PUSHPA LATHA SAMINATHAN

Supporting complex and diversified business operations (Manufacturing, IT, R&D, Quality and Shared Services) across over 470 employees at all level of seniority in various aspect of HR such as organizational development, performance management, employee engagement, recruitment and rewards and training and development

ACHIEVEMENTS

• Developed and executed performance management strategies to enhance team performance.
• Developed a mentor program as part of the development plan for future leaders, resulting in the promotion of 2 mentors to Team Leaders.
• Organized and developed a comprehensive training plan for team building and leadership, resulting in a 29% increase in employee engagement survey results.
• Streamlined medical insurance query process by routing inquiries to broker/insurance company, resulting in a 90% reduction in P&C queries and improved employee experience.
• Established remote work arrangements within 10 days for employees stranded due to travel bans (Covid-19), resolving tax and EP issues.
• Filled positions in a short period of time with 0% use of agency across manufacturing, shared services and IT
• Streamlined onboarding processes between talent acquisition and HR operations, enhancing team efficiency and collaboration.
• Streamlined offboarding processes to global processes
• Successfully hired and trained 2 talent acquisition team members and a P&C Officer to support business
• Planned and organized interviewing skills training for managers and team leads
• Guided and trained managers on behavioral based interviews
• Recommended technical assessment metrics to create measurable and fair assessment as part of candidate selection process

JOB DESCRIPTION

• Leading and contributing to people related programs such as supporting deployment of organisation design changes, new job design reviews and evaluations, workforce planning hot spots, talent and career path development
• Provide support and specialist advice to Senior Business Leaders on strategic HR matters such as people management, organizational development, talent management, performance management, employee engagement, rewards and recognition, talent acquisition and ensure it’s aligned with business strategy
• Lead and support deployment of our people processes in close collaboration with Centres of Expertise (CoE), Shared Services, Executive Business Partners and stakeholders
• Provide advice within P&C on position structuring, terms and conditions and Award classifications
• Provide input to Employment Relations policy owners to continually improve policies and processes
• Collaborate with HR Operations and MECA to establish and enhance HR policies and procedures, ensuring compliance with legal regulations for the organization.
• Provide guidance and advise to leaders on Employee Relations matter, conflict resolution and manage complex ER cases
• Collaborate with Rewards CoE on annual compensation review, pay strategy and employee benefits, and health benefits.
• Provide direction to Advisors and other members of the People & Culture team on areas of expertise
• Manage complex and/or escalated requests from employees or managers, which require advice outside of our current policy and processes
• Build emerging and new people managers capabilities, at every opportunity, with intent to help them progress to independently capable and confident to fully lead and manage their team
• Provide support and specialist advice to HR transformation project (WorkDay) and act as an SME for Malaysia

• Manage end to end recruitment activities in MY, including reference checking and the offer process
• Work closely with the business to understand their talent requirements, business models, and develop talent pipelines to source best in class candidates
• Provide necessary advise and support to team members on all HR function
• In collaboration with the MY P&C Managers and Head of Global Talent Acquisition, understand and leverage Cochlear’s 'key roles' and succession plan strategies
• Recommend to hiring managers relevant resources, techniques and selection criteria for interviewing, assessing, and evaluating applicants for suitability; facilitate the hiring team de-brief meetings; provide consultative advice on selection and evaluation ensuring consistent application of the selection criteria is complete and in line with local legislation
• Provide appropriate feedback throughout the interview and selection process to advise and influence hiring managers, ensuring an overall effective hire
• Develop and maintain effective partnerships internally with hiring managers, MY People & Culture team, Corporate Talent Acquisition team, Compensation Specialists, and other members of the Global People & Culture team
• Maintain recruitment administration in MY, including ensuring recruitment activity is recorded in an accurate and timely manner within the applicant tracking system
• Coordinate fortnightly recruitment reports (in collaboration with the broader global team)
• Ensure job files are complete (in accordance with internal policies and local legislation)
• Build and manage a best in class new hire onboarding program for MY
• Identify and build relationships with key retained and contingency search firms, as well as relevant professional industry groups and associations
• Working with procurement in identifying and hiring suitable contingency search firm to support business resourcing
• Analyse current and future market trends, with an understanding of (the company) and the medical devices industry, in order to develop effective talent acquisition strategies
• Attract, develop and retain the best team to deliver Cochlear’s current and future business objectives, for example, by ensuring clarity of expectations for individuals and team, providing performance feedback and coaching for growth and success to build individual and team capability
• Work closely with the stakeholders to provide necessary support to business from HR perspective to ensure company objectives are met
• This includes: Identifying key talents, provide support in talent management, succession planning and retention
• Organization development – ensure leaders have required skills to manage not only operationally but also people oriented
• Training and development – inclusive of technical and non-technical training i.e
• Team building, training programs, leadership training
• People Development: (i) created effective and measurable performance management metrics with KPIs for manufacturing direct employees to measure performance
• (ii) created and implemented mentor program to create career path and cross training to support the growth and to manage Supply Chain demands
• (iii) internship program to support maternity coverage

• Manage end to end recruitment activities in MY, including reference checking and the offer process
• Work closely with the business to understand their talent requirements, business models, and develop talent pipelines to source best in class candidates
• Provide necessary advise and support to team members on all HR function
• In collaboration with the MY P&C Managers and Head of Global Talent Acquisition, understand and leverage Cochlear’s 'key roles' and succession plan strategies
• Recommend to hiring managers relevant resources, techniques and selection criteria for interviewing, assessing, and evaluating applicants for suitability; facilitate the hiring team de-brief meetings; provide consultative advice on selection and evaluation ensuring consistent application of the selection criteria is complete and in line with local legislation
• Provide appropriate feedback throughout the interview and selection process to advise and influence hiring managers, ensuring an overall effective hire
• Develop and maintain effective partnerships internally with hiring managers, MY People & Culture team, Corporate Talent Acquisition team, Compensation Specialists, and other members of the Global People & Culture team
• Maintain recruitment administration in MY, including ensuring recruitment activity is recorded in an accurate and timely manner within the applicant tracking system
• Coordinate fortnightly recruitment reports (in collaboration with the broader global team)
• Ensure job files are complete (in accordance with internal policies and local legislation)
• Build and manage a best in class new hire onboarding program for MY
• Identify and build relationships with key retained and contingency search firms, as well as relevant professional industry groups and associations
• Working with procurement in identifying and hiring suitable contingency search firm to support business resourcing
• Analyse current and future market trends, with an understanding of (the company) and the medical devices industry, in order to develop effective talent acquisition strategies
• Attract, develop and retain the best team to deliver Cochlear’s current and future business objectives, for example, by ensuring clarity of expectations for individuals and team, providing performance feedback and coaching for growth and success to build individual and team capability
• Work closely with the stakeholders to provide necessary support to business from HR perspective to ensure company objectives are met
• This includes: Identifying key talents, provide support in talent management, succession planning and retention
• Organization development – ensure leaders have required skills to manage not only operationally but also people oriented
• Training and development – inclusive of technical and non-technical training i.e
• Team building, training programs, leadership training
• People Development: (i) created effective and measurable performance management metrics with KPIs for manufacturing direct employees to measure performance
• (ii) created and implemented mentor program to create career path and cross training to support the growth and to manage Supply Chain demands
• (iii) internship program to support maternity coverage

• Successfully managed recruitment as Global Recruitment Partner for 4 regions (across 12 countries)
• Successfully filled 12 positions for senior technical consultants across my global portfolio
• Streamlined the recruitment process for Middle East region to simplify the screening report which shortened the recruitment turnaround time
• Partnered with 9 recruitment agencies across 12 countries to meet the recruitment targets
• Guided and shared best practices with APAC Sourcing team
• To be the point of contact for Global head, Regional Heads and all hiring managers for Orange Cloud Business globally (APAC, Europe, ME and US)
• Understand the business needs and the requirements and work with local HRs, sourcing team and recruitment agencies to turn it into successful hiring
• Screening of all profiles coming thru from all sourcing channels i.e
• Internal sourcing team, referral and agency to ensure quality of CVs sent to hiring managers
• Educating hiring managers on market trends and team complementary skills and building relationships
• Indirectly managing the global sourcing team - Bring in market Intelligence and new ways of working for the sourcing team to learn and enhance support for the business functions
• Modify job description to match the key requirements of the roles and to attract candidates
• Managed the selection process with the hiring manager from shortlisting to final selection
• Responsible for preparing management biweekly report for stakeholders meetings

• Created and implemented recruitment process, policies, procedures and documents as part of the company startup SOP
• Created induction slides as part of the onboarding process for new hires
• Achieved recruitment target by hiring 30 short term contract staff within a month for a major project
• Slashed subcontractor payroll and benefits administration by 15.5% by negotiating pricing and fees, while ensuring the continuation and enhancements of services
• Responsible for HR fundamentals in business group including supporting and coaching managers on HR related issues
• Participate and implement initiative and improvement activities for HR development
• Provides varied levels of operational, consulting, service delivery, coordination, and administrative support on a variety Human Resources (HR) projects and initiative such as: Employee reassignment, Employee Value Proposition, Training & Development, Personal Record Management, Employee Relations, Global Mobility, Conversion (Contractor to Permanent Employee)
• Work closely with the stakeholders to provide necessary support to business from HR perspective to ensure company objectives are met
• This includes: Identifying key talents, provide support in talent management, succession planning and retention
• Organization development – ensure leaders have required skills to manage not only operationally but also people oriented
• Training and development – inclusive of technical and non-technical training i.e
• Team building, training programs, leadership training
• Orchestrated end to end recruitment for Malaysia (nationwide) and Singapore
• Created and managed employee referral program
• Vendor Management – Review recruitment service contract, negotiate on clauses and rates and ensure all documents filed for reference and audit purposes
• Planned, organized and participate in career fairs and campus hiring
• Prepare monthly headcount, payroll and hiring status report for Senior Management and to be sent to HQ (Japan); ensure data accuracy in HRMS system

• Achieved Recruitment targets in CSC within the time frame given
• Hired total of 693 candidates as of Dec 2012 as part of a major migration project
• Optimized recruitment process for subcontractor hiring resulting in fulfilling pending positions (35 positions) within a month of taking up the role
• Created recruitment tracker to keep record of candidate for HR and operations reporting as well as a tracker for source of hiring for cost control purposes
• This has controlled the dispute between recruitment agencies and increased direct sourcing
• International recruitment - Orchestrated 2 recruitment drives in Philippines
• Hired more than 400 candidates in batches
• Lead and manage end to end recruitment for ESM Business (more than 1000 employees)
• Managed 3 major vendors on subcontractor hiring and employee management
• Partner with HRBP and vendors to ensure standard benefit summary is given to all subcontractors
• Manage end to end employee referral program which includes checking the status of candidate referred after joining and ensures payment is released on time
• Conduct leadership assessment (behavioural based questions on the core competency of the position) for mid to manager level positions
• Manage end to end conversion process (Subcontractor to Permanent) – document collection, document verification and background verification

• Achieved HSBC Contact Centre recruitment targets within 2 weeks of taking up the role
• Approximately 25 headcount per week
• Managed end to end recruitment process for contact center including screening, arranging interview, collect relevant documents, performing background check, offering and onboarding