Smita Patnaik

Project 1 : Global HR Knowledge Management ( HR Transformation) | since Sep'24

Project scope & Role : Product owner leading HR KM product design (in ServiceNow), migration and governance strategy.

Impact: 27k+ global HR knowledge artifacts (policies, process documents) across 60+ countries (Americas, EUR, APAC, MEA) from legacy GBS knowledge platform to Siemens Energy ServiceNow KM tenant.

Key responsibilities:

• Designed KM product roadmap and ideated system features (MVP & end-state product vision), leveraging ServiceNow KM
• Key KM features designed- KM knowledge architecture (as per Siemens Energy HR TOM), Knowledge base and KM taxonomy design, KM portal design for search & UX efficiencies (integrating local SharePoint Knowledge and Knowledge Article sources), Knowledge Article standards and Quality Index to harmonize and create future HR knowledge, Led executive buy-ins discussions on KM readiness.
• Defined global/local knowledge governance framework & RACI of HRSS teams to support future state KM, Defined KM migration strategy and knowledge quality checks for product country roll-out (incl. local country buy-ins and exclusions), support scaled Agile feature rollout, training to local HR of KM product suite.

Project 2: TA & Employee Onboarding (Process Excellence) | Jan-Sep'24

• Designed future state candidate experience journey map (In - Figma), As-is and To-be process workflows for global process standardization for Talent Acquisition (in- BIC), improved TA process taxonomy, established strategic business case for global Onboarding COE setup.

Project 3: Stocktaking E-tool for HR process information (HR Transformation) | Apr-Dec'23

• Designed tech. solutioning framework to gather As-Is HR process information in E-tool for 30+ countries MEA & APAC, system workflow design, upgraded HR taxonomy as per APQC standards, drove agile sprints with technical vendor (Wipro), led UATs, led a team of 2 to drive successful project execution. (Model used - SIPOC, wireframes in Figma, workflows in – BIC platform, End tool of impact: PowerApps, Tableau)

Key Wins: Demonstrated successful project deliveries, while maintaining courteous and effective working relationships in a fast-paced work environment.

Planned Career Break (Dec'22 – Mar'23): This was a planned time-off to re-energize, while focusing on my parents' health and few remote assignments.

Key Responsibilities

• GPO for Recruitment process transformation for an IT blue-chip client: Fostered client partnerships, led a project team of 3 to design current & future state process blueprint, re-engineering/automation opportunities, defined user experience roadmap, socialization workshops. (Deputed to London -Sep'22).
• Led the Hire-to-Retire digital product roadmap for clients of Infosys BPM: Partnered with Presales for RFP/RFI, service scope solutioning, leading service implementation.
• Opportunity/solution consulting on leading HR platforms (Workday, Oracle HCM), ATS/CRM platforms (Phenom AI, Smartrecruiters), RPA (UiPath), Chatbots (LivePerson AI), process mining (Celonis). Solution/process design in Visio

Strategic interventions

• Identified HRO opportunities for future revenue pipeline, led SteerCo. meetings with CXOs of Infosys & client sponsors.

Key Wins : Developed strong relationships with clients with keen understanding of their needs, and offering tailored solutions while mentoring a team of HR process experts.

Role : Product manager for PMS leading the design and continual improvement of the custom-built performance management system for user base of 7800 @ ZS (a leading healthcare management consulting firm catering to pharmaceutical and med-tech Fortune 500 companies)

Key Responsibilities :

• Defined the performance management-tech product enhancement roadmap (Point solution customized for ZS-product feature ideations with vendor, design wireframes, UX journey map, product sprints and feature roll out ,A/B. testing, UATs, change management.)
• Advisory on continual improvement of PMS philosophy & practice.
• PMS COE initiatives: Drove the bi-annual performance management charter along with tech. enhancements (bi-annual PMS charter, system readiness before cycle go-live, change adoption, hyper-care support for HRBPs, PMS reporting & analytics, conduct HR trainings sessions)

Achievements :

• Automated predictive promotion tool (Manhour savings :24 hrs. to 30 minutes): Forecasting insights to business leaders and HRBP on promotion, using levers of competency scores, tenure, past promotion, productivity.
• Refurbished Upward evaluation model (180 degree): Designed new rating method (BARS aligned to scores) and questionnaire based on ZS values impacting efficacy of upward evaluation and reducing score inflation.

Key Wins: Remained solutions-oriented in face of complex problems to deliver the PMS product and drove continuous process improvement.

Role 1: M&A integration lead | Jan-Dec’19

Strategic interventions

Steered executive decisions with CHRO and business leaders on HR integration, following $3.4bil acquisition of Syntel by Atos

Key Responsibilities and Achievements

• Conducted Side-Side analysis of HR Policies and process with GDPR, TUPE & Work Council impacts, established new workforce structures and job levels (Mercer’s IPE method) across US, EU, India, designed playbooks for integration.
• Established workstreams and new scope of work for HR teams (Shared Service, Compensation, HRBP, Performance, Recruiting, Training) to support post merger integration.
• Provided hyper care support during integration roll out, quantified areas of HR risk, grievance and risk write-off plans.

Role 2 : HR Process automation and PMS lead | Jan'16- Dec'18

Strategic interventions

Elevated strong HR domain expertise for process excellence and continuous improvement of HR systems/products impacting 17000 employees.

Key responsibilities

• Mined for HR process optimization and automation opportunities (hire to retire), As-is/To-be HR process blueprints design, UX frameworks, demand management, liaise with HR COE/services heads for process automation opportunities, leading UATs and change adoption, CI using LEAN frameworks, BRD documentation.
• Govern and execute annual PMS process eligibility checks for go-live of PMS cycle, goal setting and feedback completion, ensure system readiness, job-aids, conduct performance refresher trainings for HRBPs
• HR Analytics – Automated Global attrition dashboards, talent trends, ad-hoc HR reporting.
• Drove projects for policy change : Industry benchmarking, dipstick surveys on Work from home, shift allowance, maternity leave and cost impact assessment.

Achievements

• Ideated and automated Annual awards system(R&R) module: awarded best enabling app award by CEO.
• Key HR automations led: Background verification E-tool design (USD 20,500$ in cost savings), mobility and exits
• Consistently rated top performer. Awarded SMART, IMAGINATIVE & GLOBAL company value awards.

Role 3 : HR Business Partner for 1400 employees IND, US, UK | Oct'14- Dec'15

Employee life cycle management, executive reviews with Business Leadership on talent trends-productivity, skill bonus, high pot retention, employee pulse, Saville Assessments, complex disciplinary cases & talent strategy.

Key Wins: Championed HR process excellence and continuous improvement at Atos-Syntel, leading to greater adoption of HR tools and streamlining workflows.

Role : HR Business Partner for 500 employees IND, UK, SA | Apr'12- Oct'14

• Conducted induction, induction process improvement analysis, onboarding process improvement, drove 100% goal setting, promotion exercise, pulse, town halls, employee grievances. Ideated, designed automation tool for Induction - reducing processing effort by 70%, EWS tool.

Key Wins: Worked with managers to achieve compliance with organizational policies alongwith end-end HR process execution