Meryl Cabral

• As a strategic business partner to executive and senior leadership within the OTT & VAS Organisation, I provided counsel on all talent factors related to the successful execution of the business strategy.
• Key Responsibilities:
  
  - Developed and executed HR strategies to drive business success, including talent management, employee engagement, and organizational development
  - Partnered with executive leadership to identify, align, and optimize HR programs, processes, and services to enable business success
  - Established and maintained effective relationships with global organization/GM, aligned region or GEO for APAC, Middle East & Africa to ensure efficient and effective delivery of HR objectives
  - Collaborated with leadership teams to deliver against business and people objectives, promoting a high-performance culture
  - Managed HR budget and headcount plan, ensuring people programs were managed to established cost/expense structure
  - Translated business needs into HR operating plan, aligning practices and initiatives with company's strategic and operational goals
  
  Key Achievements:
  
  - Developed and implemented a comprehensive talent management program, resulting in a 25% increase in employee engagement and a 30% reduction in turnover
  - Partnered with executive leadership to design and deliver a leadership development program, resulting in a 90% participant satisfaction rate and a 25% increase in leadership bench strength
  - Collaborated with cross-functional teams to develop and implement a diversity and inclusion strategy, resulting in a 20% increase in diverse hiring and a 15% increase in employee perceptions of inclusion

Managed HR operations across Pan India, including talent management, succession planning, coaching, advising, performance management, compliance, employee relations, and benefits policies
- Developed and implemented HR initiatives that drove business results, including DEI focused employee engagement, payroll, attrition management, and retention
- Collaborated with executive leadership to develop and implement strategic HR plans that aligned with business objectives
- Managed HR budget and ensured compliance with labor laws and regulations across Pan India
- Provided coaching and advising to employees and management on HR-related matters
- Conducted investigations and resolved employee complaints and concerns
- Developed and implemented benefits policies and programs, including health insurance, retirement plans, and employee recognition programs
- Managed payroll operations, including salary administration, benefits administration, and compliance with labor laws and regulations
- Developed and implemented attrition management and retention strategies, including employee engagement programs, training and development programs, and recognition and rewards programs

1 Employee Relations:

• Fostered a positive and inclusive work environment by addressing concerns and promoting open communication between employees and management.

• Ensured fair and consistent resolutions that adhere to company policies and applicable laws.

• Drove initiatives to enhance employee engagement, satisfaction and retention through surveys, feedback mechanisms and cultural programs.

• Overseeing the performance management process including reviews, goal setting and development plans in conjunction with Talent Planning & Development team.

• Overseeing People Operations team and day-to-day Human Resource functions including payroll, benefits, leaves HRIS system and more.

2 Advising :

• Serving as the trusted advisor for the executives and their leadership teams.

• Leveraging HR capabilities and business acumen to assist in aligning people practices supporting business strategy execution, problem solving and decision making.

• Aligning the People & Culture agenda to corporate strategy and key business drivers.

3 Talent Management:

• Drive talent management process to ensure that the employee capabilities meet current and future standards.

• Working closely with the Talent Planning & Development team to identify development needs within departments to ensure talent needs and employee development is aligned to functional and organisational objectives.

• Assist in the conceptualisation of an end-to-end strategic workforce planning philosophy, process and technology in collaboration with Talent Planning & Development.

• Identifying, prioritising and developing programs and solutions that build organisational capabilities, guiding workforce planning including identification of skill gaps, resources and organisational design to maximise support of the business objectives.

4 Culture Development:

• Leveraging internal and external data, trends analytics and insights to assess local and global talent gaps.

• Forecasting resources needed and model future talent risk and opportunity scenarios

• Providing expertise, guidance and coaching to leaders managing highly sensitive and complex employee relation matters including performance management, terminations, and other HR related matters.

• Serving as a coach, mentor and confidant to associates at all levels in a way that supports individual and organisational success.

5 Coaching:

• Coaching and influencing as a fully integrated team member across all business units.

• Performing organizational effectiveness analysis and utilizing that data to drive change.

• Communicating changes in operational human resources policies and procedures.

• Driving and overseeing local compliance with laws and regulations.

• Fostering an environment that leverages and builds best practices for collaboration.

6 Team Management & Leadership:

• Setting a clear direction for the team in line with overall business strategy.

• Defining individual goals for direct reports and managing performance throughout the year.

• Enabling career growth and personal development through ongoing coaching and feedback