Manager Employee Relations

RAV Sarravana Kumar (SK), SPHR®

Senior Human Resources Professional

**************@*****.*** (201) 220 - 6474 LinkedIn Philadelphia, PA Open for relocation Summary:

Hands-on and results-driven Human Resources Leader with a contemporary global experience of 16+ Years in identifying & driving human-capital excellence initiatives from the ground-up aimed to improve employee experience. Functional skills span across recruitment, workforce forecast, planning & deployment, strategic advisory to business leadership on all talent related interventions, employee relations, engagement and retention, performance & rewards mgmt., HR Analytics, HR Operations & Business/System Analysis for HR Transformation Projects.

• Solid command of managing entire employee lifecycle from forecasting to recruiting to exit interviews/alumni rehiring.

• Proven capacity to deliver HR Programs despite shifting priorities, demanding expectations & stringent deadlines.

• Consistently promoted strong relationships with business leaders, clients, vendors & partner organizations based on earned trust.

• Robust reputation for delivering extraordinary customer service and & cultivating an environment for colleagues to do the same.

• Relentless desire to take on endeavors of increasing complexity with a focus on continuing learning and conviction of purpose. Professional Highlights:

Avasoft, Inc., Philadelphia, PA July 2017 – Current HR Consulting Assignments

Comcast Cable Corporation Senior Consultant - Human Resources October 2018 – Current Human Resources Digital Transformation

• Advise as a Subject matter consultant for the Total Rewards Team to Digitally Transform initiatives including Job Architecture, Skills Framework, Workforce Segmentation, International Market Compensation Ranges

• Conduct Business Process engineering through Swim-Lane mapping to assess current processes, systems, operations and tools to support development of compensation strategies, review and analytics to support human resource decisions

• Conduct program / project / process analysis solicit feedback from stakeholders and provide feedback at designated checkpoints for continuous improvement recommendations.

• Provide review of Talent processes (SAP, Business Warehouse, Workday) to ensure configuration/ development meet the business requirement specifications, designs, and plans

• Analyze current compensation programs and associated policies and assess how those policies are cascaded to the organization and develop HR Transformation road maps

• Maintain Compensation teams' role in designing and creating the employee experience through design thinking & system thinking

• Make recommendations on metrics and reporting tools to meet the changing needs of the talent organization

• Lead necessary data conversion, data cleanup, and auditing of information. Work with business process owners/system users to define data use for downstream systems and reporting.

• Develop appropriate level of system and user documentation - business process definition maps, user guides

• Manage governance of new requests & lead system administration tasks for mass changes, data maintenance and process definitions

• Provide testing support to include test plans, test scenarios, and engage with business process owners to outline testing detail Korn Ferry – Hay Group Product Consultant - Human Resources October 2017 – October 2018 Human Resources Compensation & Pay Reporting Systems

• Collaborate with PMO, product owners, internal stakeholders, delivery units (HR-Users) across multiple-geos including but not limited to US, UK, APAC, Middle East, Czech Republic etc. to assure MVP launch

• Being a HR domain SME, assisted the Account team with the Process Design / Re-engineering of some key enhancements like compensation data-analytics, data-modeling, suppression rules etc.

• Define, document, prioritize requirements for the software and SSRS Reports, including preparation of functional specifications and facilitate design workshops to ensure specifications adequacy

• Performed Compensation data Analysis & Reporting from multiple sources in support of system implementations for ongoing support and work with the IT team to identify and resolve data quality and/or system interface issues, and developed data quality assurance processes and tools

• Establish project objectives by working with business owners and manage the strategic project schedule, monitor milestones and deliverables during re-prioritization, enhancements and fixes

• Conduct weekly sprints to report project progress, discuss impediments, facilitated Release Planning, Sprint Planning, Backlog Grooming, and Retrospective meetings

• Develop and maintain a technology & product roadmap to achieve consistency across geographies, ensuring systems operations and enhanced workflow

• Created end-user communications and training materials for the MVP and succeeding releases RAV Sarravana Kumar (SK), SPHR®

Senior Human Resources Professional

**************@*****.*** (201) 220 - 6474 LinkedIn Philadelphia, PA Open for relocation BLUEDEQ LLC HR Project manager / Scrum Master July 2017 – October 2017 Human Resources Reporting Systems

• Sprint planning, impediments, Release Planning, Backlog Grooming

• Develop timeline estimates, resource requirements and detailed project plans

• Liaison with business stakeholders to assure solutions comply with business strategies and are in accordance with technology roadmap

• End-user communication & training materials for MVP COGNIZANT TECHNOLOGY SOLUTIONS Senior Manager - HR September 2005 – July 2017 India, Teaneck NJ, San Ramon, CA, College Station, TX Business Units: Digital Enterprise (Social, Mobility, Analytics, Cloud), BPO/Call Center, Insurance, High-Technology, Communications, Media and Engineering.

Business Management & Strategy

• Spear-headed the HR function for Greenfield ventures of BPO Practice / Call Center (India) and the Staffing function for Digital Enterprise – Social, Mobile, Analytics & Cloud (Americas).

• Strategic HR advisor/partner to business leaders in ensuring organizational effectiveness, in the areas of workforce planning, HR transformation, employee engagement and transformation leadership. (Business units of size: Offshore > 7500 associates, Onsite > 3000 associates; team management experience of 13 members)

• Drove Annual Talent / skill planning - enable headcount planning based on the revenue growth forecast, turn-over, pyramid optimization (span of control) etc.

• Piloted the “TRANSFORMING END-CUSTOMER RELATIONSHIP INITIATIVE” on improving market share through Staff- Augmentation models by working directly with end-customers.

• Partner with HR Centers of Excellence & client groups to effectively design, implement, communicate, achieve BU goals in HR realm. Talent Planning & Management

• Monitor key levers of fulfillment (78%), TAT (2-weeks for internal / 4-8 weeks for external candidates), Operational metrics like utilization (85%), pyramid-rationalization, offshoring, Contractor to full-time optimization, talent mix (Internal Vs. market fulfillment) etc.

• Provide for corrective recommendations through multitude of channels (direct / partners / referrals) and internal movements / reskilling / bench / IJPs and be a Strategic advisory (Workforce metrics Insights & Decision support systems).

• SPOC for the business on all Staffing requirements, liaison with Recruiting/Talent Acquisition and Academy (CoE for Learning) team to facilitate staffing and deployment TAT & Oversee immigration and relocation in conjunction with the Global mobility team. Talent Acquisition

• Built the seed-team from 145 to 4000 associates in a 2-year span including SLT / Executive hiring

• Cost Optimization by building Entry level Talent pipeline through coding schools & Campus Recruiting for the digital skills

• Stream-lined the recruitment process for Cognizant BPO from a cost-based vendor supply & evaluation model to alternate supply channels of walk-ins, employee referrals & online preliminary assessments

• Staffing domains include Digital Solutions, Mobile, Social, Analytics, Cloud, Hi-Technology, Engineering Solutions. Talent Development & Enhancement

• Efficaciously implemented corporate level initiatives of CAREER COMPASS & CAREER ARCHITECTURE, a structured competency model for employee skill evaluation, developed skill matrix; and worked with the Line Managers for role effectiveness, role efficacy & Job Rotation.

• Successfully launched the Next-gen manager’s development program (Mentor-Mentee approach & Succession planning).

• Idealized and formalized the process for new Product Groups and placement of internal business consultants through job bidding.

• Liaison with Academy (CoE for Learning) on up-skilling (niche-skills) / re-skilling programs (job-rotation). Total Rewards

• Liaison with C&B and Perf. Management CoEs and manage the fiduciary responsibility for BU level governance.

• Drive annual compensation revision cycles and maintain compensation data to ensure parity during Onsite / Offshore movements

/ Career track movements including Salary clinic workshops.

• Work closely with practice leaders, conduct annual compensation process (performance results and peer ranges to ensure fair and reasonable compensation adjustments) and govern recommendations on merit-based incentives for employees and during year-end performance appraisals.

• Implement and manage an effective performance management process / Manager Scorecards for leaders, including virtual workshops, performance reviews, grievance redressal / performance counseling. RAV Sarravana Kumar (SK), SPHR®

Senior Human Resources Professional

**************@*****.*** (201) 220 - 6474 LinkedIn Philadelphia, PA Open for relocation Talent Communication Forums

• As an Onboarding CoE Specialist, reviewed and relaunched the virtual & automated BU specific Orientation & Boot camp –

“Integrate”, with 30-60-90-day online review and provide feedback on hiring patterns, solicit industry best practices & new talent feedback audit.

• Instigated initiatives to motivate, retain and develop the human capital through Hi - Community, Hi - Social Responsibility Cell, Cognorators Club, Sparkplug, “TRAILBLAZERS” & “PURASKARS” (Recognition Programs), Group engagement events.

• Programmed appropriate interventions by comprehending problem areas through multiple strategies including skips & open-houses across locations, i-Connect, brown-bag lunches, anonymous account level climate surveys, one-on-one meetings, exit interview analysis.

• Maintain appropriate contact with employees to stay abreast of concerns and address personnel issues, conducting exit interviews - compile analytics to Practice Leaders on findings, review turnover analysis and promote talent retention through structured interventions.

• Managed background checks & disciplinary related investigations; partnered with legal team on logical closure of reduction in WF

(M&A).

Talent Transformation

• Using Trend analysis, developed an automated EARLY WARNING SYSTEM - “RISK-QUOTIENT MODEL”, to identify potential turnover and provide interventions in advance; Reduced attrition by 3% and the initiative was awarded “Best Practice Award” pan Cognizant.

• Conceptualized & delivered HR automation projects using Agile/Scrum, some include Revenue to Resource modeling, Deployable talent management, One-Click MIS, Talent Market Place.

• Liaison with technical teams, Business SME’s to transform HR systems automation needs into technical solutions and identify options to streamline processes for decision support systems.

• Agile adoption for creating a compelling employee experience through process simplification and operational efficiency.

• Formulated distinct skill categories through job analysis, defining entry/exit criterion (job enrichment & enlargement) from delivery to specialized Product groups, Architects, Consultants to augment business needs. Education

• Master’s in Human Resources Management, Madras School of Social Work, India, 2004

• Bachelor’s in Science, Loyola College, India, 1999 Professional Development

Certifications Technology

• Senior Professional in Human Resources® - HRCI

• Certified Scrum Master® - Scrum Alliance

• Six-Sigma - Green Belt

• Introduction to Human Experience Management (HXM) - SAP

• Future of Work - AIHR

• HR Analytics for HR Business Partners - AIHR

• Strategic HR Metrics - AIHR

• Situational Leader® - Center for Leadership Studies

• Bullet Proof Manager® - Crest Com

• Cognizant Certified - Work-Force Staffing Manager

• Cognizant Certified - Employee Assimilation CoE Expert

• PEOPLE-SOFT HCM AND ESA (8 AND 8.9)

• WORKDAY Compensation Module

• MS-Office 365 suite of applications

• Confluence, Jira, Trello

• Kiss-Flow

• Balsamiq

Note:

• Open for Full-time, Contracting, Contract-to-Perm & Consulting engagements

• I-140 / PERM Approved; Green-Card is in process.

Contact this candidate