Swati Yadav

Scope: Worldwide (Except US)

• HR vision, strategy and roadmap across regions and HQ
• Global responsibility for Talent Acquisition, People Partnering and People Operations (except US)
• Implementation and improvement of structures, processes and framework within HR, utilising data insights and future trends
• Close collaboration with COEs and business to set HR priorities
• Senior Leadership Coaching

Scope: Europe and Latin America

• C-Suite Development
• Leadership Hub, development, Coaching, and Programs
• Change Management & Communication for Org Development projects
• Performance Management – End to end implementation and first iteration
• Diversity & Inclusion (cross-functional team member, member of communities like

Women in Tech, LGBTQ+)

• Feedback & Culture – Feedback trainings and workshops for leaders, 360 debriefing, demographic analysis and engagement initiatives based on data and business insights
• Overall People function strategy and roadmap (with other People leads
• Managerial responsibilities – Stand-ups, 1:1s, Performance appraisal and team development, Recognition and Feedback, Quarterly OKRs, HC & budget planning, Team Roadmap, Feedback and Retrospective Workshops, Knowledge Management etc.

Scope: Europe and Latin America

• Leadership Development – Leadership architecture conceptualization and launch, end- to-end Program responsibilities interfacing external vendors and internal stakeholders
• Feedback Landscape - Employee Engagement Survey implementation, 360-degree pilot, conceptualization of feedback workshops, conduction of regular trainings on feedback and handling difficult conversations
• Organizational Development – Integrations (4 companies into Free Now), Company level Restructuring, Change, Communication and Culture, Design and implementation of Company’s Operating Principles
• Learning – Learning Hub, Peer Coaching, Career Path pilot for Tech & Product
• Business workshops – High performing team and engagement workshops for B2B, Tech and Product teams

Scope: Worldwide

• Leadership Development - Deployment of Leadership Programs in worldwide BU

locations (Germany, China, US, Malaysia, Thailand)

• Feedback Landscape - BU responsible for Global employee survey for white- and blue- collar employees, Team development workshops, 360-degree feedback conduction and debriefing
• Employer Branding - Project lead to establish and enhance the brand identity, Business Fairs & Events, Exchange with Universities
• Retention - Created Retention Toolbox in close collaboration with Business Partners to be deployed in worldwide BU locations

Scope: Worldwide

• Leadership Development Architecture – Central Leadership Trainer for the leadership programs targeted for potential and new leaders worldwide.
  Point of contact for end-to-end external Leadership Development Programs for global Executives.
• Feedback Landscape – Divisional responsible for Global employee survey and developing team development tool with external vendors
• Leadership Diagnostics – Member of cross-divisional team for implementing and improvising Diagnostic tools like Assessment & Development Centers, Hogan Personality test etc.
• Mentoring – Developed Mentoring toolbox on Divisional level, coordinated for Cross- divisional level toolbox and supported special Executive Mentoring Program
• Coaching & Business School Programs – Pool of international coaches and Business School Programs to enhance leadership at Executive and Senior Executive levels

Scope: Country-wide

• Induction & Orientation, Talent Management, Leadership Development Programs, Mentoring and Employee Engagement initiatives, Employee Engagement Survey, company-wide Values workshop - Launched and successfully implemented in close collaboration with the Central and Business Unit HR team
• Retention Management – Cross divisional project to define the retention strategy
• Ramp up Radical Project - Coordinated technical overseas trainings for the blue- and white-collar employees in collaboration with the international plant locations
• Shop Floor Qualification - Introduced minimum standards for the shop floor qualification for blue collar employees with support from Central Manufacturing & Training Experts, shop floor leaders & local management team

Scope: Local

• Monthly Induction & Orientation sessions
• Training Coordination – In house and external
• Issuance of Appointment & Confirmation letters o Offboarding process

Scope: Local

• Sourcing & Recruitment - Recruitment for replacement and new positions; Bulk hiring, walk-interviews for blue collars including color blindness tests
• Induction & Orientation
• Training & Development - Training need identification & analysis, preparing yearly

Training plans, releasing monthly training calendars, coordination of the trainings,

feedback analysis and improvement measures.

• Performance Management – end to end process
• Customer & process audits - Plant customer & process audits for HR processes

Project Name: ‘Shift Scheduling-Commissioning the process’

• Identifying & resolving issues regarding new Attendance Recording System
• Application Awareness & Rating - Assessing the awareness through employees’ feedback on new Attendance Recording, training need assessment on accessibility, user-friendliness, accuracy & efficiency of the system
• Commissioning the process of Shift Planning through SAP in all the departments