developed and automated HR Dashboard which provided insights about different HR functions

• Administering Performance & Salary increment process which includes budgeting, recommendation of increment percentages, managing tool functionality, validating salary recommendations & providing payroll inputs
• Participating in Salary Benchmarking Surveys to analyze the Company's market position to design Salary ranges, comp structure & develop competitive pay programs
• Designing & implementing C&B Projects, Policies & Process changes that support business strategy
• Partnering with business leaders and executive team to manage organizational change
• Compensation, Benefits, Policy, Process integration during Mergers & Acquisitions
• Designing & implementing incentive plans including Bonus plans and Variable pay plans
• C&B Analytics & Audit - Deep dive analysis of Merit Salary Increments, Promotions, Wage Cost & other C&B projects & periodic Comp audits for different business units across various Geographies
• Designing & implementing career progression framework across different business units
• Designing & Implementing Campus/Entry level salary framework
• Providing compensation solutions to Business leaders, HR business partners & other stakeholders in line with business requirements & laws of each location to ensure statutory compliance
• Implementing Secondment model, providing C&B & analytics support during set up/closure of a business unit/entity, by coordinating with HR/Business/Legal teams in the respective locations
• Salary fitment during employees' international transfers
• Support in automation of C&B related activities.
• Coordinated wellness programs that contributed to healthier work environments and increased productivity levels among staff members.
• Performed benefits audits to identify discrepancies and opportunities for improvement in plan design or administration.
• Assessed the effectiveness of current benefit programs through regular analysis of utilization data, identifying areas where improvements could be made or costs could be reduced without sacrificing quality offerings for employees.
• Enhanced understanding of benefit offerings with effective communication materials and presentations.
• Negotiated cost-effective contracts with insurance carriers, resulting in significant savings for the company.