Sidharth Sankar Srichandan

* Employee Experience & Support - Managing day-to-day People operations including Employee Lifecycle (Hire-to-Retire), supporting stakeholders by acting as the primary point of contact for HR-related queries, providing support to employees in terms of Policies, HR system & tools, Payroll, Benefits, Stocks etc.

* Process & Technology Management -

a) Responsible for Designing and Improvement of HR Processes by streamlining existing HR processes to ensure efficiency and consistency in the delivery of services across different regions or departments to ensure compliance and uniformity.

b) Leading initiatives to integrate new HR tools or technologies, continuous improvements along with routine audits.

c) Regularly assess HR processes, identifying areas for improvement and working to implement best practices to enhance the overall efficiency of HR services deliverables.

d) Collecting feedback from employees and leaders on HR tools & systems and using those to drive improvements and adjustments wherever necessary.

* Merit Cycles & Total Rewards -

a) Leading the Compensation Benchmarking activity including Annual Salary reviews, participating in

Market surveys via external vendors such as Aon & Mercer.

b) Solely responsible for driving the Merit cycle by Preparation of PMS Agenda & Drafts for leaders & employees, Final Calibrations based on the outcomes of benchmarking activity, collecting recommendations from leaders & augmenting into the merit process towards successful closure of Annual Merit Cycles

c) Responsible for handing over the final files to payroll team towards accurate payouts & letter publishing over HR systems.

* Employee Engagement and Building Culture -

a) Responsible for executing employee surveys & dipsticks to monitor pulse of the floor and taking initiatives based on the analysis and outcomes.

b) Leading engagement activities, team exercises for various functions by ensuring maximum participation and engagement.

c) Running R&R programs for employees as per polices for respective functions.

d) Analyzing & assessing DEI across functions & observing if any keen focus is required towards any anomalies

* Learning & Development Initiatives -

a) Identifying training needs and arranging training programs for individuals or for the function based on the business first approach. Monitoring training sessions to ensure training objectives are met.

b) Giving performance management guidance to line managers & advising on effective feedback techniques such as Managerial Mentoring & Coaching etc.

c) Executing Succession Planning both during Merit cycle or mid-year based on business criticality by identifying key talent retention & employee motivation.

d) Continuous improvement in the existing PIP processes which boosts morale & higher success rates.

e) Running Quarterly HR training sessions such as First Time Manager, Effective Communications etc.

* Compliance & Vendor Management -

a) Ensuring HR processes comply with all local, state and federal labor laws, regulations and policies by liaising with Legal team & vendors.

b) Providing regular HR metrics and HR data analysis to leadership, finance & investors which assists decision-making and improving HR service delivery.

a) Managing relationships with third-party vendors for services such as HRIS, Benefits Administration and Payroll & Compliance.

b) Ensuring contracts, performance metrics & SLAs are met.