Karthik S. freelancer experto en Data Entry, Microsoft Excel, Microsoft Office

Karthik S.

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Sobre mí
My name is Karthik Sankar and I manage HR and Business Operations. I have joined this platform to learn, unlearn and share best Industry practices learnt over the years and to build my network working with clients, colleagues and friends.

I come across as a confident young leader with high energy levels, enthusiasm and always believe in having an open door policy where conversations are transparent and communication is two way.

I am keen in applying for the said position considering my skills and knowledge and if you feel my candidature is a good match let's strike a deal.

Thank You for reviewing my profile.
Karthik Sankar
Historia laboral
Current Employer -  EPAM - Current Org
Previous Employers
1. Ernst & Young 
2. AGS Health
3. FactSet -
4. Deloitte

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 organisation and build an effective road map in the Talent Pool segmentation.

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 organisation 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 organisational 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 ageing 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 organisation and industry best practices on Employee Grievance Management System, HR Connect, Rewards and Recognition, E-help desk, 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 On-boarding Advisor (OBA) Program

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