Poonam Sirigidi

• Design and execute people analytics strategy and roadmap across all business areas of 80,000 workforce
• Advisor to senior leadership team on engagement strategies to maintain and improve employee morale and meet engagement and retention goals.
• Accountable for designing and implementing programs and processes that generate people insights using data, analytics, organizational surveys, and assessments
• Serve as business partner and leader who can conceptualize, initiate, and drive business strategies using people insights to improve organizational development programs and employee engagement.
• Develop appropriate controls and data governance models to ensure data integrity and to support reporting & analytics needs
• Oversee creation of data visualization, reports, and dashboards that provide actionable insights and comprehensive view of workforce
• Foster collaborative and innovative team culture, providing guidance, support, and professional development opportunities to ensure team's success
• Use benchmarking and standard methodologies to craft and continuously improve actionable, proactive metrics that drive forecasting and predictive capabilities to facilitate strategic insights
• Actively participate in external industry forums and networks to stay ahead of emerging trends and best practices in analytics and workforce planning

• Define multi-year HR transformation roadmap and strategy integrating new technology and functionality as appropriate for small or medium size organizations.
• Lead, oversee, and manage HR Services function which is responsible for Global HR operational activities including employee lifecycle process management from onboarding to exits, data governance, reporting and analytics, HR policy and process development and deployment, as well as HR systems administration.
• Develop and drive strategy and long-range plan for HR Services support at Seagen. Responsible to provide thought partnership and guidance to HR leadership and its members on HR initiatives and operational issues.
• Leads multiple teams, manage managers, and responsible for ensuring current SLAs are followed, while looking for strategy-aligned opportunities to improve team and provide exceptional service to HR team and employees.
• Drive efficiencies and improvements for HR and business through HR related technologies. Create efficiencies and improve service to HR and employees; propose and manage these operational improvement projects to completion.
• Globalize and streamline HR processes always with focus on employee experience
• Influence and manage senior leadership and cross-functional stakeholders to help them align business goals with current global trends
• Anticipate stakeholder needs and identify solutions which can enable business expansion
• Manage data migration and transition of Seagen acquisition by Pfizer

• Led People Operations and HR Technology function support US and global employees with processes around employee life cycle process management, data governance, reporting and analytics.
• Defined strategy and vision for HR digital transformation to enable business growth. Managed selection and implementation of SAP SuccessFactors (Budget = $4M).
• Defined strategy-aligned opportunities to improve program and provide exceptional service to HR team and employees

• Led global acquisitions and integrating these organizations into standard HR processes, tools and technology (E.g.: Wholefoods, PillPack, Ring)
• Managed over 20 global program and project managers. Talent management and development to enable skills advancement and career progression on team.
• Lead expansion projects into new geography by setting up HR processes to support employees in these locations.
• Drive launches and overall adoption of HR framework including working with cross-functional teams and other internal/external stakeholders
• Developed customer-focused strategy and roadmaps supported by internal and external analysis. Own delivery of roadmaps. Engage with customers through variety of channels and serve as voice of the customer internally.

• Design and implement new or modified regional and global core HR processes to meet long term employee and HR business needs, partner with technical development teams on gap analysis and system design and prioritization of critical strategic components of deployments.
• Drive regional and global HR process optimization to fully exploit cloud technology platform while balancing business need for flexibility and appropriate localization
• Develop measures to define progress and ultimate success; establish ongoing reporting requirements and key performance indicators for planning and ultimately realizing intended ROIs
• Facilitate collection and quality of regional business requirements including process deviations and localizations
• Develop deep knowledge of core hire-to-retire processes used by Amazon, advise business on regional and global process requirements and best practices for optimizing use of Amazon People Technology
• Develop and maintain project plans, identify resource needs, and manage project schedule; collaborate effectively across teams to define strategy, goals and commitment to timelines and deliverables

Ensure operational practices are fully compliant with legislation and policy through monitoring, accountability, auditing and reviewing all practices

• Participate and lead initiatives across Amazon's HR Services in cross-functional process and business improvement projects through standardized process focused on governance
• Manage and drive staffing plans, schedules, quality initiatives, performance levels and process change initiatives
• Led team of Managers with operational oversight of 30+ direct reports
• Contribute to operational deployment plans outlining critical and best practice launch activities
• Conduct new program initiative readiness assessments and establishes goals and success indicators to ensure successful feature implementation in partnership with global team
• Partner with business on organizational design, workforce planning, succession planning, and skills assessment and development.
• Review and analyze business metrics including data on retention and employee experience to recommend systemic improvements. Partner with business to lead both annual and mid-year review processes which focus on performance management and talent development.
• Work with business groups to assess, create and implement innovative solutions for variety of employee engagement initiatives within client group.

• Lead 100+ customer service associates for managing HSBC credit card customer relationship over calls
• Accountable for operational metrics and customer experience f
• Drive process efficiency by designing scalable solutions for business
• Responsible for talent engagement, development, and retention