Atul Chanodkar

- Merger and Acquisitions
 Preparation and completion of business requirement gathering (BRG), RAID documents and user onboarding under HR scope and validation for quality control purposes
 Train and support line managers to provide business case for new & unbudgeted roles
 Collect all data required for all mergers and acquisitions as per HR Due Diligence checklist. Coordinating with 5 countries on HR Due Diligence.
 Complete the business integration process under the scope of HR
 Achieved Project Management Certification for timely M&A accomplishment

- Organization Design and Development
 Train line managers to develop and update job descriptions for business specific roles and support corporate HR with validation for quality control purposes
 Train and support line managers to provide a business case for new and unbudgeted roles
 Perform quarterly workforce planning reviews within agreed budgets
 Perform annual organizational review and preparation of budget information
 Quality control organizational charts.
 Prepare and provide inputs for all audit requirements
 Policy making, consolidation and implementation.

- Change Management
 Identify the gaps in process and suggest required changes
 Propose and implement technological changes required for smooth processing
 Assist the internal clients in behavioral and capability assessments
 Coordinate the cultural shift among employees during merger and acquisitions
 Drive manpower planning in organizational change and restructuring

- Talent Acquisition and Onboarding
 Source, screen, and interview candidates against relevant job descriptions
 Support line managers to design and conduct competency-based interviews and technical assessments against job description
 IT Recruitment, finance, operations, and engineering recruitments.
 Update and quality control recruitment and talent acquisition trackers
 Support line managers to design and conduct competency-based interviews and psychometric assessments through Mercer Mettl.
 Align with respective stakeholders to ensure new joiners complete the Welcome Program along with mandatory training
 Evaluate new joiner induction feedback and suggest recommendations for process improvement
 Train line managers to conduct functional induction and onboarding preparations
 Monitor the probation review process and ensure line managers complete it
 Campus recruitment, Kaizen administration and communication
 Achieved Project Management Certification for IT mobilization in project Sigma

- Talent Acquisition and Onboarding
 Source, screen, and interview candidates against relevant job descriptions
 Support line managers to design and conduct competency-based interviews and technical assessments against job description
 IT Recruitment, finance, operations, and engineering recruitments.
 Update and quality control recruitment and talent acquisition trackers
 Support line managers to design and conduct competency-based interviews and psychometric assessments through Mercer Mettl.
 Align with respective stakeholders to ensure new joiners complete the Welcome Program along with mandatory training
 Evaluate new joiner induction feedback and suggest recommendations for process improvement
 Train line managers to conduct functional induction and onboarding preparations
 Monitor the probation review process and ensure line managers complete it
 Campus recruitment, Kaizen administration and communication
 Achieved Project Management Certification for IT mobilization in project Sigma

- Organization Design and Development
 Train line managers to develop and update job descriptions for business specific roles and support corporate HR with validation for quality control purposes
 Train and support line managers to provide a business case for new and unbudgeted roles
 Perform quarterly workforce planning reviews within agreed budgets
 Perform annual organizational review and preparation of budget information
 Quality control organizational charts.
 Prepare and provide inputs for all audit requirements
 Policy making, consolidation and implementation.

- Change Management
 Identify the gaps in process and suggest required changes
 Propose and implement technological changes required for smooth processing
 Assist the internal clients in behavioral and capability assessments
 Coordinate the cultural shift among employees during merger and acquisitions
 Drive manpower planning in organizational change and restructuring

- Performance Management
 Train line managers and employees on performance management process
 Drive the performance management process to closure
 Address low performance in line with ‘Managing Capability and Discipline Concerns Policy
 Support the HR Business Partner with the talent review process
 Writing Job Descriptions, implementation and revision
 Accomplishing the 100% performance appraisal targets every year
 Communication of the performance plan to all employees through meetings, seminars, and presentations

- HR Operations and Talent Management
 Coordinating employee lifecycle
 Change Management practices: definition, implementation and evaluation
 Drive efficient delivery of day-to-day operations, reporting & handling potential issues

- Compensation and Benefits
 Preparation of the compensation and benefits plan for employees and clients
 Benchmarking compensation and benefits. Preparation of the reports.
 Preparation of the annual salary sheets with pay mix.
 HR Budgeting and preparation of expenses and compensation components
 Communication of annual compensation decisions, expectations & accomplishments

- Performance Management
 Train line managers and employees on performance management process
 Drive the performance management process to closure
 Address low performance in line with ‘Managing Capability and Discipline Concerns Policy
 Support the HR Business Partner with the talent review process
 Writing Job Descriptions, implementation and revision
 Accomplishing the 100% performance appraisal targets every year
 Communication of the performance plan to all employees through meetings, seminars, and presentations

- Talent Acquisition and Onboarding
 Source, screen, and interview candidates against relevant job descriptions
 Support line managers to design and conduct competency-based interviews and technical assessments against job description
 IT Recruitment, finance, operations, and engineering recruitments.
 Update and quality control recruitment and talent acquisition trackers
 Support line managers to design and conduct competency-based interviews and psychometric assessments through Mercer Mettl.
 Align with respective stakeholders to ensure new joiners complete the Welcome Program along with mandatory training
 Evaluate new joiner induction feedback and suggest recommendations for process improvement
 Train line managers to conduct functional induction and onboarding preparations
 Monitor the probation review process and ensure line managers complete it
 Campus recruitment, Kaizen administration and communication

- Organization Design and Development
 Train line managers to develop and update job descriptions for business specific roles and support corporate HR with validation for quality control purposes
 Train and support line managers to provide a business case for new and unbudgeted roles
 Perform quarterly workforce planning reviews within agreed budgets
 Perform annual organizational review and preparation of budget information
 Quality control organizational charts.
 Prepare and provide inputs for all audit requirements
 Policy making, consolidation and implementation.

- Talent Acquisition
- Performance Management
- Compensation Management
- Training and Development