Sharvari Sanjay Kshirsagar

Performance & Talent Strategy

• Led end-to-end performance management cycles (FY24–FY25) including goal setting, QPRs, talent calibration, promotions, and year-end reviews, aligning employee outcomes with business objectives.
• Facilitated quarterly talent reviews with leadership to identify high performers, retention risks, and succession pipelines for critical roles.
• Partnered with business leaders on talent planning and leadership pipeline discussions to strengthen workforce capability.

Organizational Transformation & Change Leadership

• Acted as a Change Agent for an organization-wide transformation initiative, delivering 25+ manager capability sessions to strengthen leadership effectiveness and change adoption.
• Partnered with senior leaders to support transformation readiness, translating people initiatives into leadership actions, workforce planning inputs, and succession strategies.
• Enabled data-driven decisions during transformation programs by integrating insights from engagement platforms, retention analytics, and leadership connects.
• Established Inclusion Circles and Diversity Podcasts, driving a 35% increase in diversity engagement and promoting inclusive leadership practices.
• Facilitated cross-functional leadership discussions and culture initiatives aligned with broader organizational transformation priorities.

Workforce Analytics & Retention Strategy

• Analyzed attrition trends using predictive workforce analytics, enabling targeted retention actions with 90%+ accuracy in identifying attrition risks.
• Led the Retention Taskforce for the Sogeti BU, contributing to a 2.8% reduction in overall attrition.
• Supported the RISE retention strategy, helping reduce top-talent attrition by 29% across critical skills.
• Implemented the People Insights Dashboard, improving workforce visibility and increasing HR operational efficiency by 25%.

Compensation Strategy & Rewards

• Managed the FY25 compensation cycle for 7,000+ employees, evaluating pay positioning, performance outcomes, and internal equity.
• Supported compensation decisions through structured analysis and benchmarking, aligning rewards with performance and business priorities.
• Led Rewards & Recognition programs and Employee Appreciation Week, contributing to a 9% increase in employee NPS.

Employee Engagement

• Designed the FY25 Engagement Calendar and Connect Tracker, strengthening engagement governance across teams.
• Served as SPOC for the Pulse engagement platform, improving participation and feedback visibility for leadership.
• Conducted 50+ HR Connect sessions, translating employee insights into actionable engagement initiatives.

Employee Relations & HR Operations

• Served as HR partner for 1,800 employees, ensuring seamless HR support, employee experience, and issue resolution.
• Managed performance improvement cases, WFH requests, and employee relations matters, ensuring fair workplace practices and policy compliance.
• Led Back-to-Office and onboarding initiatives, collaborating on the GETONBOARD tool to align onboarding workflows with business KRAs.

• Supported HR strategies focused on employee relations and workplace engagement.
• Managed employee communication and grievance handling, fostering a positive work environment.
• Developed job role performance metrics, including Employee Engagement Index, Leadership Index, and Delivery Performance Survey outcomes.
  Organized employee meets and engagement sessions to promote a high-performance culture.
• Coordinated employee communication and new joiner engagement with HR Operations.
• Supported onboarding and separation processes to ensure a smooth employee lifecycle.
• Contributed to a leave benchmarking project for UAE employees to support policy standardization.

• Evaluated HRMS/ATS platforms for the Workday HCM Recruitment Module, conducting structured benchmarking and research across Oracle Taleo, SAP SuccessFactors, and Workday HCM to support stakeholder decision-making.
• Assessed 30+ HCM, assessment, and background verification platforms, developing comparative insights to support HR technology selection and implementation planning.
• Collaborated with HRIS teams and business stakeholders to analyze system capabilities and identify opportunities to enhance recruitment workflows and employee experience.
• Conducted market and talent trend analysis to align HR technology recommendations with evolving business and workforce needs.
• Supported HR process execution and change initiatives, contributing to the adoption of HR technology solutions and long-term people strategy within the operational unit.