Namrata Padhi

Performance Management

• Spearheaded performance evaluations of over 600 new hires during their training and probation period.
• Ensured SMART KRAs setting in line with the business plan.
• Ensured 100% timely closure of goal setting, goal cascading, and quarterly reviews digitally.
• Led two cycles of the Annual Performance Appraisal ensuring fair evaluations for over 1,000 employees.
• Implemented Calibration Committee for the performance normalization and rating distribution.
• Managed Performance Improvement Plans (PIPs) for low performers, driving capability enhancement
• Achieved a 15% increase in the annual HR Scorecard Audit for the PMS vertical in FY25.

Compensation

• Led the mid-year/annual compensation revision exercise, including market corrections and merit increments, in line with the annual budget.
• Strategized the payout of ESOPs and the retention bonus for 1,000 employees across grids.
• Conducted internal compensation benchmarking, median, and average salaries across grids.
• Handled the compensation strategy worth over 120 crores during the annual appraisal.
• Managed performance based incentive/bonus payouts of 1000 employees

Talent and Leadership/HIPO Development

• Introduced usage of 360-degree appraisal for senior leaders.
• Designed high potential employee identification model, integrating performance metrics and talent analytics
• Drove Coaching Program, 360-Degree Feedback, and Competency Assessments for leadership with consultants to enhance leadership qualities.
• Identified critical roles and developed a three-level succession pipeline. Ensured 100% fill-up of ready-now roles.
• Ensured 100% adherence to job rotations of sensitive positions due each month.
• Spearheaded internal talent movements and transfers across departments and business units reducing skill gaps and enhance career progression.
• Led quarterly talent review council engaging senior leaders in talent decisions.
• Handled talent management growth workshops and rewards structure.
• Handled organizational structures to ensure the right MIP and zero vacancies for critical positions.
• Developed and updated HR policies and procedures.

Branding

• Developed communication strategy to effectively update direct and indirect employees on HR policy..
• Drove mentorship programs for freshers and high-potential employees to connect with leadership.
• Conducted external employee engagement surveys periodically, and tracked the action plan.
• Designed posters/teasers and anchored at various celebrations/events.
• Fetched 7+ HR Awards for the business.
• Designated as deputy people leader-DEI, recruited employees from transgender community for the first time in the unit.
• Digitalization of Performance Module in Darwin Box. Acted as HRBP for the Expansion Projects.
• Launched HR Magazine
• Managed 2 HR professionals in my team.