Kratika Mishra

• Partnered with over 16 departments to create and manage end-to-end learning journeys for over 1200 employees using custom learning paths, competency mapping, and role-based skill enhancement programs
• Track, measure, and evaluate training programs to demonstrate value and educate others on learning objectives and results
• Conceptualized and executed digital learning initiatives, for better and self-paced learning for over 1200 employees and 200 external partners
• Participated in development of training courses in line with product strategy and business requirements for all 12 modules at Darwin box HRMS
• Captured training and onboarding program’s health metrics
• Custodian/ Admin for LMS.
• Facilitated product training through live/virtual platforms to Darwin box internal employees and external partners with continuous 4.5 rating from participants.
• Collated training needs into actionable themes for identifying ways to fulfill them efficiently.
• Made Y-o-Y training calendar and budget for soft skills training, and adhered to it
• Made month on month training calendar for product training, and adhered to it
• Ensuring trainings run seamlessly, by taking care of all operational challenges
• Developed and maintained courteous and effective working relationships
• Used coordination and planning skills to achieve results according to schedule
• Worked within applicable standards, policies and regulatory guidelines to promote safe working environment.

• Acted as techno-functional consultant and provide recommendations on process and people policies keeping industry trends in view for 10 client organization at one time
• Helped HR Functions to manage change
• Acted as project manager for implementation of client's HR Policies to go complete digital
• Drive product adoption, by change management
• Support HR Functions during critical HR events like Appraisal, Increments etc.
• Gather feedback on product experience during entire customer lifecycle via targeted surveys
• Share best practices with clients on how to achieve product success with Darwin box
• Identify risks proactively, mitigate and escalate as deemed appropriate
• Stakeholder management
• Actively listened to customers, handled concerns quickly and escalated where required
• Offered friendly and efficient service to customers, handled challenging situations with ease.
• Created plans and communicated deadlines to complete projects on time
• Proved successful working within tight deadlines and fast-paced atmosphere

• Organization Design & Development
• Organized 5 programs at work that connect employees with business goals (Leadership workshop, Mission workshop, Team outbound)
• Designed 3 new & reviewed 20 existing HR policies and SOPs, including benchmarking exercises for renewing them periodically
• Designed and executed 4 campaigns for awareness of cultural anchors and values at organization level
• Worked on various dashboards (HR Metrics) to ensure efficiency of HR Department
• Revamped organizational & functional structure (Manpower optimization) as part of team
• Succession Planning- Planned, implemented, and administered succession planning intervention
• Learning & Development
• Collated training needs into actionable themes for identifying ways to fulfill them efficiently from 20 departments
• Acted as Project Manager for Performance management for 900 employees and worked closely with HRBPs of 4 different business units to sensitize employees on leveraging Performance Management System to identify employee training needs
• Developed and implemented learning strategies and programs that are aligned with organization's objective for employees in all 4 business units
• Tracked budgets and negotiated contracts for any training which may include external vendors
• Made Y-o-Y training calendar and budget and adhered with them
• Improved effectiveness of L&D while adhering to training budget
• Assessed success of training programs to keep optimizing and delivering results
• Identified and developed key talents (40 employees) in organization through curated talent development initiatives
• Corporate communication (Employee Engagement & Employer branding)
• Ran weekly Helpdesk (Employee listening) campaign for better employee engagement)
• Acted as Editor for Reflections, quarterly in-house people magazine of Sentiss
• Custodian of organizational email id: Human Resources, used for sharing important information with employees
• Support Employee engagement team with any branding initiatives/ planning and strategy making for events at Sentiss
• Promote engagement initiatives and Sentiss’ three pillars through branding initiatives
• Acted as project manager for Apply and secure position in top 100 companies to work for in Great place to work (Preparing for trust index survey and Culture audit)

Learning and Development

• Implemented process improvement to shape organizational culture, optimize procedures for higher efficiency and help company evolve and grow.
• Introduced new methods, practices and systems to reduce turnaround time.
• Training Needs Identification and Adherence to y-o-y Training Calendar
• Designing behavioral trainings
• Training Execution- identifying training vendors, sourcing training faculties, vendor interaction, negotiation, etc.

Talent Development

• Talent Identification (Through Assessment/Development Centers/Psychometrics
• Linkage with 9-Box Matrix
• Designing development cycle for High potential employees(With help of multi-Dimensional approach)
• Formulation of Action Learning Project (ALP- 70:20:10 principle) • Designing trainings for development of employees around identified competencies
• Providing mentoring/coaching solutions (Execution with help of senior coaches and internal mentors)
• Evaluating change (Δ) in targeted competencies after completion of Development cycle

360 degree feedbacks surveys

• 360-Degree Feedback Survey on Leadership/ Behavioral Competencies
• Understanding Competency Framework, designing behavioral questionnaires, collating information and putting in logical manner.
• Conducting Feedback Survey for Senior Management

Succession Planning

• Identifying and developing leaders for critical roles using Assessment/Development centers (Successor to critical position)
• 9 box potential-performance matrix
• Creating development plan based on analyzed gaps
• Providing support/ keeping successors engaged during development journey