Hi, I am interested in the opening with iQor. Kindly review my resume for a suitable fitment.

1. Ashish Rathi E-mail: ashuashi1979@gmail.com
Delhi NCR, India Mobile: +91 9818819816
Professional Abridgement
 10 Years experience in L&D Domain related to - Analyzing Business Requirement, Defining Solutions,
Strategies & Negotiations, Vendor Search & Identification, RFP & RFQ, Proposal Evaluation & Vendor
Management. Coordination Operations, Administrative & Logistic Support, MIS, L&D/HR Project
Coordination, TNA/TNI, Onboarding & New Hire Induction, and Employee Engagement.
 3 Years experience in Operations Domain, related to Outbound/Inbound: Sales, Collection, Troubleshooting
and Customer Service.
 Associated with Genpact Headstrong Capital Markets as an Assistant Manager (L2, DM Level) –L&D
 Experience in interacting with clients & customers. Key clients: Morgan Stanley, BOFA, CSC-
America/EMEA/APAC regions, British Telecom PLC-UK, SPRINT-USA and Target Corporation USA.
 A thorough professional with strong Communication, Planning, Relationship Management and Leadership
Skills.
Professional Experience
Organization:
Genpact Headstrong Capital Markets (Dec’14 – till date) Role: Assistant Manager (L2) – L&D
Headstrong established in1981 and a Global leader in consulting to the financial markets and deep industry
expertise in Wealth management, Derivatives, Prime services, Ref Data and others. Strong onsite and offshore
expertise and Emerging practice in Healthcare and Asset mgmt. Genpact Acquires Headstrong In 2011.
Key Responsibilities: Learning & Development
Across all level at Noida Location (Technical/Organizational/Domain/Process) –
 At Genpact – CMITS, liaising with the business to analyze and document business requirements, suggest
design solutions to the assigned project team as per the business requirement.
 Strategize and develop plans for training delivery and successful execution followed by closure of the need by
appropriate method of learning.
 Working with IT Vertical for effectively planning & management of the training programs.
 Managing and driving training & certifications across 4000+ employees of IT LOB.
 Vendor management and Negotiation.
 Relationship management with the key business stakeholders (HR, Finance and Business Leaders).
 Collaboration with Onshore training partners for the India training management.
 Aligning right SMEs/External partners for final execution.
 Measuring the effectiveness of the intervention, trainer and the entire program.
 Mapping to the ROI.
 Compliance Trainings: 100% compliance to Data Privacy, Information Security and Integrity.
 Leadership Programs: As a location SPOC for Global Leadership Development Program, responsible for
nominating Leadership Team for respective programs as per employee’s eligibility and succession plan.
 Behavioral Trainings Conducted & Managed: Business Communication, Customer Service Excellence and
Stress Management, Leadership Skills, Emotional Quotient, CRM, 7 Habits, Feedback/Coaching/Mentoring and
more.
 Technical Trainings Managed: Java, SQL, Dot net, Maven, Agile Scrum, Angular JS, HTML/CSS, SharePoint,
Mongo DB, Webservices, AS400, SYNON, ISTQB Certification and ITIL Certifications Foundation – Expert.
 Training Budgets: Forecast monthly budgets for the roll-out of the training and talent development
initiatives, negotiate costs and deliver the programs on the monthly calendar, within the budgeted costs.
 Managing eLearning: Effectively managing all eLearning platforms by aligning employees with the correct
course. E.g. iLearn, Howard Mentor Management, SkillSoft and etc.
 I have also created a repository by doing recording sessions with SMEs which includes Technical & Domain
learnings.
 Training MIS:
 Training Calendar: Preparation and release of training calendar.
 Training Dashboard: Ensuring training calendar presence on HRIS. Batch preparation, adhoc nomination
management, removal of last minute cancellation and updating final batch.
 Training Attendance & Feedback Report: As a post training activity, updating training attendance & feedback
for every batch.
 New Hire Induction Program: Managing end-to-end New Hire Induction Program.

2.  Management Support: Ensuring all the relevant data availability and presentation for WRMs/MRMs.
 Quarterly/Yearly Newsletter preparation and on time release.

3. Projects undertaken during Genpact:
Headstart Program
Overview: The term Headstart indicates presence at an advanced spot relative to the competition, or
simply towards the finish line or desired outcome. Akin to the definition, at Headstrong we crafted a
systematic process of training its fresher campus workforce to realize a preferred outcome through
efficient application of internal & external resources.
Role: To overall support the activity through provision of necessary mandates and services and ensures
achievement of desired objective. Responsible for planning, execution, closer of the activity and
accomplishing the stated objectives.
1. TOC: - Validate and sign off the course Curriculum for respective stream
2. Training: Validate trainer by interacting with the trainer periodically to ensure that training is being
imparted with a mix of theoretical as well as practical ex.
3. Assessment:
a. Validate and sign off the test module online for each area that the group needs to be tested on.
b. There will be periodic tests on completion of modules.
4. Regular Interaction: Nominate people with designation SC and above who would interact with the
Headstart batches thrice in a week for 1 hr. manager needs to educate the batch on what all qualities are
required to be adopted to transform from a student to professional.
Organization:
UnitedLex Corporation (Mar’11 – Oct’14) Role: Deputy Manager – L&D
UnitedLex is a legal outsourcing services provider, headquartered in Overland Park, Kansas, UnitedLex provides
legal services in the fields of litigation, electronic data discovery, document review, contract review and
management, intellectual property, immigration and law firm support.
Key Responsibilities:
Learning & Development: Across all level at UnitedLex (Attorney/Non-Attorney/Engineers) –
 Operations & Coordination: Working as a Learning Partner with business to assess performance gaps and
training needs, formulate program objectives, design training content, determine appropriate instructional
methods, and implement training interventions
 Constitute and build on the strategy framework for achieving the talent development objectives for the
organization, in order to maximize people effectiveness and create a visible impact on the bottom-line
 Forecast monthly budgets for the roll-out of the training and talent development initiatives, negotiate costs
and deliver the programs on the monthly calendar, within the budgeted costs
 Identify, mentor and develop internal training and talent development resources
 Create and develop a pool of functional SMEs / trainers for delivering process and functional training
 Identify, evaluate and manage external vendors and training consultants
 Deliver and manage the e-learning portal for the organization, evaluate and execute the e-learning content
strategy, with a prudence mix of indigenous content, customized external and ready off-the-shelf courses
 Coordination of the programs under Leadership Development, identify potential leaders, development
objectives and facilitators to deliver the training calendar
 Create the framework for the Executive Education Program for delivering a customized co-branded
certification program for middle and senior management in association with the top management institutions
 Managed Top Talent Program initiatives including Emerging Leaders Development Program, Employee
Satisfaction Survey and the Employee Engagement Wellness Initiative.
 New Hire Induction Program: Managing end-to-end new hire induction program.
 Employee Engagement Initiatives
 Implementing the “Buddy Program” to enable new recruits to settle in
 Consulting with line management across levels to identify potential / existing concerns and issues and
proactively find resolutions.
 Management Support: Ensuring all the relevant data availability for WRM/MRM.
Projects undertaken during UnitedLex:
Great Places to Work Survey
Overview: UnitedLex has partnered with Great Place to administer the Trust Index© (Great Place to
Work® Survey) to its employees & carry out a Culture Audit© evaluation in the organization. This is an
engagement service, in which Great Place carried out the diagnostic study (Trust Index© survey and
Culture Audit©) in the organization.
Role: Helped design an action agenda to leverage the strengths and bridge the gaps identified, through
recommendations and the action workshops.

4. 1. RFP/RFQ management
2. Vendor Evaluation and shortlisting & finalization
3. Meeting with Leadership team & Senior Management
4. Formation of Design Team and Logistics Team & Pilot testing
5. Administration of Employee Survey (@ UnitedLex)
6. Analysis and preparation of the Final Report
7. Manager Score-cards
8. Focus sessions to help in interpreting the results & findings of the Diagnostics
9. Action Planning Workshops with the Teams of UnitedLex
360 Leadership Survey
• Overview: Leadership Styles, Climate and Social & Emotional Awareness surveys launched for 30 global
leaders in partnership with the Hay Group.
Objective: This program is to upskill talent to keep pace with growth and stay ahead of the curve. These
initiatives build strong high performance organizations and enables us to build a strong leadership bench.
Benefits: Build on improvement areas from the GPTW Survey - Candid & Transparent Communication and
Management Reliability – Walk the Talk.
 Competency Framework
Overview: By developing a competency framework at UnitedLex we wanted to build an effective method
to assess, maintain, and monitor the knowledge, skills, and attributes of our workforce. The framework
will help to measure current competency levels which in turn will make sure UnitedLex’s workforce have
the expertise needed to add value to the business. It will also help our managers to make informed
decisions about talent recruitment, retention, and succession strategies. By identifying the specific
behaviors and skills needed for each role, it enable us to budget and plan for the learning and
development.
Objective: This will help get the right talent to do the right job. With the introduction of the competency
framework in UnitedLex it will help us become a Great Place to Work which is much more attractive…..and
a result with a happy workforce, our recruitment and retention difficulties would be eased considerably
and our performance would increase.
Role & Responsibility: Coordination between all the 3 teams – Operations consisting of Managers and
Interviewers, recruitment team, HR team and L&D team participated and brainstormed the framework
through role-plays and scenarios. The tools used were Competency Description Manual.
 Leader Teach
Overview: A development initiative that will enable all employees within UnitedLex to develop themselves
by developing others.
Objective: This platform is to encourage learning as an ongoing process within the organization and
creating more facilitators to touch a larger cross section of employees across the company. Volunteers can
register from the exhaustive list of programs in the attached table against their corresponding
Competency, Business, Behavioral (Soft skills) or Doman and select a particular area they would like to
train as an SME
Benefits: A development initiative that will enable all employees within UnitedLex to develop themselves
by developing others.
 Goal Setting Program
Objective: This program was designed as a stepping stone to building high quality goals and KRAs for all
roles and employees in the organization. The intent was to be able to help participants (India Leadership
and their direct reports) connect the dots and see how goals and deliverables are linked top downwards.
Role & Responsibility: 28 delegates and Leadership from Litigation Services, Intellectual Property, Contract
Solutions, Technology, Finance, Administration and Human Resource were covered for focus discussions.
By May 31, 2013, each business unit/function were targeted to finalize their respective Bubbles and
actionable pieces and further cerate key responsibility areas(KRA’s) and key performance indicators(KPI’s)
for all employees and unique roles in the organization. These KRAs will S- Specific, M- Measurable, A-
Achievable, R- Realistic and T-Timetable goals for all UnitedLex employees and in line with Engagement 1-
0-1: I know what is expected of me!
 Knowledge Forum
Overview: Learning is more important now than ever before. The growing skill gaps and the increased
need to compete in today’s economy require organizations to develop a knowledgeable and highly skilled
workforce. Knowledge Forum is the perfect opportunity for our organization to get involved and highlight
our commitment to learn Eco System of an LPO.
Objective: As part of the Global Integration, Knowledge Forum will help familiarize different offices with
one another. It is the platform where employees can interact globally to one another which can further
help them to put their points across in the brainstorming and highlight the important connection between
learning and achieving organizational results, at the same time it would also help in gaining insights of

5. domain knowledge which would help employees to become domain experts, and better industry
professionals too.

6. Organization:
HCL Technologies Ltd. (Feb’06 – Feb’11) Role: Executive – L&D
HCL is a 32 year old enterprise, with US $ 5 Billion revenue, 53,000 professionals operating out of 18 countries.
HCL BPO is a division of HCL Technologies Limited, a Global Technology and IT enterprise and is one of the early
players in Business Process Outsourcing in the world.
Key Responsibilities:
 Training Need Analysis - Designing effective training programs by determining whether there is a gap
between what is required for effective performance and present level of performance. Planning the budget of
the company, areas where training is required, and also highlights the occasions where training might not be
appropriate but requires alternate action.
 Training Need Identification: Identifying what educational courses or activities should be provided to
employees to improve their work productivity. Maintained a database of training needs identified from various
sources throughout the five sites in Noida.
 Content Development: Based on the proven methodology and is role-oriented to guarantee thorough
knowledge and competency development. Developed competency based content for trainings like- Effective
Customer Service, My Customer Behavior, Telephone Etiquettes, Leadership Skills, Mentoring, Coaching etc.
 Training Delivery: Delivered need based developmental trainings at the Team Member/Team
Leaders/Managers level.
 Training Plan: Identify a TNI based plan resulting in a monthly calendar spread across all levels at all sites in
Noida.
 Training Coordination: Includes nomination follow up, 100% training application usage, certificate delivery.
 New Hire Induction (Expectation Management): The induction is ones first interface with the
organization. Completing different formalities/Making everyone excited & motivated to follow company’s
policies & procedures.
 Vendor Development: Identified and evaluated vendors for apt training delivery & instructional design for
various employee levels in the organization. This also includes negotiations for appropriate pricing and
coordination for effective administration of the program.
 MIS: This includes regular report development & maintenance like training dashboards, training feedback &
attendance analysis, center wise participation, planned vs. actual reports, TNI Coverage etc.
 Audit Requirements: Maintaining reports on behalf of the corporate team to assist centers to meet the
PCMM audit requirements.
 Management Support: Deliverables included monthly review presentations.
 Training Effectiveness Measurement: Ensuring effectiveness measurement for all major behavioral and
functional programs within the organization and with the vendors
 Identifying Internal Faculty: Ensuring participation from senior management for various training programs.
Projects undertaken during HCL:
 IIM Calcutta - A Strategic Move to Control Attrition
Overview: HCL proposes a tie up with reputative institutions to run in-house certification programs for
employees.
Objective: To provide a platform to HCL employees to pursue higher education while continue to work with
us.
Role & Responsibility: Identifying reputative institutions and purposing them to develop customized
programs for HCL employees.
Highlights: Finalized IIMC for the program and also successfully negotiated a full day program (FOC) on
Managing During Economic Slowdown which was conducted by Prof. Ranjan Das, Program Director. 22
participants who are Manager/Sr. Manager/DGM/VP attended the program.
 Common Fast Tracker Development Program
Objective: Design & Benchmark a 6 months Common Fast Tracker Development Program.
Role & Responsibility: Develop a 6-month training plan for the Common FTs targeting all identified
development & Cross-functional needs
Highlights: Developed all developmental training content and identified apt training vendors/ internal
faculty for each functional/developmental module.

7. Organization:
vCustomer Services Pvt. Ltd. (Sep’03-Jan’06) Role: SME, Training.
vCustomer is a leading provider of customer care contact centre solutions and services. VCustomer provide
industry expertise in Communication, Travel, Retail & Consumer Technologies. Since 1999 vCustomer provides
high quality customer lifecycle solutions through state-of-the-art facilities in the United States, India, Philippines
and the United Kingdom.
Key Responsibilities:
 Transaction Monitoring for the process as per defined sample size.
 Participation in Calibration Sessions.
 Identify training needs of the associates and plan the deliverables.
 Drive improvement and give feedbacks to the associates. Adherence to Process/Business policies and
procedures.
Organization:
Domino’s Pizza India Pvt. Ltd. (Sep’01-’03) Role: CSR & Trainer, Operations.
Domino's Pizza is an international fast food pizza delivery corporation headquartered just outside Ann Arbor,
Michigan, United States. It was founded by Tom Monaghan. There are currently about 8,500 corporate and
franchised stores in 55 countries, including all 50 US states. It’s the second-largest pizza chain.
 Trained Team Members on Customer Service at newly opened stores across Northern India.
 Handling Customer complaints (achieved 100% customer satisfaction lead in Customer complaints)
 Interacting with Corporate Customers for bulk orders & offering them special corporate discounts.
 Customer call back (Offering Special Discounts)
 Lapse Customer - who has not ordered Domino's in a time phase of 30 days.
 Dead customer - Customer not registered in Domino's Directory.
 Computing daily sales, and planning to achieve the target.
 Monthly planning for Door Hanging schedule & News Paper Inserting (Marketing Strategy)
 Reaching to the Customers thru mail, Walk-in to customer's doorstep & direct calls for our product & receiving
the feedback.
 Planning for Team member training schedule, evaluating their performances for their promotion.
 Incentives plan for Team members to achieve the target set.
 P & L on daily basis
Trainings Attended :
• Train The Trainer : Level 2 Certification
• Project Management Workshop (35 PDUs)
• Coaching, Feedback & Mentoring Workshop
• Emotional Quotient Workshop
• GiftWork Workshop (GPTW)
• Giving Feedback (Ken Blanchard)
Educational Qualifications
• Bachelor in Commerce from Bhimrao Ambedkar University, Agra (1998-2001)
• Executive Education Program in “Strategic & General Management” from IIM Calcutta (2010-2011)
• Diploma in Training & Development from Indian Society for Training & Development (2014-2015)
Accolades/ Extra Curricular Activities
• Genpact Certificate of Recognition for Outstanding Performance in CMMI Level 3 assessment
• Genpact Best Support Award from Business in their Town Hall – 2015
• Genpact Silver Cheers Award by Sr. VP, HR for effectively managing Leadership Integration Program
2015
• UnitedLex Champion’s League Award – 2013 awarded on annual day
• Awarded Star of the Month/Achievers Award/Best Performance Award on numerous occasions in
operations & HR