Minatie Behera

Strategic and results-driven HR professional with over 15 Years of progressive experience managing end-to-end People Operations within a fast-paced Global Capability Centre environment and industries like Semiconductor, Engineering, Health care, Telecom and partnering with business leadership to drive organizational success. Adept at designing and implementing innovative HR solutions, fostering a positive workplace culture, and aligning HR initiatives with business objectives. Demonstrates strong leadership, ethical standards, and a commitment to employee wellbeing and organizational excellence.

SR HR Business partner - Infinite Computer Solution (India)

(2023-06 - 2025-07)

• HR Lead for 6,500 employees and led a team of 11 members across India.
• Strategic advisor to Leaders on human capital planning and expansion strategy.
• Design and implement a "Best Place to Work."
• Develop and execute HR strategies that align with the company’s vision and growth objectives.
• Partner with the executive leadership team to drive organizational effectiveness and change management initiatives.
• Driving integration strategies, cultural alignment, talent retention, and organizational restructuring.
• Quickly identifies business needs; develops and presents solutions to senior leaders to help drive results in the organization.
• Collaborate with senior leadership to develop and implement HR strategies that support business objectives and drive organizational success.
• Works closely with management and team members to improve work relationships, build morale, and increase productivity and retention.
• Collaborate with COEs and internal partners such as Talent Acquisition, Total Rewards, HR
• Employee Lifecycle Management: Coordinate end-to-end onboarding, orientation, contract generation, status changes, and offboarding/exit processes.
• HRIS Administration: Maintain accurate employee records, organizational charts, and documentation within the Human Resource Information System
• Payroll & Benefits Support: Partner with the finance and payroll teams to ensure timely and accurate processing of salaries, leave tracking, attendance, and employee benefit programs
• Compliance & Audits: Ensure company policies and HR workflows adhere to local labor laws, statutory regulations, and data privacy standards.
• Employee Support: Act as the first point of contact for employees and managers regarding HR policies, leave queries, benefits, and general troubleshooting
• Reporting & Process Improvement: Generate recurring HR metrics (headcount, attrition, attendance) and assist in standardizing Standard Operating Procedures (SOPs) for better efficiency
• Act as a trusted advisor on leadership, team effectiveness, and decision-making.
• Oversee Talent Management, onboarding, performance management, succession planning, and leadership development initiatives.
• Lead annual and quarterly talent processes (e.g., talent reviews, succession planning, development actions).
• Support annual performance review and compensation planning cycles.
• Advise managers on performance improvement plans and employee development.
• Support leaders with performance management, differentiation, and capability uplift.
• Partner with Talent and Learning teams to deploy targeted development, reskilling, and future capability programmes.
• Lead Talent development, and retention efforts to build a high-performing workforce.
• Design and implement leadership development programs and succession planning.
• Compensation and Benefits:
• Oversee the design and implementation of competitive compensation and benefits programs.
• Ensure equity and compliance in rewards strategies.
• Employee Engagement and Employee Relations
• Foster a positive work environment, address employee concerns, and promote a culture of open communication and continuous improvement.
• Develop and implement initiatives to enhance employee engagement and retention.
• Act as a culture ambassador, promoting diversity, equity, and inclusion.
• Serve as a trusted advisor for employee relations issues, ensuring compliance with labour laws and company policies.
• Mediate conflicts and provide guidance on disciplinary actions.
• Assess the current organizational culture and identify gaps against desired values and behaviours.
• Design and implement culture change initiatives that foster employee engagement innovation, and inclusivity.
• Lead change management initiatives, organizational restructuring, and workforce planning to adapt to evolving business needs
• Design and implement OD interventions such as change management, team development, leadership development, and culture transformation initiatives.
• Facilitate workshops, training sessions, and coaching programs to promote organizational effectiveness.
• Support talent development initiatives and succession planning.
• Monitor and evaluate the impact of OD interventions and adjust strategies accordingly.
• Promote a positive organizational culture aligned with company values.
• Support organizational change initiatives, including restructuring and process improvements.
• Design and deliver leadership development programs to build high-performing leaders aligned with the company’s culture and strategy.
• Coach leaders to drive cultural alignment and champion change initiatives.
• Design and implement Leadership journey, curriculum, Identify and assign executive coaches
• Learning and Development
• Identify skill gaps and create tailored training programs in collaboration with business.
• Facilitate workshops and training sessions on topics such as and cultural alignment.
• Assess the current organizational culture through surveys, interviews, and data analysis.
• Develop a clear vision and strategy for cultural transformation aligned with business goals.
• Design and implement initiatives to promote desired cultural values and behaviors.
• Lead change management efforts to ensure smooth adoption across all levels.
• Collaborate with leadership to embed cultural change into policies, processes, and practices.
• Measure and track progress of cultural transformation initiatives.
• Communicate effectively to engage employees and build buy-in at all levels.
• Provide coaching and support to managers and teams during the transition.
• Collaborate with HR, Talent Acquisition, and other teams to ensure alignment of OD and culture strategies with broader organizational goals.
• Act as a trusted advisor to senior leaders on matters of culture, change, and organizational growth.
• Technology and Innovation:
• Leverage HR technology and analytics to drive decision-making and measure HR impact.
• Use data-driven insights to influence decision-making and measure HR effectiveness.

Human Resources Manager - Marquee Semiconductor

(2022-02 - 2023-06)

• Built HR departments from inception to maturity across multiple Units.
• Designed HR policies, SOPs, compensation frameworks and statutory compliance systems.
• Implemented analytics dashboards for CEO-level workforce decision making.
• Lead HR TAG and Business Partner functions, overseeing HRBPs across units.
• Led HR strategy, workforce planning and talent acquisition across dual business entities.
• Manage manpower planning and ensure timely onboarding of skilled staff.
• Reduced hiring turnaround time through digitization and sourcing strategy redesign.
• Strengthened HR audits, governance, compensation budgeting and compliance systems.
• Design employee policies and manage the end-to-end employee lifecycle.
• Promote high performance and collaboration within teams.
• Clarify roles and responsibilities to ensure team cohesion.
• Structure activities to balance workload and work/life harmony.
• Build strong relationships with leaders to deliver tailored people solutions.
• Lead onboarding for Treasury Products, ensuring compliance and client satisfaction.
• Foster a client-centric culture, managing expectations effectively.
• Apply risk management to identify and resolve potential issues.
• Collaborate to streamline onboarding processes, enhancing client experience.
• Drive team performance through coaching and continuous development.

Lead Human Resource Business partner - HCL Technologies

(2014-07 - 2022-02)

• HR Lead for 3,500 employees across India & Europe.
• Act as a trusted HR advisor to senior management and leadership teams, providing strategic guidance on HR policies, workforce planning, and organizational development.
• Develop and implement HR strategies that align with business goals, including talent acquisition, retention, and succession planning.
• Lead talent management initiatives such as performance management, leadership development, and employee engagement programs.
• Manage employee relations, ensuring a positive and compliant work environment; address complex employee grievances and disciplinary actions.
• Drive change management initiatives and support organizational restructuring, mergers, or cultural transformation efforts.
• Oversee HR metrics and analytics to monitor workforce trends, turnover, and engagement levels, providing actionable insights to leadership.
• Ensure compliance with local labour laws and corporate policies across all HR functions.
• Facilitate training and development programs to enhance employee skills and leadership capabilities.
• Collaborate with HR centers of excellence on global initiatives, including compensation, benefits, and diversity & inclusion.
• Lead HR project teams and coordinate cross-functional efforts to deliver HR solutions effectively.

Merger and Acquisition HR Specialist - HCL Technologies

(2010-07 - 2014-02)

• Lead HR integration planning, project management, and transition activities during acquisitions or outsourcing.
• Recommend HR tools for process efficiency; participate in executive decisions.
• Oversee talent acquisition, development, succession planning, retention, and compensation.
• Implement HR best practices in performance management, workforce planning, and Talent management.
• Support leadership reviews and strategic talent initiatives.
• Reported to Governing Body; led enterprise HR and operational transformation
• Manage onboarding, offboarding, transfers, and organizational restructuring with compliance.
• Guide employees and managers through change; analyse and improve transition processes.
• Develop policies for M&A employee transitions; conduct stakeholder and change impact assessments.
• Design communication and training plans; monitor change effectiveness and adjust strategies.
• Foster continuous improvement, employee engagement, and stakeholder buy-in.

Talent Acquisition HR - Six Sigma Soft Solution Pvt. Ltd.

(2007-04 - 2008-02)

• End to End Recruitment solutions right from sourcing to screening to shortlisting to interview follow up till the closures.
• Utilize various channels such as job portals, social media, professional networks, and campus drives to identify potential candidates.
• Develop and maintain a talent pool for current and future hiring needs. Prepare regular reports on recruitment metrics and progress.
• Promote the organization’s employer brand through social media and other channels.
• Participate in campus recruitment and job fairs.
• Maintain accurate records of applicants and recruitment activities.

MBA - Indian institute of Business Management (2008 - 2010)