Smruti Ayaskant

• Delivered on Inc Budgeting for the Engineering- Product - DS / UIUX - Marketing functions . Established robust market linked models, weighing consistent employee performance and target market positioning to fairly evaluate an incumbent . Applied campus corrections for few functions( tech qa design ) and new businesses ( zwayam / doselect )
  
• Independently executed the April 21-22 Increment cycle of the Tech Product span in a timely manner . Involved in preparing and reviewing the increment sheets , sending the consolidated sheet to the hrss team for letter release and payroll upload
  
• Independently implemented the April bonus working and payout of the entire org for the year 21-22 ( 1800 employees approx ) . Despite the scale of the exercise and manual process , there were zero discrepancies
  
• Joined the LTI project team which was formed to work on proposal of replacing SARs with RSUs . Worked on preparing RSU model to evaluate dilution over a period of 4 years . Simulated modelling for tech - product span in b3-b5 work level and for all the current incumbents in b6 work level . Worked on the final deck for presentation to CHRO and CEO
  
• Prepared the campus compensation ranges for Engineering- Product - DS/UXUI and other critical roles . Studied the market competitiveness of previous year offerings and recommended new comp , aimed to get better slots , wider talent pool and extended retention hooks . Our new campus compensation will also help us to stay competitive wrt our competitors during the campus placements
  
• Prepared the hiring ranges for Tech QA UIUX and Product Management roles . Evaluated internal parity and target market positioning to prepare competitive ranges aimed at hiring top talent in these functions. Established checks to prevent hiring candidates by overpaying / breaking the ideal range
  
• Post attrition of all the team members, took up the responsibility to manage SARs operations end to end - from preparing the sheets of eligible folks , getting CEO and NRC approvals , Printing and scanning of Grant letters to finally sending out the SAR letters over the mail
  
• I acted as the only POC for compensation team for a major time period without any backup . I have consistently stretched and stepped out of my comfort zone to hold the fort and to ensure that the stakeholder and employee experience doesn't get impacted by the heavy churn in the C&B COE.
  
• Other projects- Benchmarking executive compensation with our direct tech product competitors , providing market fitments to TA partners , revised manpower budgeting

• COMPENSATION AND BENEFITS :-
• Engineered the setting up of first ever centralized rewards and recognition platform for all employees at HERO
• Implemented the performance bonus variable pay out exercise for ACR 2019 -20 and ACR 2020 -21 cycles
• Supported the design and execution of 3D merit increment matrix during the annual compensation review
• Executed new employee benefits projects – WFH benefits, Covid leaves, 2W on rent, Paytm food coupons
• Review of current HR policies, suggesting necessary changes and recommending new add-on benefits
• HR AUTOMATION : -
• Preparing BRDs to automate claims/reimbursements/allowances for policies wrt. Deputation, Transfer etc
• Automated NPS process to simplify action of new account opening, shifting, resolve of grievances, closing etc
• HRBP – Sales, Employee Engagement and Rewards/Recognition :-
• Successfully executed a high value critical project on enhancing safety of salesforce for travel during Covid
• Successfully implemented a project on controlling attrition, dip in performance, engagement etc post transfer
• Super Admin for Achievers platform– the centralized rewards and recognition tool for all locations/functions
• Manage rewards disbursal, budget allocation etc in coordination with different teams, locations/functions
• Resolve end to end employee queries/issues on these platforms in coordination with the respective vendors
• Organized the HERO annual talent event 2020 on virtual mode, supervised and managed the entire event

Project Title: Leadership Development Strategy for Edelweiss GWAM
• Identified the organizations, that were consistently rewarded and recognized for their leadership development programs and strategies
• Benchmarked forty-seven leadership development programs of nineteen companies spread across eight different industries
• Finalized the leadership competencies and objectives for Edelweiss GWAM in consultation with senior business and HR leaders
• Recommended 14 best-in-class leadership interventions and strategies for leaders at junior, middle and senior management levels
• Suggested the top Indian vendors for deployment and implementation of recommended leadership interventions for the company