Rishibha Sharma

Recipient of the Global "Functional Excellence Award" by the Global CIO -March 2023 for building a sustainable, effective and scalable talent program out of India for the Global IT organization across ALL Stryker locations and running it successful consecutively for 4 years.

Stakeholders: Vice Presidents, General Managers, Divisional Leaders (Global and APAC), Managing Director, HR Senior Directors Reporting: Matrixed Global Talent Management (TM) Center of Excellence (CoE), Regional and Country HR

(50% Market Strategy, Design and Delivery; 20% Global Programs; 20% Diversity, Equity, Inclusion and Belonging (DEI&B); People Management and Special HR Projects)
As an independent CoE leader, I drive the TM, L&D and DE&I agenda for the market, working closely with the HR Leader to build the organization for the future in line with business strategy. My key responsibilities include:

Talent Development Strategy:
-Development of Competency Framework
-Skill Matrix
Core L&D based on a 70/20/10 methodology

Performance Management System (PMS)

Talent Identification and Management
- Development and Retention initiatives/programs for the Key Talent
- Succession Planning, Develop Pipeline for critical positions
Career Planning
Talent Advisory role, Team Management

HR Technology & Digitization: Workday for talent reviews, Digital Acceleration Program for critical R&D Talent with ISB
Business sponsored projects : Business Learning Gamified program for critical Sales & Marketing talent, Harvard Business program, Kellogg Leadership program , Gallup strengths culture, Cross Cultural Collaborations
Global Projects: Leadership pipeline LPI, HR Skill Matrix (RBL)
Passion Projects - GPTW Project, Strat plan co-design, saleswomen mentoring, LGBTQ, Veteran, PWD inclusion, Engagement clubs, Women in STEM, Days of Understanding

Talent Development Strategy:
-Development of Competency Framework, Skill Matrix ,Performance Management System (PMS)

L&D based on a 70/20/10 methodology

Talent Identification and Management
-Development and Retention initiatives/programs for the Key Talent
-Succession Planning, Develop Pipeline for critical positions
Career Planning
Team Management

Talent Advisory role and New HR initiatives (HR Digitization, Technology adoption & change management)
Passion Projects - GPTW Project, Strat plan co-design, saleswomen mentoring, LGBTQ, Veteran, PWD inclusion, Engagement clubs, Women in STEM

Stakeholders: CMD,CMO,CFO, CHRO, BEO, General Managers, Factory Manager Senior Directors Reporting: Matrixed Global Talent Management, Nestle Global university Center of Excellence (CoE), Regional and Country HR

(70% Market strategy, design and delivery; 10% Global programs; 10% CSR, Employer Branding, Culture, PMS, 10% People Management and Special HR Projects)

As the corporate L&D market leader, I drove the Learning & Development , Market Capability pillar agenda working closely with the business leaders, plant heads, factory training managers to transform to a future ready organization in line with market strategy. My key responsibilities included:

CEO level learning plan design & deployment+ownership of upto 100 mio learning budget
Factory/Plant learning, skill needs, competency plan roll-up to over all regional learning strat
Corporate Leadership plans (IMD, Kellogg, IIM, ISB,LBS etc.), succession plan , key experiences for Management positions
Building high performance team, culture, OCI (plan ,audit, submissions),Belbin, MBTI, Disc,
Planning & delivering regional flagship long duration programs for top talent/top jobs -Change, Leadership, Brand Building, HPT, Lean
Consulting on skills/people strategy for adoption of technology, People practices (EVP) and Market expansion(right talent for right job) into growth segments, brand diversification (promising talent, early sparks)
HiPO capability - development/assessment centre design & delivery
Channel/sales learning - Direction & guidance on the channel learning plan
TTT- Training force capability building & skill enhancement

HR Technology & Digitization: Global HR transformation model, technology,people (Succesfactors)
Business project supported : Sustainability (packaging materials core team capability, scooting etc.), Maggi rebuild (Zid hai), NP relaunch
CEO sponsored projects : Rise2gether (OCI, Culture reset)
Digital HR :
Passion projects: 70K sales force learning mobile first digitization project, CSR (skill building for community workers- Nanhi Kali, Magic bus, MAMTA Foundation, Blue collar upskilling during Maggi crisis, Everyday Coaching at shop floor, SFE

Recipient of top performance-based (only top 10% global talent) Employee retention Bonus plan for two years in a row for extraordinary performance

Act as a Learning Solutions Partner and work on identifying the learning and organizational development needs and prepare the training calendar –drive the Digital learning agenda

Learning Design and Delivery
-Design learning interventions and training curricula for special learning projects
-Design learning solutions for various team situations, organizational initiatives, and leadership development using standard Instructional Models (ADDIE)

L&D Project Management
- Act as a full life cycle Program Manager for multiple local and global learning solutions for the site
- Act as the face of the Site Learning function and manage relations with local and global stakeholders
Deliver training occasionally for global training programs

Training Management and Compliance

-Innovate new and effective ways to enhance the performance of the learning function
-Ensure audit readiness of the function by maintaining desired data quality and ensuring that the learning functions follow all SOPs

-Ensure adherence to key training like (Values & Behavior) for the site
Prepare and manage training budget, vendor management, NDAs, contracts, etc.
-Ensure that assigned L&D projects are delivered on time, within budget, in adherence with L&D quality standards, and meet customer expectations

Business Projects: Technology Competency Matrix Design & Deployment
HR Projects: New Hire Experience Redesign Project, Leadership Development Roadmap Project: design the entire talent development curricula for People managers and the above audience

• London, Paris, Zurich, Barcelona, Frankfurt, Milan, Evanston & Chicago
• Human Resources – L&ED Lead, Europe, APAC & North America (Midwest) Region (reporting to US-based L&D Director)
• Reason for Leaving ZS: Career Aspiration (Head Hunted)
• ZS Associates is a global management consulting firm specializing in sales and marketing strategy, operations, and execution
• It is recognized for its expertise in go-to-market and sales force strategies and its downstream implementation capabilities
• Key Deliverables:
• Roll out of region-wide Training & Development Plan Supporting all the L & D work for Europe (Barcelona, Frankfurt, London, Milan, Zurich, Paris) & APAC ( Shanghai & Tokyo) Acting as a Training Consultant for business Units/tracks for all behavioral and skill-based training for all (new-hires, Analysts)
• Hosting several non-classroom forms of learning like leading the Women’s Forum, Track Outbound activities, and Team bonding sessions & Lunches
• Design & Rollout of the FastTrack Orientation for New joiners in ZS Delhi
• Remotely managing regional New Consultants/Manager’s Training Workshops
• Generate MIS reports basis various parameters
• Facilitated numerous Braining storming sessions in the Project teams working closely with the Project Managers
• Consultative Role: - Work with training leaders measuring business needs and skill gaps - Facilitate office training meetings as appropriate - Contribute new ideas around adult learning best practices
• Content Development
• Develop professional growth/career management materials (coaching, communication & consulting, time management, team management, team building, Motivation, Working across cultures)
• E-Learning
• Maintain LMS database, generate reports, coordinate activities
• Record events for podcasting capabilities
• Liaising with:
• Operations Team to ensure the most effective training environment
• Corporate Services for External Guests for the various pieces of training Imparted
• Notable Attainments:
• Worked very closely with Europe Leaders to streamline the Training Calendar of the running year and has been able to close & implement it in a very short span
• Conceptualized and hosted the Learning Forums & Roundtables on specific leadership topics
• Conceptualized & designed a major Learning event for ZS Zurich office
• This included designing the Communication& Promotion plan, learning outcomes, etc., Content validation, Enrollment & Post-training activities
• Worked end-to-end on the Global Training Calendar of several ZS Offices for 2011