Rajesh Kanna Damodaran

• Strategic Business Partner
• • Act as strategic partner to Management Team and provide executive coaching and counsel to leaders to improve leadership effectiveness, communication strategy, and employee engagement impacts.
• • Develop and Implement people strategies aligned with Global / Regional people strategy and local business priorities
• • Employee Lifecycle Management & Human Life Cycle Management (LCM), Ensure that all HR operations, processes, policies and practices are in line with laws and regulations and delivered effectively in best-in-class manner as well as enhance level of employee satisfaction.
• • Ensure effective implementation of HR plan for domain/location in collaboration with business and specialist/leads from other HR functions.
• • Enable collaboration within domain/location leadership for implementation of HR interventions across domain.
• • Collaborate with Business and understand Business Challenges and provide timely solution in area of Talent Supply, Talent Development, Churn Management, Performance Management, Rewards & Recognition, Grievance Management, Attrition and Retention Management.
• • Drive project management for various HR initiatives and continuous improvement projects for all HR functions.
• • Partner with Direct Customers in alignment with Business and supply Talents that meets customer requirements like Background Checks, Niche skills, and timely onboarding
• • Liaise with Talent Acquisition team and business in creating recruitment strategy for domains
• • Workforce Planning
• Talent Engagement
•  Chart out periodic plan for all associates across grades and drive Employee Engagement initiatives.
•  Drive Regular HR Connects through channel of One on One, Group Micro Connect, Group Macro Connect, and Townhall. Associates need and concern are documented and drive action plan within stipulated time. Leverage Organization Intranet tools to cascade Company Policy and other Organization Communication.
•  Foster and lay platform to execute associates aspiration in the field of interest.
•  Partner with Talent Acquisition Group and manage onboarding process for new hires, and enable a smooth and timely experience and follow up the process.
•  Conceptualize and implement retention strategy for the domain in collaboration with business.
•  Associate Satisfaction Index, to run Annual Survey with set of responses across departments. Associates voice on 360 degrees are recorded and derive action items for each metrics.
•  As part of Corporate Social Responsibility (CSR) Collaborating with NGOs & Educational Institutes to drive organizational initiatives such as affirmative action and creating a stronger supply of talent.
•  Infant Talent Management, to ensure new joiners are quickly settled in the organization and ensure world class experience through regular feedback, coaching, satisfaction survey and buddies support.

Talent & Performance Management

 Deploy Succession Planning in collaboration with the Business leadership across Grades and Domain.
 Work with Resource Management Group & business for creating churn plan for the business unit and monitor the implementation.
 Promote right talent basis performance, business needs and budget of the unit. Align virtuously with organization policy and run the Promotion end to end.
 Ensure implementation of specific compensation & benefits strategy as per business requirements with the help of the compensation team.
 Performance Appraisal, influence internal tool. Regular monitoring the Compliance of Goals Setting, Continuous feedback sharing periodically, cycle end Mangers evaluation and award performance ranking
 Hi-Potential Talent are future leaders’ basis their consistent performance year on year. Location Level and Domain Level HI-Pots are identified and run a curated learning program and position them for Leadership Opportunities and Critical Assignment.
 Rewards and Recognition, associates are rewarded and recognized monthly and quarterly. Run this program purely through data introspection and meet the compliance percentage.
 Leverage associates career aspiration in their line of interest and nurture and further strengthen the skill through rigorous training and position them for pipeline business
 Build a partnership with leaders, coach the emerging talent and high potential employees to continue pursuing their development.
HR Compliance, Governance Reports, Audit & Insights

 Responsible for developing the strategy and priorities of the HR Compliance function across the branches and domains.
 Align with branch teams to set the strategy and priorities across and supports the delivery of these primacies.
 Accountable for HR Audit in alignment with corporate HR compliance and manage the remediation plan per the Internal Audit Observations.
 Backing the Branch HR during External Audit.
 Ensure timely and accurate completion of HR reports and metrics by team member.
 Derive insights of HR metrics at domain leave and create and implement action plan.
 Accountable for keeping up-to-date of relevant internal policy, documents, compliance certificates, industry practices
 Accountable to share all relevant Legal Document, Artefact, Compliance Certificates, during Labour Officer visit
 Responsible to maintain GDPR and strict adherence to all documents including Associates Personal Filing till Resignation and Final Settlement.

Talent Development

 Create a culture of continuous learning within & across the domain and branches.
 Identify the Training Needs (TNA) and plan out the rollout of training programs in collaboration with business and talent development team at a domain level to meet the required person learning days for the domain/location.
 Capturing the learning needs in the organization and create career maps in collaboration with Talent Development & Business.
 Competency Management, associates with critical competency are identified and map to the pipeline business.
 Driving Mandatory Training Programs across Domains and Branches such as Organization Internals like HSE, Information Security Management, and so on.
 Accountable to deploy Behavioral Training Programs and Functional Training Program across Grades basis Business Leadership Feedback and Customer Need
 Leverage the Talent Pool and align with Delivery Excellence Group and facilitate Best Practices Sharing.

Data Analysis, Statistical Report, People Analytics

• Collaborate with partners and stakeholders to understand people-related business problems, and gathering relevant people data to review.
• Prepare and deliver presentations with rich data visualizations and meaningful business insights and conclusions.
• Data-driven and highly analytical, translate data and insights into meaningful visualizations and stories to drive strategy, action, and decision making at executive levels, within HR, and with people managers.
• Explore and work with a wide range of datasets.
• Drive analytic solutions for multiple business functions
• Proficient in basic statistical tools like Regression Analysis using Microsoft Excel to predict the outcome using historic data. Leverage this tool for Attrition Management, Associate Satisfaction Index, Onboarding Prediction, and so on.
• Other Basic Statistical Tools like Mean, Median, Mode, for Data Sorting and Analyst
• Analyst and prepares statistical reports on significant trends in HR related activities and on data necessary for management information reports.
• Certified in Green Belt, Internal TCS. Worked on a project to curb Revenue Leakage for the organization using DMAIC method

Consultant – Design & Develop

• Exhibit the role of consultant during Critical Situations and design the process and guidelines to resolve the issues. The end to end activities are developed and timely educated to HR & Cross Functional team to execute the process on ground.
• Lead and steer the people aspects of organizational changes that arise from Global & Regional Business Unit Transformations.
• Lead Internal Communications, employer branding to ensure that they are in line with the company strategy, purpose and core values and enable positive employee and candidates experience.
• Prove consulting to management on a full range of Human Resources programs including disciplinary action and performance improvement, monitors and advises line/staff management concerning safety issues and violations.
• The action Items and delivery results are executed using RAG Model
Work Place Coaching & Mentoring

• Recognized as High Potential Employee consistently and hand-picked as Mentor across organization to coach and guide the new Talent.
• Lead, coach, and develop HR team members to be HR professional and build team capability.
• Lay a Career Path and regular mentoring for aspirational talent.
• Work on the skill gap analysis of the Business Unit and collaborate with Talent Development Team and work on the training program and module to improve the competency of associates.

• Lead team of 5 members
• Discovered root causes of problems and identified appropriate solutions.
• Conducted workplace compliance training to reduce liability risks and operate effectively.
• Optimized core processes to improve business performance and operational agility.
• Recommended process improvements to continually identify, review and fix constraints and challenges.

• Maintained customer satisfaction with quick and professional handling of product returns
• Account Opening and Transaction Analyst for leading Bank, United Kingdom
• Individual Team Member Role
• Performed highest number of Account opening with 100% Accuracy in short span of time