Meenal Aggarwal

Dynamic Senior HR Professional with over 12 years of experience partnering with business and functional leaders to cultivate organizational culture, enhance employee engagement, and implement people strategies aligned with business objectives. Expertise in HR business partnering, leadership enablement, employee experience design, governance frameworks, and performance management across diverse, multi-location teams. Recognized for developing structured engagement and recognition initiatives, guiding leaders through complex people decisions, and reinforcing governance practices such as policy awareness, POSH compliance, and organizational accountability. A collaborative leader adept at navigating ambiguity, influencing stakeholders, and driving initiatives that elevate employee experience and organizational effectiveness, with a keen interest in leveraging emerging AI applications to optimize internal communications and HR workflows.

• Led employee engagement initiatives across multi-location teams impacting 1000+ employees , strengthening participation and visibility of culture programs.
• Contributed to building structured recognition frameworks that improved employee participation and appreciation across teams.
• Designed and implemented engagement initiatives that improved survey participation and internal program engagement.
• Introduced and institutionalized the eNPS (Employee Net Promoter Score) framework , stabilizing employee sentiment and engagement metrics over a 3-year period.
• Partnered closely with business leaders to address complex people challenges related to performance management, employee relations, and team dynamics.
• Guided leadership through 50+ structured performance improvement interventions , ensuring fairness, transparency, and governance in people decisions.
• Strengthened collaboration between HR and business leadership by introducing structured people discussions and HRBP alignment practices.
• Reduced voluntary attrition by over 15% through targeted engagement initiatives, recognition programs, and leadership alignment.
• Reduced bottom performer ratio by 40% through structured development plans, coaching interventions, and performance governance mechanisms.
• Strengthened policy awareness and governance practices across teams, ensuring adherence to POSH, ethics, and organizational policies.
• Played a key role in reinforcing ethical workplace practices and grievance resolution frameworks , supporting a transparent and accountable work environment.
• Built structured internal communication frameworks to support HR initiatives and improve transparency across teams.
• Led communication rollouts for HR programs, surveys, policy updates, and engagement initiatives across multiple locations.
• Partnered with managers to strengthen people management capability , supporting them in handling performance conversations and employee concerns more effectively.
• Contributed to manager capability development initiatives through coaching, HR guidance, and structured interventions.
• Redesigned HR processes to improve efficiency and clarity across employee lifecycle management.
• Introduced structured engagement and recognition practices that improved consistency across teams.
• Introduced AI tools in HR workflows to support communication design, engagement initiatives, and process efficiency.
• Trained HR team members on responsible and practical use of AI in HR operations and culture initiatives.