Rashmi Utnal

• Only point of contact for all HR related activities, reporting to the CEO of the organization.

1.⁠ ⁠Program Delivery & Execution
•⁠ ⁠Lead end-to-end delivery of HR technology initiatives (e.g., performance management systems, recruitment platforms, onboarding tools).
•⁠ ⁠Define project scope, goals, and deliverables in alignment with business objectives and HR strategies.
•⁠ ⁠Develop detailed project plans, timelines, and resource allocations to ensure timely and successful implementations.
2. Stakeholder Management
•⁠ ⁠Act as the primary liaison between HR, IT, vendors, and business units to gather requirements and ensure alignment across all parties.
•⁠ ⁠Facilitate regular status updates, steering committee meetings, and stakeholder communications.
3.⁠ ⁠Tool Implementation & Optimization
•⁠ ⁠Drive the implementation and continuous improvement of HR systems such as Workday, SAP SuccessFactors, Oracle HCM, or custom tools.
•⁠ ⁠Identify opportunities to streamline processes and enhance user experience through automation and digital solutions.
4.⁠ ⁠Change Management & Training
•⁠ ⁠Develop and execute change management plans to support user adoption and minimize disruption.
•⁠ ⁠Coordinate training and support materials for HR teams and end-users.
5.⁠ ⁠Risk & Issue Management
•⁠ ⁠Proactively identify risks and issues; develop mitigation plans and lead resolution efforts.
•⁠ ⁠Ensure compliance with data privacy, security, and other regulatory requirements.
6.⁠ ⁠Performance Tracking & Reporting
•⁠ ⁠Establish metrics and KPIs to track the success and adoption of HR tools.
•⁠ ⁠Provide regular reports and insights to leadership to inform strategic decisions.
7.⁠ ⁠Vendor & Budget Management
•⁠ ⁠Manage relationships with third-party vendors, including contract negotiations, SLAs, and performance reviews.
•⁠ ⁠Track budgets, forecasts, and actuals to ensure cost-effective program execution.

Global Experience: Successfully collaborated with organizations across the US, Europe, and APAC regions.
Expertise: Specializes in strategic HR management, talent acquisition, employee engagement, and compliance.
Tailored Solutions: Crafts customized HR solutions that align with diverse cultural and regulatory environments.
Organizational Impact: Drives effectiveness and fosters growth worldwide through strategic HR initiatives.

Role: Lead and oversee all aspects of human resources and organizational culture. Develop and execute strategies to attract, retain, and develop talent while fostering a positive, inclusive workplace culture aligned with company values.

Responsibilities:

• Strategic Leadership:Develop and implement HR strategies aligned with business goals.
  Advise senior leadership on organizational development and employee engagement.
• Talent Management:Oversee recruitment, onboarding, and retention.
  Develop career programs, performance management, and succession planning.
• Employee Experience & Engagement:Foster a positive workplace culture.
  Implement engagement programs and conduct satisfaction surveys.
• Diversity, Equity, and Inclusion (DEI):Develop and execute DEI strategies.
  Monitor and report on DEI metrics.
• Training & Development:Create and oversee training programs.
  Support continuous learning and professional growth.
• Organizational Development:Drive initiatives for organizational effectiveness and change management.
  Promote organizational values and culture.
• Compensation & Benefits:Develop and manage compensation and benefits programs.
  Conduct market analysis for competitive offerings.
• Compliance & Risk Management:Ensure compliance with employment laws and regulations.
  Manage employee relations and mitigate HR risks.
• HR Operations:Oversee HR operations, including policy development and HRIS management.
  Ensure efficient HR processes.
• Communication & Stakeholder Management:Serve as the primary contact for employee communications.
  Collaborate with departments to align HR practices.
• Reporting & Analytics: Utilize HR metrics for data-driven decisions and Analyze trends to improve HR practices and effectiveness.

• Responsibilities:
  HR Strategy & Leadership:Develop and implement HR strategies that support organizational goals and improve overall effectiveness.
  Provide strategic guidance to senior leadership on HR-related matters and initiatives.
  People Management:Oversee recruitment, onboarding, and talent management processes to attract and retain top talent.
  Manage performance management systems, including goal setting, evaluations, and development plans.
  Operational Efficiency:Optimize HR processes and systems to ensure efficiency and effectiveness in HR operations.
  Monitor and improve HR operational metrics, including turnover rates, employee engagement, and retention.
  Employee Relations & Engagement:Act as a point of contact for employee relations issues, providing support and resolution to ensure a positive work environment.
  Implement employee engagement initiatives and conduct surveys to measure and enhance job satisfaction.
  Compliance & Risk Management:Ensure compliance with employment laws, regulations, and organizational policies.
  Address and manage risks related to HR practices and employee relations.
  Compensation & Benefits:Oversee compensation and benefits programs, ensuring competitiveness and alignment with industry standards.
  Conduct market analysis and manage salary reviews, benefits administration, and rewards programs.
  HR Analytics & Reporting:Utilize HR metrics and analytics to assess and report on HR performance, trends, and areas for improvement.
  Provide data-driven insights to support decision-making and strategic planning.
  Change Management:Lead and support change management initiatives, including organizational restructuring and process improvements.
  Manage the impact of change on employees, ensuring effective communication and support.
  Policy Development & Implementation:Develop and enforce HR policies and procedures to ensure consistency and compliance across the organization.
  Ensure policies are communicated effectively and regularly reviewed for relevance and effectiveness.
  Stakeholder Management:Collaborate with various departments and stakeholders to align HR practices with business needs and objectives.
  Act as a liaison between HR and other functions, facilitating communication and coordination.
  Budget Management:Manage the HR budget, including planning, forecasting, and monitoring expenditures related to HR activities and initiatives.
  

• Role: The Human Resources Business Partner (HRBP) acts as a strategic partner to business leaders, aligning HR practices with organizational goals to drive performance, enhance employee experience, and support business growth.

Responsibilities:

• Strategic HR Alignment:Partner with business leaders to develop and implement HR strategies that align with organizational objectives and drive business success.
  Provide guidance on HR matters to support business goals and strategic initiatives.
• Talent Management:Oversee talent acquisition, development, and retention strategies to meet the business’s needs.
  Work with leaders to identify talent gaps and succession planning needs.
• Employee Relations:Act as a point of contact for employee issues, concerns, and disputes, ensuring fair and effective resolution.
  Foster a positive workplace culture and address employee relations challenges proactively.
• Performance Management:Support the performance management process by advising on goal setting, performance reviews, and development plans.
  Assist managers in addressing performance issues and implementing performance improvement plans.
• Organizational Development:Lead initiatives to enhance organizational effectiveness, including change management and team development.
  Promote organizational values and culture through HR programs and practices.
• HR Analytics and Reporting:Use HR metrics and analytics to monitor and report on key HR indicators, including turnover, engagement, and workforce planning.
  Provide insights and recommendations based on data to drive HR and business decisions.
• Policy Implementation:Implement and communicate HR policies and procedures across the organization.
  Ensure policies are up-to-date and aligned with legal and regulatory requirements.
• Change Management:Guide and support organizational change initiatives, including restructuring and business transformations.
  Assist in managing the impact of change on employees and ensuring effective communication.
  

• Provided diversified information services and research assistance to clients & employee population
• Acquired professional affiliation from Convergys India Services Pvt Ltd in the year 2005 after the successive Personal Management Training organized by the Organization.
• Delivered training sessions on employment law, diversity, and workplace ethics to enhance staff knowledge.
• Implemented performance management systems, including setting objectives, conducting appraisals, and providing feedback.