Chris Augustine

PEOPLE STRATEGY HR OPERATIONS CULTURE TRANSFORMATION

647-***-**** ad4lby@r.postjobfree.com https://www.linkedin.com/in/drchrisaugustine/ PROFESSIONAL SUMMARY

• Agile, inclusive, global Forbes Human Resource leader with 15+ years’ experience in collaborative partnership and leading human resource as an organizational catalyst for profit and non-profit organizations. Setting up metrics-based HR departments from the ground up; leading seamless DEIB-rich HR strategies aligned to Business objectives and increasing organizational engagement results.

• Influential communicator with operational leadership and change management expertise for multi-stakeholder/matrix environment; Leading global scale culture transformation with complex digital HR transformation.

• Visionary full stack HR collaborator and an Ultra Learner with global growth mindset and highest ethical standards. Modernize HR practices for end-to-end sustainable, measurable, cost savings, increased efficiencies through talent optimization and tangible outcomes for Impact with ROI and Impact. AREAS OF EXPERTISE

• Talent Management: Institutionalized and managed Employee life cycle parameters, ensuring Business Productivity and Profits (12% growth); Built Talent Metrics for Proactive Retention risks (10 points Net Promoter Score); Emerging Talent Trends, Future of Work Mechanisms with AI tools across (Technology, Healthcare & Non-Profit). Ensure 100% compliance of regulatory standards (International/Federal/State) for unionized/non-unionized/dispersed multi state and hybrid workforce.

• Diversity, Equity and Inclusion: Strategized and Executed org. wide IDEA (Inclusion, Diversity, Equity and Accessibility); Drive human centric BIPOC initiatives, Francophone, Women in Technology; Embed equitable policies, processes, and programs aligned to OHRC across HR interfaces with 90% participation, delight score and belonging.

• HR Operations: Payroll management, Total Rewards and Recognition Strategy with Benchmarking exercise, HRIS Tracking, Reporting metrics; institutionalized nimble induction platforms, which spans from employee on boarding to exit interviews and Alumni management. The productivity and performance measure to the role moved from 90 days to 30 days with score of 4.5 out of 5, on moving from manual to digital platforms. Accelerated talent experience by 25% through Design thinking models. Built agile and scalable lean processes, practices, programs, policies, playbooks, structures, regulations, measurements, and people management from ground up. Deployed ACE model (Automation-Continuous Improvement- Employee Experience) and Phygital HR across employee life cycle. To innovate, modernize, optimize and maximize resources, deployed multiple HRIS system ground up for 100% adoption and translate business priorities into HR solutions.

• Talent Engagement: Doubled the Employee Delight Index scores of the BFS SBU from 33% to 66%, a radical lever in scaling business and high Client Delight Index (4.5 out of 5) with Friday Pulse scores (4 out of 5) with due Belong Dialogues, EVP and Employer of Choice Metrics for all people practices and processes ensuring top class Employee Experience.

• Talent Acquisition: Led and managed full cycle recruiting, Volume, Niche skills Hiring, Reduced Cost per Hire to <40% from

>95%; Deployed Pre-Hire Engagement and reversed candidate dropout by 70%; Diversity Hiring. Hiring of 200+ in a year.

• Learning and Development: Strategize Training Need Analyses, Talent Assessments, learning solutions and 100% Individual Leadership Development Plan to dispersed workforce. Installed Learning Academy (Functional and Behavioral and LMS across domains and competencies, built organic Learning Ambassadors and learning culture with efficiency score >80%.

• Agile/Continuous Performance Management: Launched systemic dashboards (Workday, Dayforce, ADP, BambooHR, Oracle Fusion, SAP Success Factor) high performance culture with leadership competencies; revamped PMS (You Matter; NessCheck) with 100% adoption from manual to digital; Annual Talent Review with timely >90% due closures. Strategize 100% Total Rewards and Recognition across DMVP (Digital, Mobile, Virtual and Personal); Critical roles Succession pipeline.

• Health and Safety: Pandemic Workforce Management with 100% service continuity, digital, well-being, talent acceleration and maximize careers. OHSA, AODA, WHMIS, WSIB claim management, Reintegration/Accommodation programs, JHSC formation and management, 100% legislative compliance on H&S surveys, investigations, audits, training and reporting.

• Employee/Labour Relations: Accountable for High employee delight index (EDI) of unionized workforce; Timely employee investigations with delight scores (4.5/5) with 100% compliance to Collective Bargaining Agreements and 0 grievances

(Provincial, Federal legislation and regulatory metrics). Managed hybrid workforce aligned to multiple bargaining units. Chris Augustine Page 2 / 3

CAREER JOURNEY

PRINCIPAL HR CONSULTANT & EXECUTIVE COACH CA CONSULTING MAY 2023 – PRESENT

• Talent Strategy; Organization Design; Implement Technology; People and Culture Strategy; Global Workforce strategy; HR Operating Model; Operational Excellence with high stake multi location compliance; DEIB strategy; Culture Transformation

(High Performance; Agile; Digital; Well being); Data and Metric driven HR department; Employee Value Proposition CHIEF PEOPLE OFFICER WORLD VISION CANADA OCT 2021 – APRIL 2023

• A CXO role building people and culture; Talent management ensuring high Experience (Living Orange), historical hiring of 200+ staff; strategized, deployed You Matter (100 %) Individual development plans; Invest & Equip (Learning Culture)

• Agile and digital transformation, Reimagined total rewards and recognition aligning to Purpose, Autonomy and Mastery. Curtailed turnover by 5 points, Our Voice engagement survey climbed 8 points with 91 % participation. Overall staff health 4 out of 5, delight index.

HEAD OF PEOPLE & CULTURE KIDS HELP PHONE MAR 2020 – JULY 2021

• A contract role managing and leading HR (unionized and non-unionized), business partnership, process, policies and metrics from onboarding talent to separation. 100% aligned to Federal/Provincial regulations, 24/7 bilingual service delivery; Friday pulse staff engagement (80%); Lead Employee Wellness; Engagement for Talent Optimization, Culture Profile; Strategic IDEA leadership development aligned to IDEA competencies on “You Matter”;

• Pandemic Change Management, Title, Talent, Total (3T) Compensation Benchmarking (Mercer); Employee Resource Group

(Indigenous) as part of D&I strategy. Linkedin Learning Solutions aligned to Training Need Analyses, Leadership Development and Career Pathways.

ASSOCIATE VICE PRESIDENT, HEAD OF HUMAN RESOURCES NESS DIGITAL ENGINEERING, USA AUG 2017 – DEC 2019 Accountable for HR operations, engagement, and retention of workforce, collaborate with stakeholders and line managers on structured engagement platforms, audits, surveys, and reports Predictability Index. Captive accounts, onboarding engineers and ensuring productivity.

• Led and managed full cycle recruiting, work with hiring stakeholders in building workforce strategic hiring needs; Talent assessment, Deployed Technical and Behavioural Interviewing process and Recruiter Productivity Metrics

• Responsible for Performance and Developmental plans for 2500+ employees, deployed NessCheck (Continuous PMS); NessPraise Digital Reward and Recognition Model, designed and implemented across functions/geographies/skillsets. Succession Planning; Top Talent Classification, Scorecards, Career Coach; Mentoring and Reverse Mentoring

• Instrumental in Digitizing HR processes and policies through employee life cycle on (SMAC-mobile, social, big data and cloud) with analytics for CXO Reporting and Review. Resource Optimization; Process improvement on efficient workflows on employees connect platforms, HR help desk and Self-service platform. DIRECTOR, GLOBAL BUSINESS HEAD HUMAN RESOURCES VIRTUSA CORPORATION, USA MAY 2011 – JAN 2017 Pre and Post Merger and Acquisition management (Virtusa/Polaris) System integration, One Communication, One Culture, One Global Team with Strategic change management initiatives. Executed Resource management and cost optimization projects on OD matrices impacting drastic business measures for BFSI sector. Have deployed PAWS (proactive attrition warning systems) and Stay Interviews across levels, ensuring high compliance to EEO, ADA, FMLA, FLSA and DOL.

• Millennial Management: Led initiatives on HR Technology/Gamification, Global Team Engagement survey with Aon Hewitt and All Hands Meet with regular Pulse Check for Engagement assessment/Diagnosis.

• Launched talent assessment Thomas Profiling for screening of senior and critical business positions; Social Media Recruitment strategy and Employer Branding, Revamped legacy hiring tools to Agile recruitment process, Applicant Tracking System (Oracle Fusion), Talent Community, Background Verification Process and Recruitment funnel optimization HEAD LEARNING & DEVELOPMENT AIRCEL-MAXIS COMMUNICATIONS JAN 2008 – MAY 2011 Played a key role in creating competency matrices, profiling, and job families to channelize talent skill development. Delivered Learn; Know; Grow (LKG) Individual Development Plan; Deployed Learning Management System for efficiencies Chris Augustine Page 3 / 3

• Institutionalized OD capsules on high performance (Functional, Technical and Leadership Development programs) across the tenure through multiple modalities (digital, legacy and hybrid platforms). Pioneered drivers for Learning Culture for sustainable growth, engagement, productivity, performance, and profits. Harvard Next Generation Leadership.

• Digital Maturity Diagnosis, Digital Education/Dexterity aligned to Organizational priority. Built the (AAA) People Analytics, Apps and Automation engine for Service Delivery.

HEAD ORGANIZATION DEVELOPMENT ION EXCHANGE LIMITED JUN 2007 – JAN 2008

• Steered and managed taskforce on Productivity and Profits across organization, achieving 5% increase in sales volumes. Built Business model entitled “Strategic Initiatives for Business Development” for the consumer product and manufacturing division. Deployed multiple Cost Optimization projects and Performance management scorecards to leverage and scale productivity, efficiency, and effectiveness scores.

• Pioneered to launch HR systemic dashboards (SAP) for high performance culture; Transitioned KPI’s from manual paper format to systemic dashboards. Designed, Built and Facilitated Technical and Behavioral learning solutions with assessment for CXO team and workforce across locations.

HEAD LEARNING & DEVELOPMENT DIABETES RESEARCH CENTRE (WORLD HEALTH ORGANIZATION) JUN 2004 – MAY 2007 Led as a Principle consultant for a mammoth project of World Diabetes Federation. Training 3000 Health care professionals across developing fragile countries. Collaborated with CXO team to design, build and deploy OD interventions, Behavioral programs to drive Productivity, Engagement, Retention and Profits across departments, internal and external vendors, partners and volunteer management. Expert in Patient care, Education, Engagement and Empowerment. EDUCATION AND PROFESSIONAL DEVELOPMENT

Ph.D. APPLIED PSYCHOLOGY UNIVERSITY OF MADRAS

M.A. APPLIED PSYCHOLOGY UNIVERSITY OF MADRAS

AWARDS AND ACCREDITATIONS

• Human Resources Professional Association Member, Passed CHRL certifications (CKE 2 Examination). Selected by Canadian Government for Ontario Provincial Nominee Program (Doctoral accreditation) 2015.

• Bestowed with “Tackling Turnover Leader (2022)”, “Most Innovative HR Tech Leader (2018)” “Top 100 HR Tech Minds

(2018)” “Most Talented HR Leader (2017)” “Top 25 HR Tech Leader (2016)” by World HRD Congress. Honored with National HR award entitled as “Indira Super Achiever (2008)” by Indira Group of Institutes. Consistently ranked as “Top Talent Leader” “HR Influencer” through the tenure across organizations and marketplace. Forbes HR Member Leader(Gen Z)

• Led MDP (Management Development Program) Diversity and Inclusion, Employee Resource Group Initiatives and interventions across organizations positioning as Best Employer platform (IDEA, WOW, WIN, WOV, Women for GTA); Career Evangelist; Keynote Speaker for HRPA, National/International HR forums, B-Schools, Media and Social Groups (BBC.org); Chair and judge for Stevies awards for International Business, Great Employers (https://stevies-sage.secure-platform.com/a/) Recognized for scientific paper presentations in diverse HR Symposiums, Journals, Conferences and Summits

• Basic Practitioner of Neurolinguistic Programming, National Federation of Neurolinguistic Psychology, Florida, USA 2001. Basic Transactional Analyst Training, International Transactional Analysis Association, Inc. Oakland, CA, USA, 2000. Professional HR Training, Emmaus HRD Consultancy services, India, 1998. VOLUNTEER & COMMUNITY SERVICES

• Provide weekly New Immigrant Transition; International Students Career Coaching, Mentoring and Job ready skill Training programs through Job Skills, Toronto Region Immigrant Employment Council, ACCES Employment, Brilliant Minds Group, Human Resources Professional Association, LinkedIn, YMCA, OM and MTHRG.

• Deliver Leadership keynotes and life skills sessions through Online Webcasts, TV Shows, YouTube, Social Forums, Workshops, Business Schools, Colleges, Print and other media for diverse ethnic groups across nations.

• Engage in Youth wellness initiatives, Community and Social services through volunteering at Tall Pines, World Vision, Jeevan Deep, Bramalea Baptist Church, Canadian Christian Business Federation and others.

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