Prashanth Walter

Collaborative leader with dedication to partnering with coworkers to promote engaged, empowering work culture. Documented strengths in building and maintaining relationships with diverse range of stakeholders in dynamic, fast-paced settings.

Talent Acquisition and Onboarding:

• Responsible for manpower planning, budgeting, and capacity building.
• Strategic vision to identify bottlenecks early on and run efficient, smooth recruiting and hiring processes.
• Selection of the candidate.
• Enhancing the onboarding experience & building the leadership pipeline.
• Ensure TA assurance and process compliances.

Learning & Development:

• Allocate training budget for skill enhancement.
• Identify learning and development (L&D).
• Impart training for the new Employees.
• Regular discussion with operation team on training effectiveness.
• Introduce training & development platform in barcode.
• Track the training effectiveness and identify the skill to utilise during a crisis.
• Spread awareness and sensitize employees to ensure 100% compliance for all functional and development related trainings.

Performance Management:

• Drive successful closure of goal setting within defined timelines.
• Ensure end to end ownership and closure of performance appraisal cycle in alignment with central performance & compensation guidelines.
• Drive job role mapping, evaluation and assessment of all top rated and high performing employees and thus ensure accountability and visibility across services.
• Part of org-wide Appraisal Committee.
• Organise for Appraisal Meeting with Operation team.

Work-Life Balance:

• Drive Promote a healthy work-life balance to prevent burnout and increase employee satisfaction.
• Consider flexible work arrangements, telecommuting, and generous vacation policies.

Recognition and Rewards:

• Implement recognition programs to acknowledge and appreciate employee contributions.
• Offer incentives and rewards for outstanding performance or achieving milestones.

Communication and Transparency:

• Maintain open and transparent communication channels within the organization.
• Keep employees informed about company updates, goals, and future plans.

Career Pathing:

• Help employees understand potential career paths within the organization.
• Offer mentorship and coaching to help employees reach their career goals.

Work Culture:

• Apprise new joiner about the company’s culture/atmosphere and ensure that new joiner to feel comfortable.
• Welcoming the new joiners with Welcome/employee Kit.
• Encourage open and transparent communication among employees at all levels.
• Create channels for feedback, suggestions, and concerns.
• Organise Health & Wellness programme.
• Introduce “Thank You” memento for leaving employee on his last working day. It means a lot to the individual. "Feel good moment"

Employee participation & communication:

• Conduct townhall meeting.
• Conduct anonymous survey in the organisation. Thrash out the feedback and streamline the process.
• Appropriate circular about the amendment of policies.
• Introduce Company newsletter.
• Introduce digital notice board.

Wellbeing:

• Provide access to mental health resources, including counselling services and employee assistance programs (EAPs).
• Promote mental health awareness and reduce the stigma associated with seeking help.
• Conduct stress management workshops and training sessions to equip employees with coping strategies.
• Create a stress-free workspace and encourage breaks during the workday.
• Implement wellness programs that promote physical health, such as fitness challenges, gym memberships, or health screenings.
• Encourage healthy eating options in the workplace.
• Organize work-life balance workshops and seminars.
• Educate employees on time management and prioritization.
• Offer flexible scheduling, remote work options, or compressed workweeks to help employees better manage their personal and professional lives.
• Introduce play zones.
• Allocate budget for participating in football/cricket tournament.
• Organise team building activities, birthday parties & off site meets to keep the work environment healthy and happy.
• Introduce team lunch once in every 3 months.

Grievance handling:

• Develop a clear and comprehensive grievance policy that outlines the steps an employee should follow when they have a complaint or concern.
• Outline clear and well-defined procedures for handling grievances, specifying who is responsible for each step.
• Provide multiple accessible channels for employees to report grievances, such as direct supervisors, HR personnel, or an anonymous hotline.
• Provide counsel to employees and ensure confidentiality.
• Assign an impartial investigator or team to conduct a fair and unbiased investigation.
• Ensure those involved in the investigation have no conflicts of interest.
• Maintain detailed records of all communication, interviews, and actions taken during the grievance investigation.
• Ensure that all parties involved have access to these records.
• Keep all parties informed of the progress and status of the grievance investigation.
• Provide updates at key milestones and when a resolution is reached.
• Define a clear process for escalating grievances if the employee is dissatisfied with the initial resolution.
• Specify the next level of management or HR personnel to contact.
• Identify underlying issues that may have contributed to the grievance and implement preventive measures to reduce the likelihood of future complaints.

Compensation & Benefit:

• Conduct regular market surveys to ensure that the organization's compensation packages remain competitive within the industry and region.
• Implement performance-based pay structures that reward employees for their contributions and achievements.
• Ensure pay equity by regularly reviewing and addressing any gender or diversity pay gaps within the organization.
• Stay informed about and comply with all relevant labour laws and regulations related to compensation, including minimum wage laws and overtime regulations.

Labour:

• Ensure statutory forms are in order as per local labour law.
• Submission of Half yearly and Annual Returns of Statutory forms.
• Handle statutory authorities.
• Handle Labour conciliation centre / labour courts.

• Passport Number: N8484293
• Marital Status: Married

Awarded as Visionary HR Leader 2023 by Enoia Group of Companies.