Aravinth Ganesh

• Strategic HR Partnership: Acted as the primary HRBP for manufacturing and operations teams, aligning people strategy with business goals in a high-growth clean-tech environment.
• Organization Design & Workforce Structuring: Partnered with functional heads to redesign teams and reporting structures during scale-up phases, supporting rapid operational expansion.
• Performance Enablement: Rolled out continuous performance feedback systems and manager training on SMART goal setting, leading to a 25% uplift in team productivity metrics.
• Talent Development & Upskilling: Identified critical skills gaps across manufacturing and engineering functions, co-developed technical L&D interventions, and drove skill certification programs.
• Employee Engagement & Retention: Launched plant-level engagement strategies including skip-level connects, ER forums, and recognition programs, reducing attrition by 18% in the first year.
• HR Operations Excellence: Streamlined onboarding, attendance, and time-tracking for shopfloor and shift-based workers using HRMS automations, reducing processing time by 40%.
• Industrial Relations & Compliance: Ensured statutory compliance for labor laws, safety standards, and audits. Supported liaison activities with labor consultants and regulatory bodies.
• Change Management Support: Played a key role in enabling workforce transitions during plant expansions and shifts to hybrid work models in back-office functions.

• Enterprise Talent Planning: Led strategic workforce planning efforts, aligning talent strategies with business growth goals across engineering, tech, and business support functions.
• HiPo Identification & Development: Designed and managed high-potential (HiPo) identification frameworks using performance and potential metrics, increasing leadership readiness by 35% over 18 months.
• Succession Management: Built succession pipelines for critical leadership roles, improving internal mobility and reducing external hiring dependency for senior positions by 28%.
• Talent Analytics: Developed dashboards and analytics models to track talent movement, retention risks, and skill coverage, enabling proactive and data-informed interventions.
• Leadership Assessment & Development: Facilitated 360-degree assessments and psychometric tools for mid-to-senior managers, directly informing leadership development journeys.
• Career Frameworks & Internal Mobility: Implemented structured career architecture and cross-functional mobility programs that led to a 20% increase in internal role transitions.
• Collaboration with CoEs and HRBPs: Acted as a key liaison between Talent Management CoE and Business HR Partners to ensure seamless delivery of talent initiatives.
• Employer Branding via Talent Programs: Curated campus and industry-academia partnerships to enhance RNTBCI’s brand as a talent destination for engineering and automotive innovation professionals.

• End-to-End Talent Strategy: Spearheaded the design and execution of talent management frameworks aligned with MBRDI’s innovation-driven culture, enhancing workforce capability across engineering and R&D functions.
• Capability Development: Launched a competency-based development model tailored for tech and automotive R&D talent, increasing role-readiness for key positions by 30% within a year.
• Succession Planning: Implemented a robust succession planning process across mid to senior leadership levels, reducing critical role vacancy risk and improving bench strength by 40%.
• Leadership Pipeline Development: Partnered with global and regional teams to co-create fast-track programs for high-potential employees (HiPos), resulting in internal fill rates for leadership roles improving by 22%.
• Talent Review & Mobility: Facilitated annual talent reviews and implemented internal mobility programs, boosting retention and career progression within niche engineering domains.
• Diversity in Leadership: Introduced inclusive talent practices that increased gender and cultural diversity across key project leadership roles.
• Data-Driven Talent Decisions: Leveraged people analytics to identify skill gaps and attrition risks, directly influencing L&D and engagement strategies with measurable outcomes.
• Stakeholder Collaboration: Acted as a strategic advisor to engineering heads and project leaders, translating business needs into actionable talent development strategies.

• Strategic Workforce Planning: Collaborated with senior leadership to forecast talent needs, resulting in a 20% improvement in workforce alignment with business objectives.
• Employee Relations and Engagement: Implemented initiatives that increased employee satisfaction scores by 25%, fostering a positive work environment and reducing turnover by 15%.
• Performance Management: Revamped the performance appraisal system, introducing 360-degree feedback mechanisms, leading to a 30% increase in employee productivity.
• Compensation and Benefits Analysis: Conducted market benchmarking to restructure compensation packages, ensuring competitiveness and equity, which improved retention rates among key talent by 18%.
• HR Policy Development and Compliance: Developed and enforced HR policies in line with labor laws, achieving 100% compliance during internal audits and reducing legal risks.
• Change Management: Led organizational change initiatives, including departmental restructures, with minimal disruption, maintaining employee morale and operational efficiency.
• Diversity and Inclusion (D&I): Launched D&I programs that increased minority representation in leadership roles by 10%, promoting a more inclusive workplace culture.
• HR Analytics and Reporting: Utilized HRIS to generate insights on workforce trends, enabling data-driven decisions that enhanced talent acquisition strategies and reduced time-to-fill positions by 20%.

• Agile HR Practices: Implemented agile methodologies within HR projects, enabling faster response to changing workforce needs and improving cross-functional collaboration.
• Employer Branding & Talent Experience: Led initiatives to position Ideaplunge as an employer of choice by refining the candidate and employee journey, resulting in a 30% improvement in offer-to-join ratio and a 20% increase in Glassdoor ratings.
• HR Innovation: Piloted innovative HR tools including chatbot-enabled helpdesks and pulse surveys, enhancing employee engagement and reducing manual HR query resolution time by 40%.
• Workforce Experience Design: Designed personalized employee lifecycle experiences—from onboarding to exit—leading to a measurable boost in employee NPS (Net Promoter Score) by 18 points.
• HR Business Analytics: Leveraged predictive analytics to identify turnover risk segments and proactively addressed them, reducing voluntary attrition by 15%.
• Leadership Development & Coaching: Partnered with senior management to build leadership pipelines through targeted coaching programs, increasing succession-readiness for key roles by 25%.
• People Risk Management: Conducted HR risk assessments and implemented mitigation strategies for compliance, health, and reputational risks in a hybrid workforce environment.
• Crisis and Change Readiness: Played a key role in developing the company’s COVID-19 HR response plan, including remote workforce enablement, wellness programs, and business continuity support.

• Global HR Operations Support: Managed end-to-end HR operations for approximately 1,200 Kraft Heinz employees based in New Zealand, ensuring seamless HR service delivery from India.
• HR Business Partnering: Acted as a strategic HR advisor to New Zealand business leaders, aligning HR initiatives with organizational goals and providing guidance on HR policies and practices.
• Talent Management: Collaborated with local leadership to identify talent gaps, support recruitment strategies, and facilitate onboarding processes, enhancing workforce effectiveness.
• Employee Relations: Addressed and resolved complex employee relations issues, conducted thorough investigations, and provided recommendations to maintain a positive work environment.Recruiting Resources
• Performance Management: Assisted in the implementation of performance management systems, ensuring timely evaluations and feedback mechanisms to drive employee development.
• Compliance and Policy Implementation: Ensured adherence to local labor laws and company policies, updating HR practices as necessary to maintain compliance.
• HR Analytics and Reporting: Utilized HR metrics to analyze trends in employee turnover, engagement, and performance, providing insights to inform strategic decisions.

HR Digital Transformation: Spearheaded the digitization of HR processes by implementing a comprehensive Human Resources Information System (HRIS), enhancing data accuracy and reducing administrative tasks by 30%. Leveraged HR analytics to inform strategic decision-making, aligning HR initiatives with organizational goals.

Learning and Development (L&D):Developed and executed targeted L&D programs, resulting in a 25% increase in employee skill proficiency. Introduced e-learning platforms, facilitating continuous learning and reducing training costs by 20%.

Organizational Development (OD) Interventions: Conducted organizational assessments to identify areas for improvement, leading to the implementation of change management initiatives that improved team collaboration by 15%. Facilitated workshops to enhance organizational culture and employee engagement.

Succession Planning: Established a structured succession planning framework, identifying and developing high-potential employees for leadership roles. This initiative led to a 20% increase in internal promotions and reduced time-to-fill for key positions by 35%.

Data-Driven Decision Making: Utilized HR metrics to drive strategic initiatives, resulting in a 10% improvement in employee retention.

Change Management: Led organizational change projects, ensuring smooth transitions and minimal disruption to operations.

Employee Engagement: Implemented engagement strategies that increased employee satisfaction scores by 18%.

Diversity and Inclusion (D&I): Promoted an inclusive workplace by developing D&I policies and conducting awareness programs, leading to a more diverse workforce.