Prajwal Hejmady

Subject Matter Expert and Trusted Advisor
Served as the primary point of contact for employee relations and compliance matters across India, Nepal, Bhutan, Bangladesh, Sri Lanka, and the Maldives. Partnered with senior business leaders to provide strategic guidance, mentorship, and resolutions in line with Marriott policies, covering a portfolio of 148 hotels.

Led Comprehensive Workplace Investigations
Managed end-to-end investigations involving interviews, evidence analysis, and executive reporting. Ensured alignment with corporate policies and local labor laws. Cases ranged from discrimination, sexual and workplace harassment, retaliation, misconduct, interpersonal conflicts, and labor law violations such as overtime, attendance, and settlements. Also handled whistleblower complaints, membership fraud, and senior-level employee performance issues, often engaging General Managers and continent-level leaders.

PoSH Leadership and Corporate Oversight
Led Marriott India’s PoSH (Prevention of Sexual Harassment) efforts at the corporate level. Provided guidance to Internal Committees on case handling, documentation, and adherence to legal and internal standards. Oversaw complex cases while reinforcing investigative integrity and confidentiality across the region.

Regulatory and Policy Compliance
Audited internal processes to ensure adherence to both Marriott policies and national labor laws. Monitored internal controls and conducted compliance checks aligned with statutory obligations and audit protocols.

Fostering a Healthy Work Culture
Implemented proactive employee relations strategies to improve engagement and reduce grievances. Encouraged transparent communication and used trend analysis to create targeted interventions and build trust across teams.

Training and Development Leadership
Designed and facilitated training programs on compliance, ethics, and HR practices. Major global and local programs included:

Annual Business Integrity Workshop to promote ethical decision-making and transparency
Internal Investigation Training to strengthen HR leadership in handling complex employee issues
PoSH Committee Capability Building for compliance with Indian workplace harassment laws
Positive Associate Relations to help leaders manage conflict, build trust, and reduce legal risk
Cross-functional Collaboration
Built effective relationships with Hotel General Managers, HR leaders, legal teams, and regional executives. Worked closely with the Asia Pacific fraud committee to create consistent and fair approaches to employee concerns across the continent.

Team Mentorship and Capability Building
Coached HR team members through best practice sharing and led capability-building sessions on ER and compliance. Created a knowledge-sharing environment to increase team strength and readiness.

Continuous Improvement and Legal Awareness
Stayed updated on evolving labor laws and workplace trends. Proactively implemented improvements in ER processes through benchmarking and participation in HR forums. Enhanced organizational readiness to manage change and mitigate risk.

Data-Driven ER Strategy and Risk Reduction
Analyzed ER case data across multiple countries to identify hotspots, trends, and areas needing intervention. Key results included:

A 26 percent reduction in case volume in 2025 compared to 2024
Reduced average turnaround time to 22 days in 2025 Q3, from 40 days in 2024 and 52 days in 2023
Identified recurring case patterns and conducted targeted training for prevention and early resolution
Recognition and Career Growth
Nominated for Marriott’s Emerging Leader Program, a prestigious 12-month leadership acceleration initiative for high-potential talent.

Key Result Areas:
 Supporting long term business goals with a Strategic HR Framework around the key elements of attract, retain, build, engage,
excite and transform
 Advising the Leadership team on critical issues such as culture, productivity, talent and employee management trends
through HR metrics and reporting.
 Defining KPIs/Goals to facilitated PMS; monitored performance, identified skill gaps and facilitated learning & capability
building programs on people issues impacting performance
 Creating and implementing a holistic HR strategy to meet short, medium & long term business challenges with focus on areas such
as talent & leadership, culture & values, engagement & connect supervisory capability, productivity & costs.
 Supervising job grading, banding, mapping, corporate social investment, HRIS, disciplinary measures.
 Revieweing the compensation trends, participated in external and internal surveys to facilitate scale revisions and annual
increment and bonus/incentive cycles
 Analyzing, approving and converting global work instructions to local work instructions for different teams
 Leading the entire functions such as HR Employee relations, identification & risk mitigation, performance management, and
operational control framework implementation while devising best practices & improving quality
 Developed and implemented employee relations strategies and policies to foster a positive, compliant and high-performance
work environment; provided expert guidance on complex ER matters, leveraging deep knowledge of employment law, strong
investigation capabilities and the ability to influence HR and business leaders.
 Assisted in talent acquisition strategies and hiring plans as well as interviewing internal employees for Internal Job postings and
growth
 Facilitating the HR orientation sessions for all new joiners on day 1 of on boarding, ensuring a smooth transition into their roles.
 Planning and conducting recruitment and selection processes (interviews, screening calls and so on) as well as driving and
conducting on site as well as skype interviews
 Managing end-to-end employee referral and serving as the face of HR on all floors, as well as participating in recruiting branding
during employee engagement activities
 Performing headhunting largely on job portals such as Naukri, Monster, and Times Jobs.; participating in job fairs and other end
to-end recruitment activities

 Performed end-to-end recruitment, including understanding job requirements, sourcing, and selecting resumes
 Sourced from several employment boards, provided information, references, and so on; convinced candidate of opportunity
 Arranged interviews and solicited feedback from interview panels
 Assisted and guided candidates in topics such as salary, DOJ extension, and ensuring that the candidate joins

 Developed & implemented procedures, control systems for maintaining hygiene & quality standards; led efforts for streamlining
processes and generating cost savings in operations
 Preparing upselling records for Front Office Team and sending reports every month and provided guidance, reinforcing positive
work ethics, and monitoring operations efficiency and corrective measures
 Establishing highly effective systems to ensure associates are motivated to support key objectives
 Built & maintained updated knowledge of internal processes and industry best practices to boost service delivery
 Supported members with correcting account, service, and system issues by educating them on required forms and technical
processes
 Assessed customer information to explore issues, develop potential solutions and maintain high-quality service
 Maintained administrative records current and accurate to promote efficiency and effectiveness in all interactions