JEGANNATHAN BALASUBRAMANIAN

1. HR Strategy & Transformation

• HR policy framework design & implementation
• HR process audits and restructuring
• Setting up HR departments for growing IT firms

2. Talent Acquisition Advisory

• Manpower planning and budgeting
• Recruitment strategy (tech and niche roles)
• Campus hiring frameworks
• Employer branding initiatives

3. Workforce Management (WFM) & RMG Consulting

• Capacity planning & forecasting models
• Bench management process design
• Utilization optimization strategies
• Setting up or streamlining RMG functions

4. Performance Management Systems (PMS)

• Designing KRA/KPI-based appraisal frameworks
• OKR & goal-setting alignment
• Bell curve and continuous feedback mechanisms

5. Compensation & Benefits Structuring

• C&B benchmarking and pay structure redesign
• Incentive models and retention plans
• ESOP and long-term benefit plans for IT talent

6. HR Technology Advisory

• HRMS/ERP selection and implementation (greytHR, Zoho People, Darwinbox, etc.)
• ESS rollout and adoption planning
• Automation of onboarding, leave, payroll, etc.

7. Employee Lifecycle & Engagement

• Onboarding experience design
• Engagement surveys and analytics
• Grievance handling and culture transformation
• Retention and attrition analysis solutions

8. Compliance & Statutory Advisory

• Establishing labor law compliance
• PF/ESI/PT/Gratuity frameworks
• Drafting compliant policies and employee handbooks

• Lead the Workforce Management function, ensuring timely and optimal deployment of skilled resources across business units and projects.
• Monitor and manage the availability, allocation, and movement of resources, aligning with dynamic business and delivery needs.
• Drive initiatives to minimize bench aging and improve resource billability by actively managing idle capacity.
• Work closely with project managers, delivery heads, and talent acquisition to bridge demand-supply gaps through internal redeployment or hiring.

• Own and execute short-term and long-term capacity planning strategies by forecasting resource demand based on pipeline projects and attrition trends.
• Analyze resource utilization, skill availability, and project roll-off data to ensure workforce readiness.
• Regularly review and refine workforce plans to accommodate business changes, delivery risks, or client escalations.
• Enable proactive backfilling and succession strategies for critical roles using predictive planning.

• Build and maintain detailed utilization dashboards, skill heatmaps, and forecast models to support data-driven decision making.
• Analyze workforce trends (e.g., skill gaps, underutilization, attrition) to identify risks and recommend corrective actions.
• Prepare weekly/monthly executive reports for leadership visibility and strategic planning.

• Oversee bench resource management by identifying cross-skilling or redeployment opportunities.
• Track roll-offs, monitor bench duration, and implement redeployment action plans with L&D support for reskilling where needed.
• Partner with delivery teams to align bench resources with open project requirements.

• Act as a key liaison between delivery, HR, recruitment, and senior management to ensure alignment of workforce strategies with business goals.
• Participate in demand planning meetings, project resourcing calls, and business reviews to stay updated on upcoming needs.
• Provide recommendations on internal movement, hiring timelines, or subcontracting based on capacity analysis.

• Establish standardized RMG processes, governance mechanisms, and SOPs for efficient and transparent resource management.
• Drive process automation and system integration to enhance operational efficiency and reduce manual effort.
• Ensure compliance with internal controls, audit readiness, and policy adherence in all RMG-related processes.

• Design and implement the talent growth strategy across both IT and healthcare verticals, aligned with current and future business needs.
• Create and drive talent frameworks focused on technical, functional, and leadership growth pathways.
• Build a future skills roadmap across digital, clinical, and technology functions.

• Identify high-potential talent across levels and lead HiPo development initiatives.
• Develop and manage succession planning for business-critical and leadership roles to ensure continuity and leadership depth.
• Launch executive coaching and mentoring programs for emerging and existing leaders.

• Design career path frameworks to drive vertical and lateral growth, job rotation, and internal movement.
• Enable talent marketplaces or gig work models to support agility, reskilling, and cross-functional collaboration.
• Monitor internal mobility metrics and continuously improve talent retention and engagement.

• Oversee the development of capability academies (Tech Academy, Clinical Academy, etc.) to build domain-specific skills in line with healthcare compliance and IT innovation.
• Integrate digital learning platforms (LMS) and design role-based, personalized learning journeys.
• Partner with functional heads to address skill gaps, ensuring regulatory readiness in healthcare operations and digital maturity in tech.

• Align performance management with talent development goals, incorporating growth behaviors and skills-based performance outcomes.
• Champion a growth mindset culture through engagement forums, coaching, and feedback mechanisms.

• Implement talent dashboards and analytics frameworks to track development outcomes, succession readiness, capability gaps, and learning ROI.
• Use predictive insights to identify attrition risks, retention levers, and talent demand-supply imbalances.

• Act as a strategic partner to business and delivery leaders in defining talent needs, growth goals, and capability investments.
• Collaborate with CHRO, HRBPs, and L&D to integrate talent growth into wider people strategies.

• Drive organizational change and transformation initiatives through talent readiness and change leadership programs.
• Embed culture and values into talent programs and ensure alignment with business ethics, especially in healthcare governance.