Tejal Gole

· Mid Management Leadership Development Programs

-TNA of behavioral competencies gaps and identifying the talent gaps at mid management level

-Identifying the best facilitators in the market for leadership development programs.

- Project management and administration of learning development journey for middle management employees end to end every year.

· Corporate Coaching Workshops

-Organized and administered corporate training workshops as a part of corporate development plan at all levels.

· Bi Annual assessments for Non sales employees

- Preparing of nomination list on the basis of department budget and employees’ potential & performance eligibility criteria.

- Co-ordination with respective stakeholders and scheduling their technical and behavioral assessment

- Analyzing their assessment reports, announcing the results and promoting them on the basis of their assessment performance.

· Management Trainee Career Development Program

- Managing the overall career development program of a management trainee according to their career path.

- Highlighting stakeholders of particular management trainee on their upcoming assessment cycle and coordinating with them for scheduling their online assessment

· Succession planning

- Preparation of potential review nomination list using 9 box matrix

- Scheduled potential review process for Senior management.

- Maintained the data and confidentiality throughout the process and made sure the process is executed smoothly.

· Vendor Management

- Established effective partnerships with assessment vendors and facilitators ensuring there was a shared vision and priorities and an effective ways of working as appropriate.

- Executed career development programs for middle management with hired facilitators as per the organization’s competencies

- Collaborated with internal procurement team and security functions to build effective supplier assurance processes.

· Internal Job Postings & Promotions

- Independently handled PAN India Internal Job Postings and recommendation-based promotions for PAN India sales as part of Career development programs.

· Automation of Internal Job postings

- Documented the whole process, rules and policy about the process.

- Presented the plan to Higher Management for execution and their sign offs

- Worked with the internal stakeholders and external vendors to transition the application process on an online platform (R- connect app) for employees.

· Internal hiring to set up a new business channel

- Designed a job description for the role as per the job requirements.

- Collaborated with PAN India BHRS and Business heads and published the positions on internal job portal.

- Executed the whole end to end hiring process via different assessments.

- Placed all the selected employees vertically and horizontally as per their career progression and closed 64 positions to form a new business channel.

· Zone-ownership- Corporate, Hub and East

- Assisted Business stakeholders in conducting and implementing retention and attrition analysis for their respective departments.

- SPOC for talent management SOPs and policies for Business HRs.

- Custodian of Corporate and Hub.

- SPOC for career development grievances.

- Handled Internal movement transfer for the zones.

· Audit

- Quality Audits along with Monitoring and actioning the red audit points for the IJP process.

- Maintained and re-structured career- guide on timely basis.

· Other Projects

- Online Post Graduation Program in Insurance- Executed, Managed and Tracked end to end activities of the Program.

- Acted as a Central team SPOC for external stakeholders like assessment vendors, sourcing vendors and internal stakeholders like BHRs, RHRs, L&D & HR operations team.

- Documentation verification process of the selected candidates and sending out the offer letters.

- Managing end to end selection and on-boarding processes PAN India.

- Mapping of Base, OJT and internship location to the new joiners as per the budget.

- Creating maintaining various MIS & trackers and sending out daily reports.

• Custodian of corporate Performance management system
• Independently handled Induction program and non-payroll HRMS for 900 employees
• Employee engagement: Annual and monthly award and recognition events were organized, handled celebration of festivities and birthdays of employees, planned, executed and managed other sports a talent showcasing events for employees
• Running of various surveys and analyzing Reports Background verification check and Ex-employee verification.

• Studied Employee Life cycle processes and designed HR user manual.