Over 25 years work experience specializing in Organization Development, Skills & Competency development, Sales Transformation Program, Talent Management, Diversity, Recruitment & Resourcing. Lead Organization Development and Skills Transformation mandate for AP, GCG, JP, MEA & LA. Design and Deploy development programs to strengthen leadership selling & strategic skills. Led Strategic Talent initiatives including significant global sales model design/deployment of enablement programs. Implemented Transformational Talent strategy initiatives to shift skills for Digital, Enterprise Applications, and Cognitive teams globally to emerging areas in Watson, Cloud, Digital, and Cognitive. Responsible for building an inclusive workplace by Forming an inclusion council sponsored by individual executives and typically serve as grassroots diversity business networks Armed with this experience, I have had the opportunity to quickly adapt to change at the same time, learn new skills, explore new opportunities and exercise my creativity in ways that ultimately benefit the organization through new ideas and increased commitment. Other skills & experience include strong ability to articulate people sensitivities and translate them into effective people programs. Excellent background and qualifications in all people related faculties like Workforce Management, Competency Mapping, PCMM, Talent Acquisition, Performance Management, Career mapping to name a few. Areas of Expertise - During my several years in the industry, my spectrum has expanded from implementing policies to formulating programs that have significantly enhanced people capabilities and kept them motivated. These have helped create high-energy teams with multi-skilled talent pools so important to making an organization competitive in the market space. This has broadened my horizons in the following areas. Talent Acquisition (Recruitment): Demonstrated maturity, skill and knowledge needed while assimilating talent pools with diverse skills. Competency Modeling and Career Planning: Defined a unifying framework among different People Function tasks that has provided a generic model to evaluate people across the organization. Performance Management: End-to-end exposure to measuring people performance while managing performance expectations. People Allocation systems: Exposed to managing utilization patterns, allocating project and appropriate people resources. Ensured that the allocations did not fall into the “one size fits all” syndrome.
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