Implementation of performance Management process, running strategic project across the group. Supporting leadership in process improvement.

HR Services , IT and facilities management teams were reporting.
HR Strategy formulation
Launched Workday in foodpanda as part of APAC team’s project. Trained employees, HRBP and all relevant stakeholders on processes in Workday.
Introduced market competitive policies and benefits with the aim to make foodpanda an employer of choice.
Drove the agenda of digitalization, automation in the HR process.
Worked on process improvement and better employee experience in response to the Employee engagement survey.
managing associated internal/ external stakeholder e.g. Banks, EOBI, Commercial teams for commission, and outsourcing vendors. My team was responsible for coordinating with HRSG for 1000+outsourced employees. Launched 03 new offices (KLI) with state-of-the-art facilities. Responsible for maintaining the engagement level of employees by providing them a safe & secure workplace. 

Creating awareness and implementing HR programs, processes and initiatives such as; performance management, compensation and bonus decisions, employee development, employee engagement and recruitment support to align with business strategy.
Support managers and employees during different re-org after outsourcing network operations to Nokia (Common delivery Centre project: CDC) with the aim to align business requirement with People strategy. Sharing knowledge to ensure all actions follow appropriate employment laws, company policies and sound business practice. 
Facilitate grievance handling and employee counseling.
Lead activities to maintain a healthy and productive work environment, such as; employee engagement activities, investigating and resolving employee relations issues, compensation planning, hiring and retention of talented employees, and encouraging open, productive dialogue between managers, employees and HR. Suggested line to conduct Skip level sessions, engaging Town halls for open and honest communication.
Facilitate People forum for CXO-2 & 3 level to identify top and key talent

Actively participated in designing salary structure, salary reviews process, short and long-term incentive plans, benefits structure and related policies. Aim was to align local processes with group guidelines, creating pay for performance culture and help business in retaining critical talent.
Review and benchmark the current offering against the external market and local competitors. Looking at gaps in the reward offering, suggesting appropriate solutions keeping in view the available budget. Actively participated in Mercer Salary benchmarking exercise and also did ad-hoc survey as and when required
As a local ESP manager, worked as first point of contact for Employee Share program as far as local and group coordination is concerned. Designed communication plan to make ESP more attractive for employees. Favorable results are witnessed because of timely query handling and effective communication.
Closely administered CXO rewards at local level,  (bonus, LTI, tax , contracts and salary)
Reviewed and designed HR policies by applying industry best practices, labor laws, and subject knowledge. Re-designed and re-lunched policies like Relocation, Leave, Mobility, Benefit vehicle, Club membership, Daycare, Promotion and advancement. Worked as custodian and first point of contact for all HR related policies.
Worked as first point of contact for Internal Audit and Group compliance (Annual Due Diligence-GWP) at the time of review, translated group guidelines for local set up.
Plan, and execute awareness campaigns and roadshows for the organization to created understanding of employee policies.
Responsible for designing and effective implementation of various variable pay and sales commission schemes across the organization. 

Custodian of Grievance Management system of the organization. Responsible to analyses grievances and suggest appropriate solution as per company’s guidelines.   ⁻ Supporting business in different awareness campaigns, collecting & analyze feedback of employees during different employee sessions, offline, and away days for continuous improvement.   
 Sensitivity: Internal ⁻ Giving feedback and suggestions to management team regarding people related issues hindering business processes by giving periodic reports on HR analytics and interventions.   ⁻ Monitor progress of HR KPIs related to performance management process, recruitment (time to hire), quality of hire, companywide reward and recognition program, exit interviews & grievances   ⁻ Plan and ensure effectiveness in employee engagement activities across organization. Innovate and design EE Initiatives to contribute as strategic business partner. Monitoring budget consumption on EE activities.  ⁻ Responsible to design and implement Speed to Performance project for employees with Manager Grade and above. Purpose of this process is to make newly hired managers ready for achieving business objectives.  ⁻ Working with Staffing, OD and HRBP to control and monitor HR KPIs.  ⁻ Worked with Corporate, Commercial and Technology HRBPs to ensure collaborative working to achieve shared objectives.