Barsha Das, SPHR

Strategic HR Leadership

• Partner with senior leadership to align HR strategy with business and R&D objectives.
• Design and drive HR initiatives that foster a high-performance culture, including talent planning, engagement, and organizational development.
• Lead company-wide HR programs such as performance management, succession planning, and Diversity, Equity, and Inclusion (DEI) initiatives.
• Use HR metrics to identify workforce trends, diagnose issues, and recommend strategic actions.

Employee Relations & Organizational Culture

• Resolve complex employee relations issues with a focus on compliance, risk mitigation, and fairness.
• Provide coaching to managers on leadership development, team dynamics, and performance improvement.
• Shape and reinforce an inclusive workplace culture by embedding DEI principles across HR practices.

Compensation, Benefits & Workforce Planning

• Collaborate on the design and implementation of compensation structures, including health, life insurance, and incentive plans.
• Lead workforce planning and headcount forecasting in collaboration with finance and operations.
• Analyze labor market trends and internal compensation data to inform HR strategies.

Operational Oversight & HR Governance

• Oversee the daily delivery of HR operations, ensuring alignment with organizational goals and regulatory requirements.
• Manage cross-functional HR initiatives including mergers, reorganizations, and operational transitions.
• Establish HR best practices and policies; ensure compliance with employment laws and industry standards.

Technology & Data-Driven HR

• Utilize data analytics and HR dashboards to inform decisions and optimize workforce effectiveness.
• Leverage HR systems and tools (e.g., Workday, Oracle HCM, Power BI) for data visualization, reporting, and predictive modeling.
• Lead or sponsor HR system implementations and digital transformation projects.

Leadership & Influence

• Inspire and guide HR teams, cultivating a collaborative and agile environment.
• Act as a trusted advisor to C-suite executives and department heads on all human capital matters.
• Build strong partnerships across business units to support employee engagement and business transformation.

Employee Support & Advisory

• Serve as a trusted partner and first point of contact for employees and managers, providing day-to-day guidance on HR policies, procedures, and people-related issues.
• Offer hands-on support in navigating performance conversations, conflict resolution, and developmental feedback in alignment with a high-performance culture.
• Translate employment law and internal policy into clear, accessible advice to ensure fairness, compliance, and consistency.

HR Program Execution

• Execute core HR processes such as onboarding, offboarding, performance management, and talent development.
• Partner with the People Partnering team to ensure a consistent and high-quality experience across the employee lifecycle.
• Support employee relations by documenting issues, escalating when necessary, and ensuring resolution aligns with company values and practices.

Engagement, Culture & Development

• Drive initiatives that foster employee engagement, recognition, and inclusive culture-building across departments.
• Surface employee insights to senior HR leaders to inform strategic planning and cultural improvements.
• Partner with managers to enhance team development through coaching tools, feedback frameworks, and career planning resources.
• Worked alongside global business leader to deploy new training strategies.

Data-Driven Decision Making

• Use workforce data and AI-powered tools to identify patterns, forecast challenges, and recommend improvements to the employee experience.
• Assist in generating reports and dashboards that help inform HR strategy and monitor the impact of people programs.

Process Optimization & Project Support

• Contribute to the ongoing refinement and scaling of HR programs in a growing, fast-paced organization.
• Participate in cross-functional HR projects, including leadership development, organizational effectiveness, and enterprise-level initiatives.
• Identify opportunities to streamline HR workflows and improve operational efficiency through continuous improvement efforts.

Compliance & Risk Management

• Ensure adherence to internal policies, employment laws, and regulatory requirements across HR functions.
• Help maintain accurate and up-to-date employee documentation and records within HRIS systems.

Professional Development & Collaboration

• Stay informed on emerging HR technologies, trends, and best practices to continually elevate HR service delivery.
• Collaborate closely with HR Business Partners, People Ops, and other internal stakeholders to align HR initiatives with business goals.
• Demonstrate adaptability by adjusting communication style and approach based on audience and context.

Core Competencies Demonstrated

• Optimizes Work Processes: Identifies and improves processes for better efficiency and scalability.
• Collaborates: Builds partnerships with stakeholders to achieve mutual goals.
• Manages Complexity: Synthesizes high-volume and complex data to solve HR problems.
• Ensures Accountability: Holds self and others accountable to meet deadlines and objectives.
• Situational Adaptability: Adjusts demeanor and methods in real-time to match dynamic business needs.

Leave Management & Compliance

• Serve as the first point of contact for employee inquiries related to FMLA, ADA, USERRA, Workers' Compensation, and other leave types.
• Provide clear guidance to employees and managers on leave rights, accommodations, and responsibilities.
• Manage the end-to-end process for employee accommodations and leave, including interactive dialogues and documentation verification.
• Coordinate leave requests with stakeholders, ensuring completeness, accuracy, and compliance with legal requirements and company policies.
• Process and monitor Workers’ Compensation claims and assist with coordinating timely medical care.
• Maintain compliance through accurate leave tracking, reporting, and policy adherence.
• Regularly review and update leave and accommodation policies to ensure alignment with current legislation.

Benefits Administration

• Plan and coordinate open enrollment schedules and communication strategies for all eligible participants.
• Respond to inquiries from employees and retirees regarding insurance plans, coverage, and benefit options.
• Prepare reports and metrics related to benefit plan design and customer service benchmarks.
• Participate in the development and execution of employee wellness and mental health programs.
• Support light duty assignments and workplace reintegration for employees recovering from injuries or illness.

Data Analytics & Reporting

• Collect and analyze data on leave usage, Workers’ Compensation trends, and injury rates to identify patterns and improvement opportunities.
• Produce detailed reports on leave metrics, compliance tracking, and budget impact.
• Research and analyze data to support projects, forecasting, planning, and quality control initiatives.
• Prepare and monitor departmental budgets and expenditures related to benefits and leave management.

Employee Relations & HR Support

• Answer questions related to HR policies and procedures and provide resolution support to employees and managers.
• Support management with employee relations issues, including investigations, terminations, and performance management, while ensuring legal compliance.
• Escalate sensitive issues where legal or ethical risks may exist.
• Interact with employees and managers across departments to provide timely HR support and promote a positive workplace culture.
• Interpret and apply local, state, and federal employment laws in daily HR operations.

HR Operations & Team Leadership

• Manage, train, and evaluate HR staff within the benefits and leave administration function.
• Lead or participate in special HR projects and continuous improvement efforts.
• Accept rotational assignments and tasks to gain exposure to broader HR functions.
• Collaborate with other HR team members to align leave and benefits operations with overall business strategy.
• Contribute to organizational health and safety by providing guidance on workplace safety and implementing wellness initiatives.