SHEETAL SHARMA

• A skillful people manager creates and implements change management strategies and plans that maximize employee adoption, usage, and minimize resistance for all the change initiatives and transitions at the organizational level.
• Understand and thrive in a complex environment, connecting the dots between the business strategy, the high-impact project, and its landscape in order to appropriately counsel stakeholders and troubleshoot issues.
• Design, adapt, and execute strategic communication and training plans connected to the business strategy and tailored to diverse audiences across the geographies.
• Develop comprehensive change management plans, including communication strategies, training programs, and stakeholder engagement initiatives.
• Conduct impact assessments to understand the implications of changes on employees, processes, and technology.
• Manage, execute, and oversee multiple accounts/stakeholder relationships simultaneously; ensure quality work, deadline, and budget adherence, and alignment to business goals.
• Lead and facilitate change initiative introduction meetings with leadership, SteeCo meetings, and the Change Agent Network (virtual and in the classroom).
• Enable and assist change workshops, training sessions, and town hall meetings to educate and engage employees at all levels.
• Design and supervise project and initiative-specific communication campaigns: periodic leadership videos, feature videos, cross-publicity campaigns through the company’s existing website, intranet articles, existing business unit newsletters, planned and proposed town halls, and existing workshops.
• Design and review all the project-specific communication and learning collaterals – end-user training decks (across personas), application-wise user guides/manuals, pocket notes, standees, 'Did You Know' mailers, and playbook videos for specific features and process walkthroughs.
• Identify the various impactful communication channels, and create creative communications to match the end user's needs, and use digital platforms.
• For an ongoing global change initiative, I worked as a PMO of the change management team with the internal SharePoint team to design and build the Project Portal for the project rollout and implementation.
• Craft and review the train-the-trainer learning material and collaterals for the nominated Change Champions (part of the Change Agent Network) of the respective change initiative.
• Worked as a shared resource for the internal Knowledge Management Team during its inception, setup, and launch journey.
• Use data to understand how users interact with communications, and to inform communications recommendations.
• Propose and establish a Change Agent Network with leadership buy-in, and facilitate the same for all the projects.
• Propose and execute a Rewards and Recognition Plan for the global transformation program to ensure timely and enthusiastic adoption.
• Guide and review training modules based on the ADDIE model to ensure effective knowledge transfer for all the respective change initiatives.
• Use data and insights to improve learner engagement and learning impact.

ACHIEVEMENTS

Was promoted to a senior position upon completing one year with the organization.

• Awarded the Achievers Award for “Top Performer” for two consecutive years in the business unit, in the category of “2Good.”
• Successfully transitioned multiple high-visibility and complex mergers, collaborating closely with the project, transition, and leadership teams.teams.
• Co-partnered with external change management consultants for a global transformational journey of the time and attendance initiative of the organization for its first phase rollout.
• Received the LiveWire award for offering solutions in every situation which resulted in a positive business impact
• Awarded Xtramiles for curating and driving awareness of a high impact business initiative (S4 Hana) with hard pressed deadlines
• Successfully completed an internal flagship learning intervention for women leaders (First Lap) and was a panelist for the in-house branding initiative of the program
• Core member of Global Organization Change Management Committee and internally trained on PROSCI framework
• Provided leadership, insight and mentoring to newly hired employees to supply knowledge of various company programs.
• Provided guidance on best practices in problem-solving and decision-making processes.
• Created and managed budgets for travel, training, and team-building activities.
• Planned and led team meetings to review business results and communicate new and ongoing priorities.

• Lead NCR learning and development needs of R1 -New hires and the existing employees
• Partnering with Operations to provide value and articulate measures of success and interventions to sustain business impact and achievements with all the business units
• Digitalized the available training connect, designed and provide directions to develop eLearning modules, review and analyze
• Worked and created program to streamline gaps between operations need and training outcome
• Working with stakeholders to understand gap areas and aligning those feedbacks in training for better output, creating regular cadence between teams
• Provide directions for regular revamp of training modules and process enhancement
• Overseeing all aspects of Training Strategic Planning & Operations, Client & Process Management with emphasis on continuous improvement in training effectiveness
• Virtually delivered sessions for trainers on Professionalism while WFH, Time Management, Embracing Change in the virtual environment through digitalized content
• Was the Change Management SPOC for Org re-structure where designations & Job Roles across locations were standardized for the trainer pool
• Leadership Nominated Change Champion for SAP Concur Implementation for the assigned Business Unit
• Restored IJP framework; process owner for all the functional resources
• Revamped Train the Trainer Program
• Owned and drove Linguistic Scores benchmarking for the organization
• Transitioned “Source Train Hire” across locations for a dedicated LOB; on boarded 193 New Hires
• Developed Campus to Corporate Programs for all the New Hires for one of the critical business unit

• Drove and tracked all Head Quarter based HR training programs
• Was responsible for all the new hires’ onboarding
• Was the dedicated HRBP for a business unit managing end to end employee cycle activities
• Drove all the monthly employee engagement activities for India team
• Managed and tracked the training budget
• Proposed and implement HR L&D based initiatives

• Worked with the Business and HR teams—local and global—and offered learning and talent development programs that supported cultural assimilation, change management, and the development of leaders.
• Inspired employees to learn with the 'Growth Mindset' in their journey by understanding business groups, business needs, and leadership development challenges.
• Set up the L&D Department for the MSC Delhi Hub; develop the L&D strategy by making recommendations on focus areas mapped to the organization’s needs, business, and talent.
• Handle the entire spectrum of L&D, from business-aligned TNA to program design, conceptualization, content creation, and facilitation.
• Conceptualized and designed the onboarding framework and program, the R&R framework, and HR operations procedures.
• I was the HR Business Partner for the Microsoft Business Unit of the Gurgaon office and partnered with senior leaders on talent progression, retention, and organizational design alignment with business strategy.
• Responsible for conducting mid- and senior-level interviews, with a focus on the quality of hiring and culture fit.
• Engage closely with both business stakeholders to ensure a strong understanding of the business context, and consult on talent development asks through focus groups and employee connections.
• Drive global learning interventions launched.
• Conceptualized and conducted HR Connect - an open forum to understand the “pulse” of the office culture through the employee engagement platform “Office Vibe,” and coached the business heads/leaders on ways of working, fostering a “growth mindset.”
• Managed local L&D allocated budget and provided inputs to the Global Talent & OD team to align the global budget to prioritize impact opportunities, especially for the HiPos.
• SPOC for all employee grievances and HR-related sensitive people-related communication for the night shift business unit.
• Was the core member of the ICC-APAC India Team?
• Nominated and attended a HIPO leadership program for women in Miami, US, in 2018 - WMSC.
• Scaled up the potential level of the identified pool of internal SMEs to the next level of their roadmap for H2 2016.
• Awarded the Rokiee Award for outstanding performance, productivity, and dedicated service in 2017.
• Conceptualized the New hire Onboarding program for the APAC (Guru-gram Office)

• Conceptualized, designed and sphere headed 15 days residential New Hire Induction Program “NEEV” for SRL-a flagship program
• Lead the training function for PAN INDIA
• HR Business Partner for North Sales Team
• Conducted TNI/ TNA from Performance Management
• Share the future skill requirement through meeting business leaders, participating in business reviews
• Responsible for Recruitment of Sales Team of North Zone
• Manage other Training -Delivery & Operations Management & Internal Communication
• Administer the negotiations of contracts with vendors, trainers, and consultants
• Awarded the best Facilitator Award for Q3 -2015

• Worked closely with Business heads to identify training needs and proposed learning interventions basis competency framework of the organization for all employees
• Conceptualized and delivered learning interventions based on both the organization and individual needs
• Align, drive and manage employees’ learning curve through e-learning programs on LMS and through IDPS
• Initiate, organize and coordinate all employee engagement activities-Mentoring A Cluster (MAC), Employee Champion
• Drive Employee Engagement Survey and align post survey action planning sessions with senior management
• Coordinated & organized quarterly Town halls and R&R
• Deliver the training programs to across the levels in the circle on behavioral aspects, performance management Process and System
• Collate inputs for the identified HIPOS from their respective HODs and delivered sessions for HIPOS
• Facilitated Assessment Centers
• Partnered with the TM team to get 100 % process adherence of Performance Management System
• Drive the processes and track implementation across zones
• Won “Value Addition to Business Award” designed & delivered –For Enterprise Sales Force” which eventually resulted in high sales
• Customized Training Solution which was recognized at the PAN INDIA level
• Designed & Delivered Orientation Program for the contractual staff
• Designed & Delivered Presentation Skills For Sales Force
• Scored second rank on the PAN LEVEL for driving E-learning across the circle
• Key member of the corporate content review team
• Received continuous appreciations for driving learning oriented initiatives

• Delivered Soft skills, behavioral and leadership programs as a free-lance consultant