HR

Srivalli Mylavarapu

Career objective: To add value by strategically integrating HR processes with core organizational processes and partnering with executive management to grow the business through innovative human resource management.

Brief Overview

An HR professional with over 13 years of rich experience in driving business results through effective management of various People Processes spanning diverse areas.

Has been instrumental in shaping the culture of the organizations worked with in the past by successfully introducing and institutionalizing Best-In Class practices, building strong people connect and driving greater HR rigor. Is a strategic professional who deploys participative management style in fast-paced, diverse work environment.

Has a proven track record of adapting quickly to the organizations and impacting the achievement of their business goals through strengthening of the organization’s HR strategy. Extensive experience in interacting with Clients, business function Heads, leading and managing global teams

Is an excellent team builder and consultant on personnel issues and organizational development. Has passion for excellence, big picture view & strategic planning that allows anticipating problems, navigating hard situations and managing change with efficiency. Carries excellent people management skills, an in-depth & sound understanding of the varied aspects & dynamics of Human Resource Management, a deep passion for this field and a lot of energy, ambition & drive.

Areas of Expertise

• Human-Resource Strategy, Objectives, Policies • Performance Management & Career Growth

• Talent Acquisition and Management

• Designs/Administration • Compensation & Benefit Plan

• Manpower Planning & Budgeting

• Employee Engagement & Communication • Reward & Recognition programs

• Competency Mapping

• Multi-Location Management • Employee Development & Training

• Corporate Social Responsibility Programs

Professional Experience Summary

Organization Last Held Position Title Period

Vitesse Semiconductor Manager (India Head) – Human Resources Oct 2010 onwards

Planet Online Pvt Ltd Manager (Head) – Human Resources Jul ‘07 - Sept ‘10

Trianz Consulting Assistant Manager - Human Resources Feb ‘06 - Dec‘06

Manujistics Software Services Assistant Manager - Human Resources Jan ‘05 - Feb ‘06

A&M Communications Manager - Human Resources Sep’02 – Jan’05

Sparsh Communications Lead – Human Resources Dec ’97- May’02

Employment Scan

Since Oct 2010, have been associated with Vitesse Semiconductor , a US based semiconductor major which designs, develops and markets a diverse portfolio of high-performance, cost-competitive semiconductor solutions for Carrier and Enterprise networks worldwide. Engineering excellence and dedicated customer service distinguish Vitesse as an industry leader in Ethernet LAN, WAN, and RAN, Ethernet-over-SONET/SDH, Optical Transport (OTN), and best-in-class Signal Integrity and Physical Layer products for Ethernet, Fibre Channel, Serial Attached SCSI, InfiniBand(r), Video, and PCI Express applications.

As Manager - Human Resources, responsible for the India HR function and role involved streamlining the Processes and Systems along improving the efficiency of the department w.r.t India Design Centre

Some Specific involvement and ownership areas include:

• To manage leadership hiring across various verticals within the group, campus hiring, manage stakeholders ,devise talent acquisition and recruitment strategies based on the business needs ,employer branding etc w.r.t India Design Centre

• HR initiatives include training and development, policy review and implementation, employee engagement frameworks etc. This includes implementing annual HR programs such as performance reviews, promotions and succession planning, as well as act as liaison with various leaders and HR Partners in the US and other centers to support and drive global initiatives. Provide support to the leadership team on human resources related matters, policies and procedures

• Re-designed, developed and implemented new policies, procedures and programs for IDC

• Designed and implemented various training and mentorship programs for Managers, SMTS and MTS levels

• Reviewed, identified and recommended solutions to improve employee performance and retention strategies

• Working with India managers and employees to address all types of employee relations issues ensuring a balance in representing all parties’ interests

• Working with various internal groups to assess, create and implement innovative solutions for a variety of employee engagement initiatives within the design centre

• Provide compensation support including salary planning, market research survey on salary/ benefits trends, information on factors like market conditions, government regulations, change in tax structure to develop internally equitable and externally competitive compensation plan.

Manager HR, Planet Online Pvt Ltd, July 2007 – September 2010

Planet Online (PlanetSoft Inc) is a product based organization providing technology solutions with the state of the art solutions in multiple domains globally. PlanetSoft collaborates with clients to build innovative, workable, and customized straight-through-processing solutions for the new business origination, underwriting, and administration of insurance and financial services products. It transforms the manner in which financial services and insurance companies process their new business by supplementing PlanetSoft's technology solutions. The products are configured on a unique industry specific meta-data driven platform, providing clients flexibility and agility to support their operations globally

Key Involvement and Ownership Areas

As Manager - Human Resources, was responsible for heading the HR function for the company. Specific responsibilities included establishing and streamlining processes/practices/systems etc spanning the entire gamut of HR and partnering with executive management to grow the business through innovative human-resources management.

Specific involvement and ownership areas include:

• Manpower Planning and Lateral Hiring – Introduced the process for Manpower Planning and Budgeting to be able to forecast future resource needs after factoring in several key factors like estimated projected business needs attrition, promotions, transfers, etc. Built the recruitment team and streamlined the hiring process by putting in place a multi pronged recruitment channel strategies, introduced metrics/SLAs, reviewed and revised the screening process, introduced psychometric tests to determine the right value/culture fits for the organization. Scaled the organization from strength of 120 to 500+ within the year of joining. Was highly successful in closing the senior level positions for the organization. Designed and launched an internal job posting site. Responsible for recommending the compensation, grade and other related benefits for all the short listed candidates. Worked extensively on the Watson Wyatt market report along with the internal salary ranges as guidelines to recommend compensation for new joinees.

• Strategic Planning - Developed key people strategies in line with the business needs of the organization. Introduced strategic OD interventions for raising the organizational performance and bringing in the desired transformation in the organizational culture, design and structure, provided support to change leadership and management coaching.

• Performance Management - Introduced an objective, transparent, robust Performance Management System to help manage and enhance people’s performance and increase the overall organization capability. Successfully brought the appraisals on a single platform through yearly appraisal cycle. Developed and implemented the promotion policy for the entire organization. Managed and provided continuous improvement to all aspects of the leadership review process and the strategic objectives therein. This included both annual and mid-year processes which focus on performance management and talent development. Responsible for compensation planning that included working with the various BU Heads on calibration and approach for recommending merit hike, promotion, adjustment and bonus.

• Structured Career Path Model - Put in place a standardized process focused on carrying out detailed career planning of employees involving - preparing a personalized career roadmap for all employees with a development plan aligned to the competencies required by them to advance further in the organization. Played a key role in career management and career development initiatives, creation of new job families and career paths

• Competency Mapping & Staffing - Launched a comprehensive and exhaustive Competency Mapping Model to upgrade role based skills and competencies of people on a continuous basis and introduced a Resource Management Group to facilitate effective deployment and optimal utilization of resources across the various operations teams. Played key role in introducing the designation matrix, role mapping.

• Training and Mentoring processes - Introduced the training process covering training need identification, training planning, execution and training effectiveness evaluation to be able to proactively provide need based, result oriented, customer driven training in line with both the individual and organizational development needs. Introduced Mentoring Programs to facilitate professional as well as personal development of employees by facilitating formal means of induction program, transferring knowledge, skills and process abilities between employees.

• Employee Engagement and Communication Rigor – Introduced formal and structured mechanisms of communication to strengthen top-to-bottom as well as bottom-to-top communication in the organization. Facilitated stronger emotional connect between employees and the organization thru initiatives like – Buddy programs, Employee Relations Manager Concept etc. Planned and implemented employee engagement initiatives to enhance motivation and satisfaction among employees. Analyzed attrition reasons and designed the Internal Mobility Program for reducing attrition, Employee Assistance Programs for laid off employees. Introduced the designation matrix, salary ranges/slabs, job descriptions, inclusion of family members in medical insurance arena, HR-Helpdesk to address queries/grievances of associates, designed and implemented release from employment process which has minimum impact on employee and business

• Compensation Model and Structure - Strengthened the compensation management process covering planning, administering and controlling of compensation to attract and retain talented professionals, compensate them competitively and reward them for their contribution towards business results while being responsive to business realities. Market research studies were undertaken and market intelligence report gathered for benchmarking of job and compensation from Watson Wyatt survey report. Analyzed and evaluated internal compensation structure and recommended appropriate structure for each grade, position, and competency at all levels.

• Reward and Recognition – Reviewed and revised the Reward and Recognition program and strengthened it by introducing non-monetary as well as monetary rewards for both individual as well as team on a quarterly, six monthly and annual basis.

• Corporate Social Responsibility Initiatives – Focussed on reaching out to the under-served sections of society and make a positive difference to their lives. Initiated for a lot of activities which included assistance to flood relief victims, development activities at govt. school, donations to various NGOs etc…

• HR Policies – Revised the HR Policy manual by introducing policies covering every aspect of the functioning of the organization

• HR Automation – Initiated automation of HR processes covering all the key areas in a phased manner so as to improve operational efficiencies and drive business growth.

Asst. Manager – Human Resources, Trianz Consulting, February 2006 – December 2006

Trianz, an ISO 9001:2000 certified, is a leading global Management Consulting, IT and BPO Services Company with a reputation of focused operational efficiency and unique execution philosophy to help achieve business results that top management envisions. Since its inception in the year 2000, Trianz has evolved into a dominant player in the global Consulting, IT and BPO services market. Trianz serves global markets through its multiple offices in USA, Japan and India.

Key Involvement and Ownership Areas

As Asst. Manager - Human Resources, was responsible for the HR function of India operations of the company, spanning across two different locations in Bangalore

Played an instrumental role in operations which involved Recruitment, Entry & Exit process, Payroll System, Appraisals, MIS and other day to day HR Activities for Offshore as well as Onsite enabling the organisation to leverage HR as a strategic business partner, in pursuit of its organisational objectives.

Some specific involvement and ownership areas included:

Manpower Planning & Talent Acquisition

• Designed and implemented strategic plan for organizing the first ever Walk-in for the Organization at Bangalore. Recruited 33 freshers for the team for the first time in the history of the company

• Provided thought leadership for strategizing recruitments and ensuring talent pipelines were available to meet the growth needs of the business.

Performance Management and Career Growth

• Implemented a KRA driven objective and transparent performance management system companywide with-in a month of joining along with Goal Setting parameters for all employees’ w.r.t departments with the required changes through workshops, hand outs to suit the Organization requirements

• Implemented the organizational structure, defined various roles and evolved reporting relationships in partnership with the concerned stakeholders to ensure enhanced organization effectiveness.

• Identified and implemented customized career plans for employees

• Organizing Goal setting/ KRA workshops pre-appraisals etc

• Performed a leadership role in developing and implementing effective performance management and growth strategies, helping people to manage and enhance their performance thru a continuous process of feedback, coaching and counseling.

• Implemented enterprise-wide compensation, reward and recognition programs to be able to attract and retain the right talent

Employee Engagement and Communication

• Designed and implemented several Employee Engagement programs, Motivational activities, HR Buddy, Fun@work initiatives, Family involved activities etc, facilitating better employee involvement and commitment, leading to an improvement in the Communication and Employee Engagement both monthly and annually

Employee Development

• Played a vital role in preparation of Orientation hand book on employees onsite travel (Japan & Turkey). Redrafted the Induction Manual applicable for all the joiners including the campus trainees. Designed and implemented the entire gamut of the campus trainee joining program

• Compensation & Benefits Management (Payroll & Personnel Administration) for both India and Overseas Office expatriate employees. Involved in Compensation Research, Design and Consulting

• Involved in Grievance Handling of employees related to various professional issues by holding various team meetings etc

• Preparation and execution of Employee Engagement Survey

• Taking care of Full & Final settlements of the resigned employees which include Conducting Exit Interviews, handle the relieving formalities and analysis

Asst. Manager – Human Resources, Manujistics Software Services India Pvt Ltd, January 2005 - February 2006

Manugistics is a global end-to-end supply chain solution provider. Manugistics’ demand and supply chain solutions enabled to grow its market penetration with solutions for manufacturing, demand and replenishment, price and promotions optimization, and transportation and logistics. Manugistics uniquely positioned itself to provide retail, manufacturing, wholesale distribution and service industries customers with an enhanced solution offering that spanned the supply chain from raw materials to the end consumer.

Key Involvement and Ownership Areas

Spearheaded the Human Resource function at Manujistics - India. Responsible for building the HR function from scratch, putting in place best-in-class HR policies, practices and systems, helping the organization to ramp up from 4 to over 225 employees.

Specific involvement and ownership areas were:

• Managed all the in-house recruitment related activities in the organization, ensuring timely, cost effective and qualitative recruitment of both technical as well as management professionals.

• Carried out manpower planning and budgeting exercises to project the future manpower requirements

• Developed and implemented recruiting process, introduced psychometric & technical assessment tools for selection of the right cultural & technical fits, introduced the concept of pre-hire orientation to identify the right fits, initiated pre-employment/post-offer background searches

• Designed, implemented & institutionalized various HR policies, people practices in support of the growth plans of the organization.

• Introduced and implemented a robust Reward and Recognition system for enhancing motivation level of employees

• Established communication programs to update employees, on company’s new programs and changes.

• Planned and implemented several initiatives to enhance motivation and satisfaction among employees

• Promoted Fun at work, HR branding and employee engagement and welfare activities

• Implemented complete human resource information system (HRIS). Customized workflow to automate

various processes like performance management, recruitment, joining, career progression, leave management etc. w.r.t India Development centre

• Designed and implemented MIS reports

• Implemented an effective & competitive compensation management system based on the trends prevalent in the industry, reviewed & refined salary systems for all levels of employees

EDUCATIONAL QUALIFICATIONS

• Master of Arts (M.A) from Osmania University , Hyderabad, specializing in Personnel and Public Management passed in 2004

• Post Graduate Diploma in Business Administration (PGDBA) from Pondicherry University passed in, 2001

• Bachelor of Sciences (BSc) from Nizam College, Osmania University, Hyderabad passed in 1996.

TRAINING /CERTIFICATIONS UNDERGONE

• Attended 3 days workshop on leadership skills development for Managers at Centre of Organization Development (COD), Hyderabad

• Attended a 2 day workshop on “Execution Excellence” at IISc, Bangalore

• Certified C&B specialist from Carlton Advanced Management Institute (CAMI) and Middle Earth Consultants (MEC)

• Deputed to USA for a period of 2 weeks at the HQ of Manugistics Inc. for knowledge transfer

CONTACT DETAILS

Mobile: 990-***-**** Email id: *.********@*****.***

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