(Reason for Leaving- 1 year contract ended)

In Visa, I worked as Project Manager- Learning & Development where I managed the Learning & Development intervention for CEMEA region (Central and Eastern Europe, Middle East and Africa).

Job Description:-
- Identify, prioritize, structure and lead #GetDigital project related to Visa Digital Solution Team by working closely with different Job Functions in Visa (across CEMEA sub-regions)

- Blended Learning strategy inspired from the 70-2-10 learning approach

- Partnered with HR & Business Teams (Global & Regional) to develop:
• Leadership Development Program; • Country Manager- Boot Camp; • On-boarding & Buddy program;
• HiPo Talent Development Strategy
- Led department & organizational specific training and performance support for eLearning development in Visa University on #GetDigital Learning and Leadership Development
- Communicate & coordinate with stake-holders of different Job Functions to understand the training need and bridge the gap with the help of internal and/or external resource

- Planning, Budgeting, Vendor Identification & Management, Business Review and adapting to the challenges & changes in demand & resources to keep pace with the business requirement

Key achievements:-
- Created Challenge-Competency Matrix to develop different levels of Leadership Development
- Led ongoing department training and performance support for eLearning development
- Initiated & led ‘Brown Bag sessions’ keeping in mind the training need of the organizations and coordinating with different job-functions- Product, Risk, Strategy, Innovation etc and their SMEs

(Reason for Leaving- Lay-off)

The Apparel Group is a global fashion and lifestyle brand conglomerate which is spread across GCC where I worked as Training Manager (GCC)

Job Description-
- Designed, developed, delivered, and evaluated high-quality, learner-focused, interactive training programs to drive performance and achieve business goals to train retail employees across GCC
- Designed and developed numerous eLearning courses, videos, simulations, and online content.
- Developing competency of Retail Store Manager and Area Manager (Retail Operation) to be better resource manager through training on Performance Coaching, Managing Resources in Retail Operations etc. Build Training Capability in them through TTT Deployment and leveraging Best Learning Practices.
- Part of the retail store staff recruitment team to screen/ shortlist candidates based on reviewing CV, Telephonic interview and to conduct first level of interview process to further assess & filter candidates on the basis of communication skill & behavior before handing them over to Hiring Manager & Recruiting Manager
- Part of the Induction process and Advisory team to evaluate, discuss and re-shape existing Induction process (including Buddy system)
- Developing 'Second in Command' & 'Product Specialist' in the store as part of learning and Talent Development plan
- Working closely with the Principal, Operation, Functional and HR heads to collate training requirements and implemented changes in policies, procedures and regulations.
- Managing a project to develop the sales performance of bottom-20% store sales associates
- Content Design and delivery of Professional Skills Training Portfolio and Leadership Training Programs
Key achievements:-
- Rolling out e-learning (Mobile Learning platform), as part of product training, across Apparel brands in GCC
- Identify, trained & deploy in-store Coach-Buddy across all the major stores in UAE and create a culture of feedback & continuous learning

(Reason for Leaving- Concept closed down)

SportsOne deals with soft line and hard lines range of over 100 international brands in GCC especially across KSA region where I worked as Assistant HR Manager- Training (GCC region)
Job Description:
- Study, understand, plan and execute a training process given the complexities of the business demands
- Led project to analyze on-boarding process and identify gaps and opportunities to standardize process across the Concept (including Buddy system)
- Increased manager engagement in employee development with education and tools to support the manager role in training reinforcement and application
- Monitored linkage between curriculum and improved learner job performance; coaches’ participants back on the job, ensuring learning translates to performance.
- Responsible for Sales and Customer Service training (Product- sports specific knowledge, related technology, soft skill and behavioral training etc.) for the entire Retail Store Team
- Develop the competency of the Store Managers through training on Performance Coaching, Managing Resources in Retail Operations etc. Build Training Capability in them through TTT Deployment and leveraging Best Learning Practices
- Ensure Training MIS/Reporting – Training Calendar, Training MIS, Training Score Cards
- Track the ‘Key Performance Indicator’ (KPI) of the store staffs and imparts KPI specific coaching to bridge the gap.
- Use of learning management software (LMS) for maintaining training calendar, enrollment, training MIS & pre –post training evaluations
Key achievements:-
- Initiate & spearhead training program for the Concept across GCC
- Identify, trained & deploy in-store Coach-Buddy across all the major stores in UAE and create a culture of feedback & continuous learning

(Reason for Leaving- Overseas Job Opportunity)

I worked as a Training Specialist (Retail Division) for West & East region. My additional responsibility included managing al-India Mystery Shopping Program roll-out. Also, I managed a team of 6 MSF Retail Trainers for West & East region.

Job Description-
(A) Design Training strategy in alignment with brand’s requirement
- Monthly & Yearly presentation of training review & strategy in Consultation with Regional Manager, Training Head, and other key stakeholders.
- Track training materialization vis--vis the training planned.

(B) Assess Training needs, design and develop training modules as per guidelines mentioned in Training Process Guide
- Implement appropriate Training needs identification process and review for improvisation periodically
- Design and develop training modules in line with business requirement for the frontline
- Execute the annual retail-training plan.
- Evaluate effectiveness of Training imparted in the last quarter.
- Review store and staff KPI, attrition rate as a parameter of training effectiveness.

(C) Manage the performance of the MSF Trainers by monitoring training planning & implementation, review training reports, yearly review & action planning.
- Provide training materials to on MSF trainers and facilitate them.
- Ensure timely adherence of training plan, monthly mailers, reports & other MIS.
- To design and implement certification programs for the staff.
- To assist the team in developing seasonal training modules and to be rolled out through the MSF trainers.
- To design and conduct interim tests to judge the progress.
- Mentor/coach/train the MSF Trainers.

(D) Identify and work with institutions and agencies involved in training mystery audits
- Analyze and prepare monthly store audits with all stake-holders
- Negotiate and finalize the agreements with such agencies, sharing all India store list, coordinate for raising vendor PO and payment
Key achievements:-
- Identify, trained & deploy Trainers after for all Master Franchise across West & East region. It took few months of advocacy, discussion, negotiation with key stakeholders across the brand & franchise management

(Reason for Leaving- Career growth)

I worked as a Regional Trainer of the entire the Western & Eastern region of India for both adidas and Reebok brands.

Job Description-
- Responsible for Sales and Customer Service training (Product- sports specific knowledge, related technology, fashion & style, basics of Visual Merchandising, Process, Behavioral etc.) for the entire Retail Sales Team
- Successfully implemented SHINE Model in adidas-India which is an HR Manager’s & Retail Manager’s toolkit on how to recruit, enable, motivate, evaluate and develop retail talent
- Prepare & Execute Training Calendar ensuring trained manpower in field through various Induction & Refresher training program
- Introduce potential content to achieve Business goals and content development for customized programs.
- Skillfully conduct needs analysis with a goal of designing, developing, delivering, and evaluating business curriculums
- Effectively use the principles of project management methodology to execute large scale training initiatives
- Effectively combine instructional design methodology and adult learning principles to implement trainings that maximize employee development and job performance
- Analyze retail staff sales & service performance data and determine root cause issues to provide concrete data that will close skill and service gaps for our consumers
Key achievements:-
Initiated & rolled out few programs for one region which were later adopted across India. These were:-
- In-store trainers to create continuous learning culture;
- HiPo Talent Development to have a ready pipeline of Leadership role within retail store space;
- Retail employee engagement through yearly Sports activity;
- ‘Reach-out’ program wherein Tier 2, 3 & 4 retail staff training need are identified, customized modules created and training delivered in their own working environment with local support & resources;
- Regional Retail Training Newsletter- training highlights, success stories, reward & recognition etc.
- Tied-up with few NGOs which provide vocational training to underprivileged section youth to build their knowledge & skill to get employed in retail stores. This was a reach-out program as part of Corporate CSR
- SWOT analysis of store during store visit and share feedback with different retail teams- VM, Operation, Sales

(Reason for Leaving- Career growth)
(A Performance Enhancement Solutions for Global Corporate, which is a company of fortune 500 listed Reliance India Group)

I worked as a “National Training Coordinator” in CSR division.

Job description:
- Plan and Schedule: Develop, implement, review and manage long-term training calendar.
- Client: Interact with the client to ensure smooth pre & post training activities and process adherence.
- Trainer(s): Interact with the trainers to handover the training schedule and material beforehand.
- MIS: To prepare weekly, bi-monthly & monthly Productivity-Report of the Trainers .
- Coordinate with review mechanism to help identify any areas of improvement.
- Logistics: To take care of the logistic and training material required for training programs
- Vendor Management: For training resources

Key achievements:-
- Apart from training coordination, due to my academic qualification, I was part of the Business Development team to discuss training requirement with clients- UNDP, UNFPA etc and work closely with content development team & TTT roll outs.

(Reason for Leaving- Company shifted its base location)
I was working as an Assistant Manager-HR/Administration with added responsibility of customer support” in, a small strategic Information Technology Consulting and Software Development Company, at Lucknow.

Job Description:
- Managing the HR/Admin department of the organization.
- Customer support management.
- Recruitment of personnel, induction, training, leave administration of employees and General administration.
- Managing customer queries, back office management and client relationship.

In progress

1 year PG Diploma
Specialization- Human Resource Development

Specialization- Industrial Relation & Personnel Management

3 years degree