Karthik Sankar

Karthik B Sankar Address: Flat410-5 Manasarovar Heights-1, Manovikas Nagar, Secunderabad 500009  Cell:-  E-mail:- PROFESSIONAL PROFILE  A Business Operation’s and a Human Resources professional having 9.5 years’ experience in handling diverse industries (Healthcare, BPO, KPO, IT- Software Engineering, Product Development and Service Segments) for multiple locations EDUCATION Year Qualification University/Board HR Fellowship Program Certified Certified Certified Certified Certified Certified 2014 – 2015 Performance & Competency Developer Compensation & Benefits Manager Psychometric Test Professional OD Developer Organization Development Analyst HR Analytics % Metrics Professional Carlton Advanced Management Institute (CAMI), World HR board (WHRB) & Middle Earth Consultants 2011 MBA SMU 2008 B.Com Professional (Marketing & Advertising ) Loyola Degree & PG College CAREER SCAN Employer Name Tenure Job Level Leading Software Engineering Company EY AGS Healthcare FactSet Systems India Pvt Ltd. Deloitte Aug 2017 – Current HRBP Level 4 Aug 2016 – Aug 2017 Nov 2015 – June 2016 Nov 2012 – Nov 2015 May 2008 – Nov 2012 Assistant Manager Assistant Manager Sr. HR Specialist Analyst / HR Generalist PROFESSIONAL EXPERIENCE 9.5 years into Business Operation & HR include experience in supporting Organization’s policies in line with labour laws for different countries (India, US, Canada, Poland, Philippines, China and Argentina) and legal compliance, Project Management, On-Boarding, Client Management, Reporting, Staffing and Forecasting, Performance management cycle, Identifying potential Early Warning Signal and Retention of Top Talent, Counselling and Mentoring, Managing team conflicts and escalations  Operations Management: Managing clients and stakeholders, identifying the projects requirements and competency mapping, building process check points, stabilizing project status, enhancement and developing internal quality audits from talent pool from across locations and building a frameworks that fit’s the Organization strategy in line with the SOW  Recruiting: Led a team of recruiters to attract talent (via different source mix) from different cities to encourage diversity in the organization and build an effective roadmap in the Talent Pool segmentation. 1  Employee Development & Engagement: Leading a team of Business Partners HR to improve employee morale & motivation, Schedule and Execute employee engagement programs in order to make the organization a great place to work. o Some of those engagement include Building an effective Performance Management process through varied accepted business models, An annual HR calendar to ensure minimum coverage of 25% employees every quarter through HR forums (HR connect Sessions, Skip level discussion, 1:1 discussion and Employee Satisfaction Surveys) to understand the employee pulse, Budgeting, Planning and Executing Rewards & Recognition, Handling employee grievances and disciplinary proceedings, coaching and mentoring bottom performers in order to build a healthy Talent Pool  Attrition Management: Projecting attrition trends, exit analysis with apt diagnosis to the top leaders. This forum further helps in identifying outliers to identify gaps and effectively retain the top performers through various engagement channels  Team Management – Managed both Business Operation and HR teams with an aim to drive organizational goals, providing feedback as part of appraisal, build teaming, providing avenues to learn and develop, conduct team huddles, meetings and workaround as required  Process Enhancements and Improvements    Automated workflows for one of the reputed client projects through root cause analysis which had consumed a lot of man power had it not been detected for aging accounts. Several Dashboard and test analysis were presented to client showing the trends of the payment and how it had improve the AR to increase significantly Automated and refurbished HR tool from different organization and industry best practices on Employee Grievance Management System, HR Connect, Rewards and Recognition, E-helpdesk, Confirmation, Online Exit, Exit Interview, PIP tool and Background verification (BGC) Engagement Initiatives  Call Squad program increase the offer joining ratio and Launch Pad sessions to groom young talent to leadership roles  Launched Education Assistance Program as a part of Retention strategy  Collaborated with stakeholder to develop Manager Assimilation Plan (MAP) New Leader Integration Program (NLIP), New Hire Integration Program (NHIP) and Onboarding Advisor (OBA) Program OF NOTE    Technical skills : MS Office (Word, Excel, PowerPoint, Access, Outlook) Excellent public speaking and communication skills Hobbies - Playing Chess Karthik B Sankar 2