Parthiv H. Mehta

Learning & Development

Established & Led Award-Winning L&D Function: Built a high-performing L&D function from the ground up, establishing a comprehensive learning strategy aligned with organizational goals and exceeding ISO & Global standards, Leading to consecutive Brandon Hall Awards in 2022 & 2023, demonstrating a commitment to excellence in learning & development.

Designed & Delivered Comprehensive Training Programs: Developed and implemented Organizational learning strategies catering to all employee needs, from onboarding new hires to upskilling them on the latest technologies and methodologies with focus on PDP and Career growth.

Established Data-Driven Learning Strategy:  Launched SuccessFactors LMS and established learning analytics & metrics to track training effectiveness and optimize learning ROI. Implemented a comprehensive training needs assessment, demand platform, and department-wise talent index to identify skill gaps and ensure training programs address critical business needs Leading to enhanced employee engagement and business scores.

Fostered Collaborative Learning Leadership: Served as a key member of the Local CPO Leadership Team, collaborating with local & global L&D experts to maximize learning impact and ensure alignment with business objectives. Also Maintained a close relationship with the Global CLO to stay abreast of emerging learning trends and best practices.

Developed Strategic L&D Budget & Impact Framework: Designed an L&D budget framework using the STP methodology (Situation, Task, Process) to ensure efficient resource allocation. Implemented a comprehensive impact framework to measure the return on investment (ROI) of learning initiatives. Level 4 Kirkpatrick framework implemented.

Championed Integrated Talent Development Strategy: Contributed to the development of the organization's skill management and strategic workforce planning frameworks, ensuring alignment between learning initiatives and future workforce needs thus making the right skills are available for business success.

Led the transformation of the L&D function: establishing a culture of continuous learning and development across the organization: Led the implementation of various digital learning platforms like LinkedIn Learning and Degreed, fostering a culture of continuous learning and providing employees with micro-learning opportunities integrated into their workflows. Developed a comprehensive content curation process to create engaging and relevant organizational learning pathways and role-based learning journeys, resulting in a high platform consumption rate of 85% across the organization.

Launched High-Impact Internal Academies (NPS 8/10): Conceptualized and implemented internal academies like Agile Academy and Leadership Academy, providing targeted learning and development opportunities for employees. These academies achieved a Net Promoter Score (NPS) of 8/10, demonstrating high employee satisfaction and program effectiveness.

Integrated 70-20-10 Framework for Holistic Learning & Development : This framework facilitated the capture of learning impact and effectiveness, allowing for continuous improvement and alignment with the career development framework.

Focus on Continuous Learning & Development :Maintained industry certifications in Dale Carnegie Facilitation, Situational Leadership (Ken Blanchard), and Psychological Safety. Actively sought opportunities to expand my facilitation repertoire, including experiential learning programs

Developed Strategic Executive Development Programs: Conceptualized and implemented a series of executive management programs, partnering with prestigious universities and B&T schools to enhance leadership and insurance domain expertise. These programs addressed critical skill gaps and fostered continuous learning among senior leadership, ensuring alignment with evolving business needs.

Global Learning & Change Management: Leveraged extensive experience in program management to design, deliver, and sustain impactful learning interventions at both local and global levels.

Talent Management

Spearheaded High-Impact Leadership & Talent Assessment Programs :Overseen and program-managed the successful implementation of global leadership and talent assessment centers, identifying high-potential employees and ensuring leadership readiness. These programs leveraged evidence-based assessments and simulations to create a robust and objective evaluation process across levels for the organisation.

Championed Strategic Talent Reviews & Development : Led the talent review and discussion process with local and global leadership teams, driving a strategic approach to career development within the global tenured career development cycle. This collaborative process facilitated informed talent decisions, ensured alignment with individual career aspirations, and supported the development of a future-ready workforce.

Built a Robust Leadership Pipeline Through Strategic Succession Planning: Spearheaded the development of a healthy leadership pipeline by implementing effective succession planning strategies for C-suite, executives, and all leadership roles. This comprehensive approach involved identifying high-potential (Hi-Po) talent and creating customized learning journeys and special projects to accelerate their development and ensure compliance with global talent management processes and timelines

Spearheading Global Executive Talent Assessment Transformation: Leading the complete revamping of the global executive talent assessment process, implementing an Agile career model with a focus on enhanced readiness reflection and a customized self-reflection framework. This transformation empowers executives to take ownership of their career development and foster a culture of continuous learning and growth.

Established Local Coaching & Mentoring Network for Leaders: Owned the creation and development of a local Coaching & Mentoring Club, establishing a seamless network of internal, local, global, and external executive coaches. This initiative ensures business leaders have access to a wider pool of qualified coaches, facilitating personalized development plans and enhancing leadership effectiveness.

Leveraged Global Expertise for Local Talent Management Optimization: Actively participated in the Global Talent Management expert community, leveraging best practices and insights to optimize local talent management initiatives. Owning the global talent management audit at a local level, ensuring alignment with global standards and identifying areas for improvement in our local talent management strategy.

Data-Driven Talent Management Decisions: "Implemented a talent analytics framework to track key talent metrics, such as employee retention rate and time-to-hire, and used data insights to inform strategic talent management decisions.

DEI

Contributed to Global DE&I Strategy on the Allianz SE Global Inclusion Council: Served as a member of the Global Inclusion Council, chaired by the Global Allianz SE CHRO, actively participating in brainstorming, discussions, and implementation of the DE&I agenda for the entire Allianz Group, including Allianz Technology SE globally and India.

Spearheaded Global Disability Inclusion as Lead of Allianz Beyond ERG: Led Allianz Beyond, the global employee resource group (ERG) for disability inclusion, as the Global Lead, reporting directly to the Global CHRO and Global Sponsors based in Europe. championed a culture of disability inclusion across the Allianz Group, fostering awareness, removing barriers, and empowering employees with disabilities to thrive.

Championed Transformative DE&I Strategy for India:

1. Spearheaded a comprehensive Diversity, Equity & Inclusion (DE&I) strategy for India, encompassing gender, disability, cultural ethnicity, generational diversity, and LGBTQIA+ inclusion. This strategy went beyond inclusion, focusing on people practices that promote equity and address the specific needs of employees.

2. Developed a well-defined DE&I calendar aligned with special days, events, and milestones to ensure ongoing engagement and awareness. This resulted in year-on-year improvement in DE&I scores measured through annual employee engagement surveys. (Focuses on creating a sustainable strategy & measurable impact)

3. Championed impactful policy, structural, and infrastructural changes to employee benefits, particularly in the areas of women's diversity, disability inclusion, and LGBTQIA+ inclusion at the workplace.

4. Established employee resource groups (ERGs) for underrepresented groups.

5. Developed and implemented a diversity and inclusion policy.

Established Data-Driven Insights for DE&I Progress: Conceptualized and implemented a well-structured DE&I analytics framework to capture and report on key performance indicators (KPIs). This data-driven approach provided valuable insights into the effectiveness of our DE&I initiatives, enabling continuous improvement and informed decision-making.

Fostered Collaboration & Knowledge Sharing for Enhanced DE&I : Developed strong partnerships with global and local external DE&I experts, collaborating on best practices implementation throughout the entire employee lifecycle and employee experience Through these partnerships and ongoing research, I ensured I remained abreast of the latest DE&I practices and thought leadership, continuously seeking new strategies to improve our DE&I initiatives.

Championed High-Impact DE&I Strategy & Led Expert Team :

1. Led a team of DE&I experts, leveraging their deep subject matter knowledge to drive a high-impact DE&I strategy focused on enhancing employee experience and incorporating feedback. (Highlights leadership, team expertise, & focus on employee experience)

2. Established a comprehensive DE&I budget through collaborative discussions with stakeholders and secured its approval from the executive leadership team, ensuring adequate resources to implement our strategy. (Focuses on securing resources & collaboration)

3. Championed continuous improvement by benchmarking organizational DE&I practices against global standards, submitting white papers to share our best practices, and actively pursuing recognition through global and local DE&I awards – successfully securing wins. (Highlights learning, sharing knowledge, & external recognition)

4. Ensured a consistent and inclusive people experience across all locations by reporting functionally to the Head of DE&I for global alignment and championing workplace adjustments as well as accessibility measures (both physical and digital) to cater to diverse needs.

Employee wellbeing

Spearheaded Personalized Wellbeing Strategy & Enhanced Support: Developed and implemented a groundbreaking Personalized Wellbeing Plan (PWP) initiative, modelled after Personal Development Plans (PDPs), to provide employees with customized wellbeing solutions that align with their individual needs and aspirations. This innovative approach ensures employees receive the highest quality of wellness care and services, demonstrably resulting in improved employee wellbeing outcomes.

Championed Holistic Wellbeing for a Hybrid Workforce: Led a collaborative team effort to develop customized wellbeing solutions and platforms addressing psychological, social, and physical well-being needs of employees in a hybrid work environment. This comprehensive approach ensured employees maintained a healthy work-life balance even with the shift to hybrid work models. We actively promoted wellbeing as a crucial aspect of the hybrid work experience through leadership sessions and stakeholder connections

Spearheaded Innovative Wellbeing Infrastructure & Secured Resources: Conceptualized and implemented a comprehensive wellbeing infrastructure, including the creation of organizational Wellbeing Ambassadors and Wellbeing Allies, to foster a supportive network and promote various wellness platforms. Through strong stakeholder engagement, I developed and secured approval for a multi-year, comprehensive wellbeing budget, ensuring the necessary resources to sustain these impactful initiatives.

Championed Data-Driven Wellbeing Solutions & Engaged Stakeholders: Leveraging insights from annual employee engagement surveys, I spearheaded the conceptualization, brainstorming, and implementation of a holistic, device-agnostic digital wellbeing platform, catering to employee feedback and promoting accessibility. Through collaborative efforts with stakeholders and leadership presentations, I co-created a well-oiled, year-long wellbeing calendar that addresses individual needs and fosters a culture of wellbeing throughout the organization.

Elevated Employee Wellbeing to Award-Winning Levels: Spearheaded a data-driven approach to employee wellbeing, benchmarking best practices globally and collaborating with external partners to implement innovative solutions focused on the entire employee lifecycle and experience. This commitment to continuous improvement led to a significant 9% increase in our organization's annual employee engagement survey wellbeing score, achieving an all-time high. Our dedication to excellence was further recognized through wins in both global and local employee wellbeing awards, demonstrating the effectiveness of our strategies

Data-Driven Communication, Change & Reporting: My ability to track and communicate the impact of wellbeing initiatives through data visualization and reporting led to structural changes in the way employee wellbeing initiatives were positioned by the leadership team.

Championing Innovative Learning & Development Strategies:

• Played a crucial role as a Learning Advisor cum facilitator for Experiential Learning, utilizing gamified learning solutions, alternate learning modes, and business simulations to create engaging and impactful training experiences. (Highlights expertise in various L&D approaches)
• Successfully facilitated gamified learning solutions like "Lost Dutchman's Gold Mine" for mid-management leadership development. (Demonstrates specific application of gamification)

Leading & Managing Global Learning Delivery:

• As a Location & Portfolio Lead within Global Learning Delivery, you managed a team within a specific location and led a global portfolio focused on behavior enablement.
• This portfolio encompassed enhancing learning and learner experience, demonstrating my commitment to impactful and engaging L&D. (Focuses on learner-centric approach)
• Led a team of learner experts, showcasing your ability to manage and motivate others within the L&D function.

Strategic HR Expertise:

• Previously served as an HR Business Partner (HRBP) for a business unit, where I successfully implemented global HR programs and employee engagement activities.

Championing Strategic HR Alignment:

• Developed and implemented an HR strategy aligned with the organization's vision and mission, addressing short, medium, and long-term business challenges. (Focuses on strategic alignment and business impact)
• Established a comprehensive HR framework encompassing talent acquisition, retention, development, engagement, and transformation to support key business goals.

Empowering Business Leaders with HR Expertise:

• Provided strategic guidance to managers on various people initiatives, including career development, employee movement, performance management, and difficult conversations.
• Led the redefinition of Key Result Areas (KRAs) and the implementation of a Continuous Feedback Mechanism, transforming the performance management system for greater effectiveness.
• Collaborated with business and functional heads to execute action plans based on the Gallup Survey, driving employee engagement and leadership development. III. Fostering Employee Engagement & Continuous Improvement:
• Spearheaded employee engagement initiatives such as town halls & Managerial councelling promoting open communication and a positive work environment.
• Championed continuous improvement within the organization, facilitating positive change across all levels.

• Collaborated with department heads to ensure effective communication between departments regarding personnel policies and procedures and initiatives.
• Designed and conducted new employee orientation programs.
• Managed employee relations issues, such as harassment allegations, work complaints, and other workforce related matters.
• Conducted exit interviews with departing employees to identify areas of improvement in the workplace.
• Provided guidance on performance management processes including performance reviews, goal setting and coaching sessions.
• Worked with department managers to assess needs.
• Interpreted and explained human resources policies, procedures or regulations.
• Analyzed employment-related data and prepared reports.
• Advised management on organizing, preparing or implementing recruiting or retention programs.