Sheetal Ranade

As the Director People function - for the India, Middle East, and Africa (IMEA) region, I lead the transformation of People strategy and organizational culture across a dynamic and diverse business landscape. My focus is on aligning the people agenda with global business strategy, fostering excellence, innovation, and high-impact People leadership.
Key Achievements & Strategic Initiatives:
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People Strategy & Business Alignment: Lead the transformation of HR into a true business enabler, aligning HR strategies with global business goals to drive growth and performance.
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HR Business Partnering Excellence: Build and coach a high-performing HRBP team across multiple business groups, ensuring that HR directly contributed to revenue growth, operational efficiency, and leadership effectiveness.
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Center of Excellence (CoE) - Talent & Leadership: Establish and lead a Talent Management & Talent Acquisition CoE, implementing data-driven hiring and leadership development strategies to attract, retain, and grow top talent.
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HR Shared Services & Digitalization: Implement the HR Shared Services function by automating processes, streamlining operations, and leveraging HR technology for enhanced employee experience and cost optimization.
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Organizational Transformation & Change Leadership: Spearhead organizational redesign, cultural transformation, and digital HR initiatives, ensuring that Hisense remains agile and competitive in a fast-evolving market.
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Industrial Relations & Workforce Planning: Successfully managed union negotiations, workforce strategy, and long-term wage settlements.

Act as the people change manager and the culture champion within the business groups, through role modelling behaviours, coaching leaders/supervisors and effective execution of projects. Develop organization as an Employer of Choice.
• Design Group HR strategy and lead HR transition to a modern delivery model to meet business transformation needs in complete alignment with the Group strategy.
• Manage regulatory requirements around Compliance, Risk and Emiratization standards.
• Understand and anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders.
• Build frameworks to plan and manage the continuous process of change including dependencies, risk, potential scenarios ad options to mitigate.
• Oversee data governance, risk compliance and regulatory affairs for the HR, GR and Administration functions.
• Steer the Manpower Planning, budgeting, recruitment and development functions for the group.
• Provide generalist HR advice to the Board and key stakeholders covering engagement and retention, employment laws/HR policies, performance & reward, succession planning and culture change.
• Actively engage with leaders and staff to influence behaviour and facilitate organization change
• Implemented an automated Performance Management System covering 3 SBUs and 7 BUs. Established metrics and performance parameters to facilitate the assessment of performance
• Drive Talent migration within and outside the business. (Locally across competencies and across locations)
• Enabled an effective Reward Management System to chart out fair and scientific recognition and reward programs.
• Chair the Ethics Council and Fraud/Disciplinary actions committee and advice on actions.

• Change Management: Restructured the entire organization (Retail, Manufacturing Construction & Exhibition) and its governance structure in line with Company’s vision.
• Organizational Design: Revamped the organizational functions to clearly define accountabilities. Streamlined the HR & Support services model into Shared Services systems & processes to align them with the business.
• Formed a vertical for Organizational Excellence (COE) an incubator for exploring and developing uncharted talent amongst employees.
• Compensation & Benefits: Implemented Job Evaluation and analysis to fix grades /levels for various positions & finalized compensation plan as per market practices.
• Performance Management: Initiated latest HR interventions such as objective & transparent Performance Management System (PMS) based on KPIs, Employee Engagement Surveys & took corrective actions on areas of concern, implemented Suggestion Schemes to make the company a listening & learning organization.
• HR Operations: Manage day to day HR operations UAE, Oman, Bahrain and KSA including Employee Lifecycle (Hire to Retire), IR/ER, GOSI/PASI, payroll, visas, mobility & internal communication.
• Talent Acquisition: Acquired right talent in all functions by introducing ‘Adaptive Hiring Approach’ job evaluation, competency mapping tools and right succession planning.

Job Title: Regional HR Manager (Australia and New Zealand) Location: Melbourne, Australia Redesigned and led the People & Culture function for Zebra. This has included a key role on the Executive in setting business strategy. My position develops and owns our people and culture strategy and involved conceptualizing and implementing HR solutions and initiatives. Hands-on leader guiding a team of 7 consultants delivering operational HR inclusive of: EVP and talent brand, attraction and recruitment and selection, remuneration and benefits, reward and recognition, employee engagement, ER/ IR, health and well-being/ OHS, performance management, retention, generalist HR, etc. I am exceptionally proud of Zebras achievements in the people and culture space resulting in growth to over 250 team members and placings of 22nd and 23rd in the 2016 and 2017 Great Place to Work Surveys. Principal Accountabilities:
• Responsible for strategy setting of People Planning, Budgeting and Resourcing
• Provide oversight, guidance and management on employee relations issues, working effectively with employees and leaders to resolve conflict and increase mutual understanding in a respectful environment.
• Regional Compensation and Benefits administration.
• Development, implementation and maintenance of best practice HR Policies, specifically in Recruitment and Selection with a focus on developing strategies to recruit and retain employees.
• Conduct special studies and analyses of personnel programs and policies, assists in the development of information systems (SAP HCM) and processes to aid in department management decisions.
• Managing and maintaining HRIS (SAP HR).
• Develop and evaluate assessment techniques and training programs, methods and recommend improvements when applicable.

1. Principal Accountabilities
• Implementation of global and regional HR initiatives and processes across the aligned business groups.
• Setting up the Change Management and managing work streams such as Stakeholder Engagement, Impact Assessment, Communication Planning, Change Measurement (Change Readiness / Surveys, Business Readiness, Change History Assessment)
• Annual Manpower Planning according to the annual business plan.
• Keeping track of Saudization and managing local recruitment.
• Managing recruitment and international mobility of staff.
• Provide generalist HR advice to key stakeholders covering engagement and retention, employment laws/HR policies, performance & reward, succession planning and culture change.
• Lead the development and transition to a modern delivery model to meet future business needs in direct support of the Middle East Business strategy and Group strategy.
• Attend as required regional Management Boards to drive the HR and People agenda for effective resource and business planning.
• Work closely with business heads to convert plans to actions and deliver to meet needs
• Actively engage with Line Managers and staff to influence behaviour and facilitate organization change
• Actively manage and coach the HR team members. 2. Compensation and Benefits
• Formulating the Comp and Ben Policy following local legal legislations. Setting up norms and benchmarks for each and every role.
• Maintaining a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
• Overseeing Payroll 3. Performance Management:
• Develop/Implement Performance Management Strategies, Policies and Procedures.
• Individual and Business Goal/KRA setting percolating accountabilities so as to optimize business performance.
• Establishes metrics and performance parameters to facilitate the assessment and measurement of performance
• Advise HODs on principles and objectives of performance appraisal system, setting annual performance appraisal process deadlines
• Analysis of performance appraisal results and designate guidelines to T&D, and other HR functions

• Responsible for leading the HR function of a high-profile technology services group.
• Drafting and updating Company Policies and Procedures
• Recruitment across all departments - s/w development, QA, RIM, Admin and Corporate Function
• Compliance and understanding of Work Health and Safety
• Adviser on general employment conditions, performance improvement plans, succession planning.
• Partnering with the Executive Leadership Team to build organizational capability through the delivery of generalist advice as well as specific support around leadership development, talent management, performance management, culture and change management.
• Provide the payroll function with advice and knowledge on superannuation changes, compensation changes and wage increases.
• Provide framework for the annual remuneration review cycle.
• Providing advice and guidance to managers and employees HR policies and procedures, ER, remuneration, exits and terminations.
• Managing organizational development projects, Learning and Development initiatives
• Creating and delivering people strategies and organizational change to support business objectives.
• Rewards and Recognition
• Managing Visa processing

Performed 4 roles within 6yrs of employment including: Generalist, Training & Development, Performance Management and Recruitment Achievements:
• Established portfolio of Human Resource functions at the new location.
• Provided professional consultancy support to 2 key internal client groups totalling 1500 employees onshore and offshore, including their senior managers at multiple locations.
• Transitioned internal recruitment sub sourcing project from ADP EU, USA to India and delivered projects.
• Implemented best practices within Induction/on boarding, training, performance management and EE.
• Delivered Key Training and OD initiatives (MDP, LDP).
• Provided support and specialist legal advice in 4 business change programs that led to both compulsory and voluntary redundancies over an 18-month period.
• Provided strategic HR support to the International Associates Viz. Deputation Agreements, Invitation Letters, Visa Formalities, compensation within EU, APAC and MENA regions.
• Managed a portfolio of complex employee cases ranging from 20 to 30 cases at any one time. Successfully resolved cases involving sexual harassment, racial discrimination, disability discrimination, capability performance and fraud.
• Successfully conducted training programs like Stellar Training, TTT, Good to Great, Six Thinking Hats, and Management Development Program.
• Succession management program for the assigned BU with high internal fill rate.
Other Roles