Rohit Chittoriya

• Successfully led initiatives that resulted in improved business efficiency and enhanced service delivery
• Developed Project plans, set milestones, and ensured successful execution of projects
• Identified potential risks and obstacles that could hinder progress
• Managing Stakeholders: Working closely with stakeholders, managing their expectations, and addressing their concerns
• Managing Resources: Allocating and managing resources effectively
• Promoting Improvement: Promoting a culture of continuous improvement
• Facilitated workshops and brainstorming sessions to foster innovative thinking and collaborative solution development.
• Coordinated with IT departments to ensure seamless integration of new digital systems into existing infrastructure.
• Negotiated with vendors and service providers to secure cost-effective solutions without compromising on quality.
• Acted as a mentor to junior consultants, nurturing talent and fostering a culture of knowledge sharing and professional growth.
• Modernised and improved technology systems, aiding company progress towards operational targets.
• Negotiated with service providers to secure advantageous terms for internet and telecommunication services.
• Ensuring Alignment: Ensuring that digital initiatives align with the organization's strategic goals
• Managing Cultural Shifts: Managing the cultural and organizational shifts that come with digital transformation
• Communicating: Facilitating effective communication among stakeholders

Process Transition Projects Handled

Middle Norway – September 2021 to Feb 2022

Lead Norway HRO transition for 3 processes, Employee Life Cycle Data Management, Global Mobility and Automation of Letter generating process. Completed the entire transition in a time span of around 5 months, and since then operating process from India successfully.

Transition Scope – Leading Knowledge Transfer sessions, and SOP drafting, SLA drafting, Ramp up and stabilization governance etc.

Along with Norway, trained and managing other processes like Americas (North and South America), UK, Malaysia and Singapore. These are ongoing processes hence managing and provide expert services to uniform the processes for all entities.

Also lead HRO for New Tool implementation (Service Now). Lead HRO in UAT and implementations. Connected with the Global Tool management team and helping them and highlighted the issue with the application functionality.

• Operational Excellence: Overseeing day-to-day HR operations, ensuring smooth execution of HR processes, maintaining data accuracy, and meeting service level agreements (SLAs).
• Team Management: Leading and developing an HR operations team to deliver optimal performance, setting clear goals, providing guidance, and fostering a positive work environment.
• Process Improvement: Identifying opportunities to streamline HR processes, enhance efficiency, and reduce costs through automation and technology.
• Stakeholder Management: Building strong relationships with internal and external stakeholders, understanding their needs, and providing timely and effective solutions.
• HRIS Expertise: Proficient in using HR information systems (HRIS) to manage employee data, generate reports, and analyze HR metrics.
• Improving Employee Experience: Delivering high-quality HR services that enhance employee satisfaction and engagement.
• Master Data Management: Managing core HR data elements like employee information, organizational structure, positions, and job titles.
• Data Governance: Establishing data standards, policies, and procedures to maintain data integrity. Data Reporting: Generating HR reports and analytics using ERP data
• Process Ownership: Taking accountability for specific HR processes, from design to implementation, and continuous improvement.
• Team Leadership: Leading a team responsible for executing HR processes, providing guidance, and developing team members.
• Process Optimization: Identifying opportunities to streamline HR processes, reduce costs, and improve efficiency through automation and technology.
• Stakeholder Management: Collaborating with business units and HR stakeholders to understand their needs and align processes accordingly.
• Performance Management: Setting performance metrics, monitoring process performance, and taking corrective actions as needed.

• Led the end-to-end design and successful implementation of HR Shared Services (HRSS) for a multinational Oil & Gas organization, centralizing HR operations across Exploration, Production, Refining, and Downstream businesses.
• Designed and established a global HR Shared Services operating model, including process standardization, service catalog development, and governance framework, resulting in improved HR efficiency and consistency.
• Spearheaded the transition of HR transactional activities (onboarding, employee data management, payroll coordination, benefits administration, employee life-cycle changes, and offboarding) from multiple business units and geographies into a centralized HRSS center.
• Collaborated with senior stakeholders, including CHRO, Regional HR Directors, and Operations leads in upstream, midstream, and downstream segments to align HRSS strategy with business objectives in a high-risk, unionized, and highly regulated Oil & Gas environment.
• Developed and implemented HRSS KPIs and Service Level Agreements (SLAs), achieving >95% SLA compliance and reducing HR query resolution time by over 40% within the first year of operations.
• Built and led a high-performing HRSS team of 25+ professionals (including HR Advisors, Case Managers, and Payroll Specialists) while establishing clear roles, responsibilities, and career progression paths.
• Managed the selection, configuration, and rollout of HR technology platforms (Workday / SAP SuccessFactors / Oracle HCM) to support HRSS delivery, ensuring seamless integration with existing Oil & Gas-specific systems (e.g., SAP PM, field time-tracking tools).
• Drove process re-engineering and automation initiatives, eliminating redundant manual processes and achieving 30% reduction in HR operational costs while maintaining full compliance with local labor laws across 12+ countries.
• Ensured strict adherence to Oil & Gas industry regulations, including expatriate management, rotational workforce policies, hazardous environment compensation, and international mobility programs.
• Established robust HRSS governance, risk management, and audit frameworks to handle sensitive employee data in line with GDPR, local data protection laws, and stringent Oil & Gas security requirements.
• Played a key role in change management and stakeholder communication during HRSS transition, conducting training sessions for 500+ HRBPs and line managers across global operations.
• Delivered measurable business impact through improved employee experience, reduced administrative burden on line managers, and enhanced data accuracy for strategic workforce planning in a capital-intensive industry.

• Led end-to-end planning, strategy, and execution of complex data migration projects from legacy systems to new platforms (e.g., cloud, ERP, CRM), ensuring minimal downtime and zero critical data loss.
• Defined data migration strategy, roadmap, scope, and detailed plans, including extraction, transformation, loading (ETL), cleansing, mapping, and validation processes.
• Collaborated with business data owners, functional leads, solution architects, and technical teams to gather requirements, analyze source and target data structures, and resolve data discrepancies.
• Designed and oversaw data mapping, transformation rules, cleansing, enrichment, and harmonization activities to maintain data integrity and quality throughout the migration lifecycle.
• Managed and coordinated cross-functional teams, including ETL developers, data engineers, and testers, while assigning tasks, monitoring progress, and ensuring adherence to timelines and budgets.
• Developed and implemented data quality rules, validation scripts, and reconciliation processes to verify completeness, accuracy, and consistency of migrated data.
• Identified project risks, issues, and dependencies related to data migration; developed mitigation plans and provided regular status reports to stakeholders and senior management.
• Conducted data profiling and analysis of legacy systems to assess volume, quality, and complexity, informing migration approach and resource requirements.
• Built and maintained migration tools, scripts, and automation frameworks (using ETL tools like Informatica, Talend, SSIS, or Azure Data Factory) to support repeatable and efficient data loads.
• Led data migration testing (unit, integration, UAT), cutover planning, dry runs, and post-migration support to ensure seamless go-live and business continuity.
• Provided technical leadership and guidance on best practices for data migration methodology, tools, and processes to junior team members and stakeholders.
• Monitored migration performance metrics (KPIs) and implemented improvements to optimize speed, reduce costs, and enhance data accuracy.
• Facilitated knowledge transfer, training sessions, and documentation of migration processes, artifacts, and lessons learned for operational teams.

Area Work Upon: Human Resources Operations

Describe in one sentence: Internal Captive Unit performing globally

The Area of expertise are:

• Transition planning: Creating and executing detailed plans that outline tasks, timelines, and resources
• Coordination: Working with project teams and departments to ensure alignment with transition objectives
• Monitoring and evaluation: Tracking the progress of transitions and addressing issues as they arise
• Communication: Keeping relevant stakeholders informed of changes and managing resistance
• Training and support: Providing training and support to staff during transition periods
• Strategy: Aligning the change strategy with the organization's strategy, culture, and values
• Stakeholder engagement: Identifying stakeholders, understanding their needs and concerns, and communicating with them throughout the project

rea Work Upon: HR Shared Services

Describe in one sentence: Transition Entire Operation for HCL Axon Unit

The Area of expertise are:

• HR Operations & Shared Services
• Transition Management & Knowledge Transfer
• Stakeholder Management
• Process Mapping & SOP Documentation
• SLA/KPI Management
• HRIS tools (SAP, Oracle, etc.)
• Excel & Reporting
• Continuous Improvement

Area Work Upon: HR Shared Services

Describe in one sentence: Supportive HR for the Client (Indus Towers Ltd.)

The Area of expertise are:

• Supported transition of HR processes from client/onshore teams to shared services or offshore delivery centers.
• Assisted in knowledge transfer (KT) sessions, documentation, and process mapping for HR operations (onboarding, payroll inputs, employee data management, etc.).
• Prepared and maintained Standard Operating Procedures (SOPs), process flow charts, and transition trackers.
• Coordinated with cross-functional teams to ensure smooth handover and minimal disruption during transition phases.
• Monitored transition milestones, risks, and dependencies; escalated issues to senior stakeholders when required.
• Conducted data validation and quality checks post-transition to ensure accuracy and compliance.
• Supported testing activities (UAT) and helped resolve process gaps during stabilization phase.
• Maintained MIS reports and dashboards to track transition progress and performance metrics.
• Ensured adherence to SLAs, compliance standards, and data confidentiality policies.

• Oracle HRMS (Employee Creation & Database Management)

• Exit Interviews and Analysis of Attrition Reports (Prato Analysis)

• Training & Development Coordination

• On boarding & Joining Formalities

• Payroll & Taxation Assistance

• Business Reimbursement Approval

• Handling Employee issues

• Performance Management System Report

• Business Review Report