Sushma Priya

• Summary - Talent Management and development, Employee engagement, Rewards and recognition, compensation, Policy framing, Vendor management, Exit formalities, Change Management, and organization development. HR Systems, and SAP. Stakeholder engagement, process improvement, training, and support.

Key Responsibilities:

1. Strategic HR Leadership (For Talent Success Vertical, known as Uplers Talent Solution): o Develop and implement HR strategies that support the company's business objectives.

o Collaborate with executive leadership to forecast HR needs and drive strategic initiatives that promote growth.

2. Change Management: Lead change management initiatives to ensure smooth transitions during organizational changes. To develop and implement strategies to engage employees and maintain productivity during change. Lead the design, development, and implementation of comprehensive change management strategies that align with clients' business objectives.
Lead development and maintenance of stakeholder engagement and management activities, including introducing frameworks to key leaders and executing engagement plans through each project phase.

3. Talent Acquisition and Management: Oversee recruitment processes to attract top talent across locations, ensuring a seamless hiring experience. To develop and maintain onboarding programs to integrate new employees into the company culture.

4. Work Visa and Compliance: Manage work visa processes, ensuring compliance with immigration regulations. Partner with legal teams to handle visa applications, renewals, and related documentation.

5. Global Payroll and Compensation: Oversee payroll operations, ensuring accuracy and compliance. Design and manage competitive compensation and benefits programs that attract and retain talent globally.

6. Employee Relations: Foster a positive work environment through effective conflict resolution and employee engagement initiatives. To address employee concerns and grievances, focus on fair and equitable solutions.

7. Performance Management: Implement and manage performance appraisal systems that drive high performance. Provide coaching and guidance to managers on performance-related issues.

8. Compliance and Risk Management: Ensure HR policies and practices comply with all applicable laws and regulations. Manage risk by identifying and addressing potential HR-related issues proactively.

9. Organizational Development: Lead initiatives to develop and enhance the company's organizational culture. Implement training and development programs to enhance employee skills and career growth. 10. HR Metrics and Reporting: Develop and utilize HR metrics to assess and improve HR performance. Provide regular reports to senior management on HR activities and outcomes.

11. HR System - Worked as a Techno-Functional consultant for various systems - Workday, HRMS/HRIS - ATS/UTS.

• Assist in testing and implementing HR system upgrades and patches.
• Identify opportunities to streamline HR processes and improve efficiency.

12. Talent Success- Improved client accountability and progress tracking by implementing regular check-ins and progress updates.

• Increased client satisfaction by providing timely feedback and constructive criticism to drive continuous improvement.
• Celebrated client successes by acknowledging milestones, recognizing accomplishments, and providing positive reinforcement throughout journey.
• Documented behaviors, treatments and non-compliance issues.
• Reduced turnover rate by developing comprehensive talent retention programs.
• Implemented performance management systems to drive accountability and goal achievement.
• Enhanced employee engagement by implementing innovative HR strategies and initiatives.
• Managed sensitive employee relations issues, fostering a positive work environment for all staff members.
• Created succession plans, preparing the organization for future leadership needs.

12. Stakeholder Engagement: Collaborated with HR business partners to understand their requests, providing timely and accurate information and updates.

• Key Responsibilities.

Responsible for end to end HR service delivery for entire State - HR interventions includes manpower planning, Recruitment( SPOC for 600 + Employees), On-boarding, driving KRA setting, performance appraisal, attendance management and exit formalities, Identifying the training needs for business units and partnering with learning and development team, conducting learning sessions and delivering business wide events and training programs., Provides HR policy guidance and interpretation, Partners with the legal department reducing legal risks and ensuring regulatory compliance, Providing feedback on organizational changes like the recent changes in performance management process., Enable the team lead to communicate/roll out the change process, Maintain records of people transactions such as hires, promotion, transfer performance reviews and other people related statistics., Consolidation, validation and analysis of people data using dashboards, maintaining people tracker, supervisor mapping, vendor management., On the floor fun and team building activities., Performance tracking with the leaders rewards and recognition., Conducting pulse checks/sharing feedback with team leads and facilitating action on issues, Maintain positive employee relation climate by responding to employee's concerns, addressing issues proactively and advising regarding company practices., Worked with management and employees to improve work relationships, build morale, and increase productivity and retention

Summary: Manpower Planning and Analytics - Pre- and Post-hiring assessment, Applicant tracking, Per Hire cost analysis, Retention strategy Analysis, HR Strategies, Gap Analysis, HR policy design & administration, Recruitment, Selection, Onboarding, BGV, Employee relations, Learning and Organizational development, Performance management, Attendance, Payroll management, Compensation designing, Incentive planning and designing.

• Benefits and Rewards, Compensation Benchmarking, LMS, Workday, Darwin box, Vendor Management, IR, Employee engagement, Grievance Handling, and Exit Management.

• Leadership Roles Fostered off-role employees for Mobile Network Portability Functional Roles MNP and ICR related trouble shooting, Routing, SS7 signaling Performance Management Roaming (National and International) SPOC -Coordinated across Globe for all international Roaming related Issues: IR 21, IR 24
• Problems) Training and Development, Performance Management and Review Appreciated by CFO for reducing MSU count and increasing revenue in National and International roaming, SPOC for 3G - Roaming