Ashmigandhi Vivekanandan

• Manage and monitor National Development Programs to support the Emiratization strategy, including talent tracking, rotational assignments, assessments, and stakeholder engagement.
• Design, implement, and oversee Continuous Development Plans (CDPs) to close skill gaps and enable structured employee growth.
• Facilitate mentoring and coaching programs to encourage knowledge transfer, inter-divisional collaboration, and career progression.
• Support the implementation and embedding of behavioural and technical competency frameworks across performance management, learning, and recruitment.
• Drive the design and rollout of career pathing and mobility frameworks, partnering with divisions to promote internal growth and future readiness.
• Lead components of the succession planning process, including talent review facilitation, identification of critical roles, successor mapping, and development tracking.

Talent Acquisition & Workforce Integration

• Analyzed workforce needs to align hiring strategies with business growth and Emiratization goals.
• Led end-to-end hiring processes, balancing cost efficiency with candidate quality.
• Conducted periodic audits to ensure adherence to industry best practices.
• Developed and implemented recruitment governance models and overseas hiring compliance frameworks
• Streamlined vendor management, interview calibration, and stakeholder communication processes
• Managed onboarding workflows, IT/Admin coordination, and offer/contract management
• Partnered with business leaders to forecast headcount needs and execute strategic hiring for niche technical and leadership roles

Organizational Design

• Led enterprise-wide transformation to enhance workforce efficiency, scalability, and strategic alignment.
• Designed workforce models integrating job leveling, functional analysis, and position management.
• Developed workforce frameworks with competency models and job architectures for agility.
• Conducted diagnostics and benchmarking to assess business needs, identify skill gaps, and propose restructuring.
• Spearheaded capability assessments, competency mapping, and job analysis for workforce planning and succession.
• Optimized span-of-control and hierarchy models to balance reporting structures and resource allocation.
• Utilized HR analytics and workforce modelling to forecast business needs and enable data-driven decisions.
• Established scorecards to monitor KPIs, workforce productivity, adaptability, and efficiency.
• Partnered with Finance to align organizational design with cost optimization and budget efficiency.
• Streamlined cost center allocations, approvals, and workflows to enhance governance and compliance.

HR Systems

• Spearheaded end-to-end Oracle Fusion implementation, ensuring seamless integration with HR processes.
• Designed and executed HRMS automation initiatives, improving workflow efficiency and reducing manual processes.
• Developed HR data governance models, enabling enhanced workforce analytics and reporting accuracy.
• Led HR technology advancements, integrating systems with payroll, performance, and talent management modules.
• Drove the adoption of digital workforce solutions for improved employee experience.

Performance Management

• Designed and led the full performance cycle, ensuring alignment with corporate KPIs.
• Implement data-driven performance frameworks aligned with strategic business goals.
• Develop workforce planning tools to forecast talent needs and address competency gaps.
• Developed and implemented a comprehensive performance management strategy, integrating goal-setting, continuous feedback, and real-time analytics for improved workforce productivity.
• Designed automated performance tracking dashboards, providing actionable insights for leadership and employees to monitor growth and development.
• Applied predictive performance analytics, enabling proactive interventions for skill development and career progression.
• Led structured performance calibration sessions, ensuring fairness, transparency, and alignment with corporate objectives.
• Introduced multi-source feedback models, fostering a culture of accountability, leadership growth, and continuous improvement.

• Managed global talent acquisition strategies to streamline recruitment operations across APAC and UAE, specializing in senior-level placements.

Conducted talent mapping and recruitment analysis within the aviation industry.

• Led talent-sourcing projects across APAC and UAE, specializing in senior-level placements.

• Managed HR analytics, workforce planning, and technology-driven HR solutions.