Paromita Goswami

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‬‭ Led strategic implementation for Shared Services‬‭ ,‬‭ coaching senior leadership to‬
‭ improve retention and reduce turnover, while resolving complex departmental‬
‭ challenges.‬
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‬‭ Managed employee relations‬‭ across all levels—from‬‭ frontline staff to‬
‭ executives—ensuring thorough investigations and strict compliance with organizational‬
‭ policies.‬
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‬‭ Successfully delivered cross-functional projects‬‭ involving‬‭ licensure and certification,‬
‭ Workday implementation, mergers and acquisitions, and future-of-work initiatives.‬
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‬‭ Designed and executed succession planning strategies‬‭ , resulting in a 20% increase‬
‭ in internal promotions; provided coaching and guidance on leadership assessments and‬
‭ talent development.‬
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‬‭ Work with leaders and employees‬‭ to establish and maintain‬‭ a positive work‬
‭ environment, driving employee engagement, which encourages the full use of diverse‬
‭ talents and abilities; act as an employee advocate; help drive various corporate business‬
‭ initiatives, including the development and execution of a communication rhythm to‬
‭ ensure that effective two-way communication takes place‬
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‬‭ Facilitates and assists the annual performance management process‬‭ by leading‬
‭ performance differentiation sessions with managers, communicating performance‬
‭ review and goal setting instructions to employees and managers, assisting employees‬
‭ and managers‬
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‬‭ Spearheaded employee engagement programs‬‭ , reducing‬‭ turnover by 15% through‬
‭ focus groups, root cause analysis, and targeted strategic interventions.‬
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‬‭ Drove significant improvement in Great Place to Work (GPTW) scores‬‭ by 17.8% by‬
‭ leading targeted action planning initiatives and promoting 100% employee‬
‭ participation.‬
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‬‭ Partnered with the Organizational Development (OD) team‬‭ to implement‬
‭ leadership succession planning and strategic talent development programs.‬
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‬‭ Led the HR strategy during a corporate restructure‬‭ ,‬‭ achieving 85% retention of‬
‭ high-potential employees through proactive planning and engagement.‬
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‬‭ Revamped new hire onboarding‬‭ by implementing a buddy‬‭ program, resulting in a‬
‭ 12% increase in retention within the first year.‬
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‬‭ Elevated leadership capabilities by 25%‬‭ through the‬‭ design and execution of‬
‭ manager development programs.‬
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‬‭ Coordinate complex projects and meet tight deadlines.‬
‭

• Partnered with IT leadership to manage global HR operations, supporting immigration processes and ensuring smooth visa petitions for H1 and L1 employees.
• Led employee relations efforts, providing coaching on conflict resolution, performance issues, and workplace policies.
• Supported quarterly performance reviews, enhancing employee engagement through surveys, and organizing virtual team-building events.
• Played a key role in Workday implementation, streamlining HR processes and improving system-wide HR efficiency.
• Conducted leadership coaching and guided IT leaders on performance management, communication, and emotional intelligence.

• Provided strategic HR partnership to C-suite and executive leadership, focusing on organizational structure redesign, employee relations, and talent management.
• Led employee engagement surveys and focused on driving actionable insights to improve workplace culture.
• Facilitated the onboarding process for new hires and contractors, ensuring compliance with internal policies and external regulations.
• Designed and led leadership development programs and succession planning initiatives.
• Managed global HR operations, coordinating promotions, transfers, and immigration processes across multiple locations.

• Partnered with marketing to create and implement a strong employer branding strategy.
• Directed employee relations initiatives, resolving conflicts and conducting investigations to ensure compliance with HR policies.
• Led the assessment of people operations, developing both short-term and long-term HR strategies to improve processes.
• Managed a team of 15 direct reports and oversaw recruitment campaigns targeting OPT students and H-1B visa holders.
• Optimized recruitment processes by eliminating bottlenecks and improving efficiency.

• Led HR operations for the cardiology service line, focusing on talent acquisition, performance management, and employee relations.
• Coached leadership on performance appraisals and designed training programs to enhance employee skills.
• Implemented HRIS, ATS, and performance management systems to streamline HR operations.
• Managed compensation structures and benefits policies, establishing competitive bonus and incentive programs.
• Facilitated new hire onboarding and ensured compliance with organizational policies.

• Executed management of offer letters, terminations, transfers, and in-house HRIS operations.
• Administered Employee Recognition Program and enhanced student recognition week to improve hiring efficiency.
• Conducted interviews, selected candidates, and mentored new hires through background verification and onboarding.
• Collaborated with business unit to establish integrated recruiting, training, and performance management processes for franchise staff.
• Organized comprehensive training orientations to drive departmental efficiency for new hires.
• Managed business forecasting, campus recruitment initiatives, and employee life cycle processes.
• Facilitated onboarding and background verification processes for new employees to ensure compliance.
• Enhanced overall hiring ratio by implementing strategic recognition programs.

• Managed campus recruitment initiatives to attract top MBA candidates.
• Coordinated HR interviews, ensuring a streamlined selection process.
• Onboarded new employees, facilitating smooth transitions into roles.
• Identified employee training needs to enhance skills and performance.
• Organized employee events to promote engagement and teamwork.
• Handled internal and external audits, ensuring compliance with regulations.

• Facilitated onboarding sessions and conducted exit interviews to enhance employee experience.
• Performed background verifications to ensure candidate integrity and compliance.
• Analyzed hiring needs to optimize recruitment processes and align with organizational goals.
• Identified training requirements for managers to support skill development initiatives.
• Coordinated event planning and trainee management for effective campus hiring.
• Established new hires in Finance and HR systems to streamline administrative processes.