Neeraja Mohan Krishna

• Analyze performance metrics like attrition, employee pulse, diversity, & headcount and share actionable insights with business
• Run core activities like Merit, Talent assessment, Employee surveys and Succession planning for the Business
• Independently managed a HC of 500 employees across a matrixed organization
• Design frameworks to enable job rotations, Compensation structures, employee engagement
• Coach new managers and run regular sessions to update them on best practices and policy

Key Contributions

• Designed and Launched a 12 month Learning journey for women talent through which 85% of participants showed increase in end of year performance
• Created and drove a 6 month program to increase employee understanding of Collins values and cultures, executed across 3000 employees
• Orchestrated the Organization's DE&I strategy for 6 months as interim DE&I lead
• Streamlined policies on internal transfers, IJP process, rewards and recognition

• Coordinated with multiple stakeholders to ensure timely closure of performance appraisal cycle, IJP, Rewards and recognitions, and other employee life cycle activities as the central POC for the BU with 2500+ headcount
• Liaised with senior leadership to drive strategic HR initiatives like potential and criticality mapping, talent management review and retention of key talent
• Conducted one to one connect with employees and address concerns.
• Independently managed a headcount of 350 employees

Key Contributions

• Streamlined the R&R methodology to drive recognition of talent and increase the efficiency and timeliness of processing
• Initiated monthly connects with business leadership to share regular inputs and increase level of partnership with business
• Created manager focus group discussions and drove them on monthly basis to ensure that managers are kept up to date of key changes in HR process
• Initiated monthly coffee connects and leadership connects between senior leadership and key employee demographics

• Analysed campus talent outreach strategies of 6 top technology companies
• Identified gaps in Google’s talent acquisition and benchmarked against competitors
• Ideated prototype platform to increase efficiency & effectiveness of outreach initiatives
• Learning
• Compared differences in recruitment outreach methods of multiple companies

• Business Partner (23 months), L&D (9 months)
• Responsibilities
• Conducted monthly HR connects for key accounts to address employee concerns
• Generated insights to improve retention through employee exit interviews
• Investigated and eliminated false cases in Background verification red cases
• Initiated a Leadership Development program (Aspire), liaised with stakeholders to implement program involving flipped classroom and teach back sessions
• Executed end-to-end skill evaluation program for 3000 employees, collaborated with stakeholders for skill mapping, test creation & compliance to ensure successful delivery
• Spearheaded initiatives to improve employee uptake of E-learning platforms by identifying business needs; Conducted trainings, designed multiple training modules

Achievements

• Awarded Outstanding Contribution to Delivery by Business in 2018
• Awarded Star Certificate of Recognition by HR in 2018
• Appraised as ‘Exceeds Expectations’ during 2018 performance evaluation cycle
• Initiatives
• Awarded 3rd position in HR Hackathon for suggested improvements in Onboarding
• Conceptualized, promoted & launched online community to 7000+ people managers

• Ideated and executed & tracked social media campaigns to enhance online branding
• Designed visual infographics representing IBM’s achievements and culture
• Positions