Ruchi Shah

• Designed and executed talent development strategies aligned with business objectives.
• Led comprehensive development of learning programs and succession planning, achieving 12% increase in internal promotions.
• Collaborated with senior leaders and HRBPs on change management and cultural transformation initiatives.
• Implemented performance management frameworks, raising employee engagement scores by 5% through action planning workshops.
• Introduced data-driven talent analytics to identify skill gaps and reduce attrition rates.
• Cultivated relationships with stakeholders and business leads to foster collaboration.
• Facilitated team meetings to align on goals and enhance strategic execution.
• Coached managers on leadership techniques to boost employee engagement.

• Spearheaded enterprise-wide Talent Management strategies, including succession planning, HiPo development, performance management, and career frameworks to build a future-ready workforce.
• Led Learning & Development initiatives, launching organization-wide capability-building programs aligned with business strategy, including leadership development, digital upskilling, and functional academies.
• Drove Organization Development interventions focused on culture transformation, employee engagement, change management, and design of operating models and structures.
• Acted as HR Business Partner for Corporate Functions (e.g., Finance, Strategy, Legal, IT), advising CXOs on workforce planning, talent strategy, and organizational effectiveness.
• Collaborated with senior leadership to integrate people strategy with business goals, leading cross-functional programs in transformation, M&A integration, and DEI.
• Championed data-driven HR practices, leveraging analytics and insights to shape decision-making and measure impact.

• Spearheaded Regional HR Strategy for APAC manufacturing sites and businesses, aligning workforce initiatives with global business priorities across multiple countries.
• Partnered with regional and site leadership teams to drive talent strategy, succession planning, and leadership development, improving internal mobility and talent pipeline readiness.
• Acted as the HR Business Partner for Mumbai-based colleagues, spearheading end-to-end employee lifecycle management of 600 employees across manufacturing, quality, and support functions.
• Led organizational design and change management initiatives for business transitions and global operating model shifts, ensuring minimal disruption and high engagement.
• Delivered region-wide initiatives in employee engagement, DEI, and capability building, contributing to a 7% uplift in employee satisfaction scores over a period of 2 years.
• Collaborated with COEs (Talent, Total Rewards, L&D) to implement and localize global HR programs for APAC, ensuring cultural and regulatory relevance.
• Provided strategic workforce planning, including critical skills identification and workforce reshaping during post-pandemic recovery and supply chain realignment.
• Acted as a trusted advisor to senior leadership on employee relations, performance management, and high-potential talent management.

Key Achievements:

• Successfully implemented a regional leadership development program across 5 APAC Sites
• Increased women workforce in the organization by 2.5% over a period of 2 years through a focus on DEI interventions for the gender cohort
• Reduced attrition at Mumbai office by 4% through targeted retention and engagement interventions

• Partnered with the CHRO in leading and driving strategic HR initiatives across an organization with a workforce of 14,000+ employees.
• Spear-headed HR Business Partnering for Enabling functions
• Handled multiple Global Assignments and drove HR Transformation across the organization
• Acted as a strategic advisor to business leaders, aligning HR initiatives with organizational goals across 500 employees.
• Drove workforce planning, talent strategy, and organizational design to support scaling and transformation efforts.
• Led end-to-end employee lifecycle management, including performance management, compensation planning, and employee engagement.
• Partnered with leadership to identify and close talent gaps, resulting in 22% improvement in critical role readiness.
• Managed complex employee relations cases, ensuring compliance and fostering a positive work environment.
• Delivered data-driven HR insights to guide decision-making on attrition, engagement, and succession planning.
• Coached senior managers on leadership, change management, and team effectiveness, enhancing leadership bench strength.
• Spearheaded DEI initiatives, contributing to an inclusive culture and measurable improvement in diverse talent metrics.

• Spearheaded the design, benchmarking, and revamp of HR policies to ensure alignment with industry best practices and evolving organizational needs across multiple business units.
• Partnered with business and HR leaders to develop policy frameworks that supported compliance, employee experience, and cultural consistency.
• Conducted in-depth talent analytics to provide actionable insights on workforce trends, attrition, engagement, and capability metrics, driving data-informed decision-making.
• Supported policy harmonization initiatives post-organizational restructuring, ensuring consistency across diverse functions and geographies.

• Lecturer for subjects of Information Technology such as Software Programming Languages, Management in Information Technology.
• Personality Development & Executive Presence coaching for college students
• Faculty Head for co-curricular and extra-curricular activites