Aanchal Pahwa Jindal

Provided a full spectrum of HR Services including Employee life cycle management, policy implementation, R&R initiatives, and employee engagement and development. Key responsibilities included:

• Strategic Business and Thought Partnership: Partnered with stakeholders, and business and functional leaders to develop and lead the implementation of effective people strategies to help achieve business objectives.
• Build and manage multi-location relationships providing high-quality end-to-end support throughout the employee life cycle.
• Policy Implementation and Change Management: Implemented HR policy changes across the organization & counseled stakeholders on various employee relation issues.
• Performance and Talent Management: Developed and executed HR Processes like employee goal setting, performance review round tables, and manager feedback delivery, providing solicited and unsolicited feedback to managers and senior leadership.
• Established Reward and Recognition (R&R) programs to enhance employee motivation and retention.
• Talent Development : Held focused groups at all ranks to identify skill gaps and assessed needs through surveys, assessments, feedback, and discussions with managers and employees.
• Planned, implemented, and evaluated learning initiatives to ensure that individual learning initiatives are aligned with the organizational vision, mission, and core value system.
• Mentoring and Coaching : Provided in-depth coaching and counseling to team leaders and executives in all HR areas including HR Policy, Learning and Development, Employee Satisfaction and Retention, as well as sensitive matters related to employee relations, progressive discipline, reduction-in-force planning.
• Program Design, Development, and Delivery: Collaborated with the knowledge teams and various department heads, managers, and leaders to understand their teams' learning needs.
• Organized and provided training sessions, workshops, and presentations, along with subject matter experts, ensuring engaging and interactive training delivery.

As the HRBP for RMS for a service line of more than 1000 employees, collaborated with the Business Managers and Service Line Executives to drive the workforce planning, business unit restructuring and leadership development efforts. Managed the employee lifecycle issues including recruitment, onboarding, employee concerns and exit interviews. Key Roles and Responsibilities included:

• Partnered with service line leaders and executives to create a comprehensive People plan to influence lasting change and implement new people initiatives at all job levels.
• Planned and delivered solutions to accelerate performance, drive employee engagement and develop talent to meet key business goals.
• Analyzed global employee satisfaction survey results and assessed business needs.
• Designed and delivered trainings such as Train the Trainer and Guide the Guru and Career Connect to improve employee satisfaction and create a high-performing harmonious workforce.
• Led the employee performance evaluation efforts including annual ratings, performance bonuses, promotions and progressions while mapping the employees to the company's derived bell curve.
• Managed employee performance recognition programs, EY Annual Awards and cultural connects.
• Oversaw employee life cycle processes such onboarding, orientation, ongoing touchpoints and exit interviews.
• Managed day-to-day HR activities for a service line of over 1000 employees including mediating conflicts,resolving grievances, managing employee relations issues and career counseling.
• Investigated sensitive employee concerns, documented findings and worked with legal executive management to resolve such issues.
• Led focus groups to identify and understand onboarding, engagement and overall organizational gaps reported inbusiness effectiveness surveys.

Managed a portfolio of global 360 accounts while leveraging global teams to complete end to end audit procedures delivering high quality audits.

• Led a team of 50 associates and leads performing audits on the portfolio while ensuring quality and meeting deadlines using effective and efficient processes
• Acted as a Counselor, Coach and Mentor,championed business development initiatives like Know-Your-Client (KYC), Northeast and Southeast Americas (NESA) News bulletin, Engagement Relationship Trips (ERT) which generated new business of almost 14000 hours in FY 15
• End-to-end Audit procedures – Performed audit procedures for a portfolio of clients in the field of Media and Entertainment, Consumer Goods and Retail.
• Collaborated with audit teams to plan objectives and devise audit strategies that appropriately addresses risk.
• Proactively interacted with key client management to gather information, held walkthrough meetings, resolved audit issues and made recommendations for business and process improvement.
• Ensured documentation of testing and procedures in audit workpapers for quality, thoroughness and accuracy to ensure sufficient coverage of the risk areas.
• Submit US SEC regulatory filings such as Form 10-K, Form 10-Q, Form 8-K, leveraging proprietary tools such as GAMx, GAMx ML, Casease, E-room and other audit tools to enhance audit efficiency.
• Business development – Worked with Global leaders to expand EY Global Talent Hub (GTH) Offshoring services to new and existing clients with initiatives like ERT meetings, KYC, and Audit core competency framework.
• Held ERT meetings with the Onshore external audit teams in New York and generated about 14000 hours for the fiscal year 2015-16.