Priyasha Jyotishi

• Designed and implemented end-to-end learning frameworks for technical and soft skills, including ISTQB, IREB, FUSA, AUTOSAR, and Behavioral modules, catering to diverse engineering career levels.
• Led leadership capability development programs for Tech Leads and senior engineers, focusing on communication, influence, decision-making, and cross-functional collaboration.
• Curated and facilitated professional etiquette and business communication workshops for Gen Z engineers, enhancing workplace readiness and alignment with corporate culture.
• Managed campus-to-corporate transition programs, including 9-month internship structures, evaluations, and FTE conversion processes.
• Designed knowledge-sharing platforms and engagement activities to foster continuous learning across technical and non-technical domains.
• Partnered with business leaders to identify skill gaps and future capability needs, ensuring learning interventions were tied to organizational goals and the ZF Way values.
• Drove diversity & inclusion learning initiatives, employee experience programs, and soft skill interventions to strengthen organizational culture.
• Spearheaded in-house delivery of specialized training (e.g., FUSA Level 1 ISO 26262), reducing vendor dependency and increasing internal expertise.
• Monitored and evaluated program effectiveness through structured assessments, feedback, and measurable business outcomes.
• Supported talent development initiatives through structured role clarity, career pathways, and skip-level connects to strengthen retention and growth

Greenfield Foundry Project | HR & Learning Lead

• Built the HR function from ground up for a 500+ employee greenfield foundry, overseeing workforce planning, policy formulation, and operational HR processes.
• Established the learning & development framework for both shop-floor (blue-collar) and managerial/technical (white-collar) associates to ensure capability building from project launch.
• Designed and implemented structured skill-development programs for shop-floor associates, improving safety, productivity, and technical competencies.
• Rolled out learning pathways and professional development modules for engineers and staff, strengthening technical know-how and managerial effectiveness.
• Introduced induction and onboarding programs to integrate new hires into the factory culture, driving faster productivity ramp-up.
• Partnered with line managers to conduct training needs analysis and translate business requirements into focused L&D interventions.
• Implemented employee engagement frameworks that reduced attrition by 12% and fostered a culture of continuous learning.
• Monitored and evaluated training effectiveness through regular assessments, feedback loops, and productivity metrics.
• Collaborated with leadership to develop performance management programs linking capability development to business outcomes.

Kannelite Facility Management Pvt. Ltd. | Pan-India | 10,000+ Workforce

Key Responsibilities:

• Designed and implemented tailored training modules for facility and hospitality workforce, leading to measurable improvements in service quality scores and customer satisfaction.
• Streamlined the onboarding and induction process, reducing time-to-productivity by 20% across diverse client locations.
• Conducted training needs analysis and curated relevant course materials aligned with client service standards and operational objectives.
• Rolled out pan-India learning programs, balancing uniformity of standards with region-specific workforce needs.
• Led a team responsible for decision support and business intelligence, providing data-driven insights to enhance training effectiveness and workforce planning.
• Partnered with business leaders and clients to ensure learning interventions translated into operational excellence and stronger service delivery outcomes.
• Developed career development initiatives and upskilling programs to improve workforce retention in a high-attrition industry.
• Standardized performance-linked training assessments to track ROI of L&D programs and reinforce accountability in skill building.

Saraswati Components Pvt. Ltd. | Sheet Metal Manufacturing | 300 Employees

Key Responsibilities:

• Designed and updated training processes by reviewing documentation, incorporating associate feedback, and ensuring alignment with legal and compliance standards.
• Developed and delivered compliance, safety, and policy training modules, enabling the organization to successfully clear ISO audits and customer supplier audits (Tata Motors, etc.).
• Partnered with line managers to identify skill gaps and implement targeted training programs, enhancing technical skills and shop-floor efficiency.
• Established structured onboarding and induction programs for new recruits, improving role clarity and productivity ramp-up.
• Recruited and onboarded skilled talent, integrating training and development initiatives to strengthen long-term workforce capability.
• Created and implemented employee engagement and development programs, fostering a culture of learning across 60 white-collar and 240+ shop-floor employees.
• Monitored and measured training effectiveness, using feedback loops and performance metrics to refine content and delivery.
• Collaborated with leadership and compliance teams to align learning interventions with audit-readiness, quality benchmarks, and customer expectations.

Key Responsibilities:

• Part of the core team setting up a Japanese joint venture factory, managing HR processes from recruitment to time office during the initial setup phase.
• Established workforce systems and HR operations for the plant, ensuring smooth deployment of policies, payroll, and attendance structures.
• Coordinated end-to-end recruitment for shop-floor and staff employees, supporting phased ramp-up of manpower for plant operations.
• Designed and delivered shop-floor training programs on safety, discipline, and work culture aligned with Japanese standards, enabling early workforce readiness.
• Facilitated cross-cultural learning and orientation sessions to align employees with Japanese work ethics and productivity practices.
• Supported plant leadership in creating a learning-focused environment from inception, integrating compliance, safety, and technical training into daily operations.
• Partnered with line managers to conduct skill-gap assessments and implement targeted training interventions during the early production stages.

Accropoly Ninomiya Pvt. Ltd. | Automotive Components | Greenfield Plant Setup

Key Responsibilities:

• Served as a core HR team member for greenfield project setup, supporting end-to-end HR operations for the establishment of a new manufacturing facility.
• Designed and rolled out onboarding and induction programs for first batches of employees, embedding safety, compliance, and cultural orientation from day one.
• Coordinated with leadership to set up policies, processes, and training infrastructure to align with organizational and client requirements.
• Facilitated initial skill-development and compliance training for shop-floor workforce to ensure operational readiness before production go-live.
• Supported talent acquisition and workforce deployment for both blue-collar and white-collar roles during plant ramp-up phase.
• Partnered with cross-functional teams to prepare documentation and processes for audit-readiness (ISO & supplier audits) during the early plant setup stage.
• Contributed to creating a learning and engagement culture from inception, helping integrate employees into the new organizational environment.

• Underwent structured management trainee program as part of ICSI curriculum, gaining hands-on exposure to HR operations, compliance, and employee development practices.
• Supported the HR and IR teams in implementing statutory compliance and workforce documentation processes.
• Assisted in coordinating training and induction programs for new employees, reinforcing workplace compliance and corporate values.
• Prepared and maintained HR records, policies, and audit-ready documentation in alignment with organizational and legal standards.
• Collaborated with senior HR leaders to understand talent management and learning practices within a large corporate environment.