- Partnered with business leaders to drive people strategy across employee lifecycle initiatives, including talent management, performance management, compensation planning, employee engagement, retention, and Diversity, Equity & Inclusion (DE&I).

- Acted as a strategic HR Business Partner for leadership teams, providing guidance on organizational design, workforce planning, succession planning, and people-related business decisions while serving as the primary HR point of contact for employees.

- Led the end-to-end performance management cycle, including setting and tracking OKRs, goal alignment, mid-year and annual performance reviews, calibration discussions, and performance improvement planning (PIPs) to drive a high-performance culture.

- Managed complex employee relations matters by partnering with business leaders to resolve workplace issues, conduct investigations, mitigate risks, and ensure compliance with organizational policies.

- Designed and executed employee engagement, recognition, and retention initiatives using employee feedback, engagement surveys, and people analytics to improve organizational health and reduce attrition.

- Leveraged HR metrics and data insights to support organizational restructuring, career progression frameworks, succession planning, talent reviews, and workforce effectiveness.

- Managed and mentored a team of Regional HR Business Partners, ensuring consistent HR practices, coaching team members, and driving execution of people strategies across multiple business units and geographies.

- Collaborated closely with senior stakeholders and cross-functional leaders to align HR initiatives with business objectives, influence decision-making, and support organizational growth in a fast-paced environment.

- Led Learning & Development initiatives by conducting training needs analysis, designing leadership development programs, facilitating manager capability workshops, and delivering employee training sessions to enhance performance and engagement.

- Drove continuous improvement of HR processes by implementing scalable people practices, streamlining performance frameworks, and supporting change management initiatives during periods of rapid business growth.