Samadhan Sawant

Strategic HR Leadership

• Aligned HR strategy with business objectives, driving talent acquisition, retention, and performance initiatives to support organizational growth and achieve an 80% increase in employee retention and productivity.
• Collaborated with senior leaders to roll out people-centric development plans, enhancing leadership bench strength and improving team engagement and goal alignment.
• Successfully led multiple business units nationally and held strategic HR positions for the entire organization to drive various smart business HR initiatives across the company.

Talent Management & Development

• Led competency-based assessments and implemented tailored development plans for high-potential employees, driving a performance culture that improved retention by 70%.
• Enhanced performance management processes, including feedback-focused inputs for managers, resulting in productivity improvement.
• Reskill and upskill the members, identify training needs and assist the L&D function in aligning training programs with business objectives. Liaise with multiple business heads to understand the hiring demand and outline a resource fulfillment plan.
• Managing Vendors and sourcing team to ensure there is enough talent pool in process for resource fulfillment at any given stage.
• Led OD initiatives by focusing on diversity, inclusion, Improving Engagement and Productivity.

Onboarding & Employee Relations

• Optimized onboarding processes, reducing time-to-productivity and enhancing new hire engagement through tailored training and clear career paths.
• Led employee relations initiatives, resolving conflicts and fostering a positive work environment, reducing turnover and improving satisfaction.

HR Analytics & Decision Support

• Conducted HR analytics to guide data-driven decision-making, leveraging employee survey data to enhance employee engagement by 80%.
• Drove continuous process improvement, reducing HR process gaps while ensuring compliance with audit and regulatory requirements.

Leadership Development & Employee Engagement

• Developed and executed leadership development programs, elevating manager capability to provide feedback and drive performance, achieving improvement in team outcomes.
• Championed GPTW surveys, implementing action plans that raised engagement scores and morale across the organization.
• Engagement initiatives such as Celebration Day, Sponsored Learning and Development Programs, Incentive and Reward Mechanisms, HR Events Budget, Calendar and experiences.

• Talent Management: Spearheaded talent management strategy at a functional level, ensuring continuous identification, development, and engagement of high-potential employees, driving a strong succession pipeline aligned with organizational goals.

• HR Strategy & Business Partnership: Collaborated with C-suite and senior leaders to create and implement a strategic people agenda, optimizing workforce planning and organizational development initiatives that met evolving business needs while adhering to budgetary guidelines.

• Compliance & Compensation Management: Acted as the Single Point of Contact (SPOC) for statutory compliance and compensation management, maintaining a high level of compliance in line with government regulations and industry standards.

• HR Metrics & Analytics: Conducted comprehensive business reviews on key HR metrics, including Attrition Analysis, Compensation Variances, KPIs, and Employee Satisfaction (ESS) Scorecards, translating data insights into actionable strategies to drive workforce engagement and reduce turnover.

• Learning & Development: Designed and implemented an enhanced Learning & Development Process, aligning programs with business priorities to promote continuous skill development and career growth.

• Process Improvement & HRIS Implementation: Championed the implementation of HRIS to optimize HR functions, improve process efficiency, and achieve operational excellence.

• Policy Development: Led development and enactment of human resource policies, ensuring alignment with business standards and promoting an inclusive, high-performance culture.

• Workforce Planning & Succession Planning: Provided expert guidance on organizational restructuring, workforce planning, and succession planning, enhancing organizational agility and readiness for future growth.

• Team Leadership & Cross-Training: Maximized team performance and agility by cross-training employees, mentoring team members, and implementing performance monitoring to enhance daily operational effectiveness.

• Lead and direct human resource activities to deliver comprehensive HR service to business.
• Providing performance consulting expertise and assistance with analyzing and altering job structures and skill requirements to enhance the performance of employees.
• Coaching and working with managers and supervisors in managing employee performance and engagement.
• Contributing as a project leader on various HR and business line initiatives.
• Managing HR communications and assisting in keeping employees informed of all changes in policies, procedures, and programs.
• Directs the processing and entering of employee information such as personal data, compensation, benefits, attendance, performance reviews or evaluations, and termination date and reason.
• Managing talent acquisition, development, and retention & oversee the onboarding and talent assessment and development.

• Responsible for Talent acquisition of various technical positions across GDC - this includes developing job descriptions and person specifications, preparing job adverts, coordinating with consultants, checking application forms, shortlisting, interviewing, and selecting candidates.
• Developing and implementing policies on issues like work-life balance, performance management, growth opportunities, disciplinary procedures, and absence management.
• Advising on pay and other remuneration issues, including promotion and benefits.
• Administering payroll and maintaining employee records.
• Dealing with grievances and implementing disciplinary procedures.
• Developing with line managers HR planning strategies that consider immediate and long-term staff requirements.
• Planning, and sometimes delivering, training - including inductions for new staff.
• Identify training needs in conjunction with departmental managers.
• Operating as Exit process owner thus solely responsible for handling employee exits.
• Employee Engagement SPOC- conducting Performance Awards and festive Celebrations.
• Managing applicable Statutory Compliances i.e PF, ESI, Gratuity, taxation, Labour Laws.
• Consulting about attrition management, retention tools, and employee satisfaction.

• Prepare, Implement & Review the HRD Plan in line with Organizational goals & objectives.
• PMS & people Development – Introduced new PMS.
• Formulated, mapped & prepared a roadmap for career growth paths, KRAs, KPIs, and vector growth of employees.
• Career Development – Initiated a new process for Employee Career Progression within the organization.
• Business HR – Recruitment Process Enhancement for Professional Services Business.
• Responsible for delivering results in terms of generating revenue through various leads created by the sales team.
• Introduced a new & elaborate Policy Manual with SOPs & HR Policy handbook for all employees.
• Employee Engagement - Achieved a High level of Employee motivation & Satisfaction through various employee engagement activities.

• Accountable for performance from a team of 14 recruiters and 2 team leaders.
• Liable for training and development of the team.
• Responsible for recruitment of resources as per the client's needs.
• Resume shortlisting - speaking to candidates and validating interest in a particular assignment with a client.
• Initial screening & shortlist of candidates.
• Arrange interviews for the shortlisted candidates.
• Led employee relations through effective communication, coaching, training, and development.