Rashmi Taksande

Enabling Business Growth through People, Process & Purpose.
Seasoned HR professional with 15+ years of experience driving end-to-end talent strategies. Specialize in aligning people practices with business goals to unlock performance, reduce attrition, and build high-impact cultures. Recognized among India’s Top 5 Inspiring Women Leaders by WomenWorldIndia.

What drives the Work?
• Strategic HR & People Management
• Global Talent Acquisition & Leadership Hiring
• Performance Management (OKRs, KPIs, 9-Box, 360°)
• Succession Planning & Critical Talent Programs
• Employee Engagement & Culture Transformation
• C&B Strategy, Payroll & HR Operations
• Learning, Leadership Development & Skills Gap Analysis

Where the Impact shows?
Led the design of a Critical Talent Program (CTP) that integrated succession planning, career growth, and leadership readiness—resulting in a 15% drop in attrition and stronger internal mobility. Implemented Just-in-Time recruitment to reduce SLA from 60/90 days, meeting urgent business needs and reduced billing loss to 13%.

Experience that spans industries and borders?
Proven success in diverse sectors—tech, fintech, design—across India, US, Japan, Singapore, Australia & more. Known for scaling teams, optimizing HR functions, and partnering with CXOs to deliver agile, people-first solutions.

The leadership belief:
Driven by the belief that people strategy is business strategy. Builds cultures where performance thrives through trust, clarity, and continuous development.

❖ Managed multi location, multi-cultural and multifunction teams Globally (India, Indonesia, US, Japan, Australia, New Zealand, Singapore & Philippines). Managed end to end HR function including Talent Acquisition & Talent Management verticals.

❖ Implemented Talent Strategy, Developing Talent Capabilities, including performance management, the 9-Box Competency Model, and 360-Degree Feedback, Talent Diamond. Designed and implemented Critical Talent Program (CTP) for succession planning, career development, and career pathways resulting into attrition reduction by 15%.

❖ Developed & implemented KPI based performance management system with assessments, feedback sessions and training programs. This was linked to the new performance bonus pay-out schemes there by driving higher performance.

❖ Improved employee satisfaction through higher percolation, Floor walks, town halls and BU skip level meetings, meetings with leadership and Employee satisfaction survey. Pioneered employee engagement initiatives through cultural & sports events.

❖ HR Ops Vis Design of Compensation and benefits, market surveys in C&B and salary benchmarking (Radford & Mercer comp benchmarking), administration of payroll, Insurance, employee benefits, employee Helpdesk and tickets. Formulation of employee policies, manuals, Code of conduct, etc

❖ Streamlined TA & led RMG to increase utilization from 65% to above 80%. Introduced JIT recruitment to reduce SLA from 60/90 days to meet all urgent business requirements. Developed and implemented a robust and effective recruiting program, pre- employment/post- offer background searches that helped to assure fit between candidates and jobs.

❖ Leadership Hiring – CEO, CTO, VP, Directors of various functions. Introduced use of psychometric tools as an aid to improve quality of candidates hiring at mid to senior levels. Worked with executive search agencies for the purpose.

❖ Introduced various Recruitment & Hiring tools, platforms & hiring methods to control Billing loss due to resourcing. Billing loss was reduced to 13%.

❖ Training and development vis understanding needs of various functions, designing training programs for junior, mid -level and senior employees. Introduced Skills gap analysis, Cross functional training programs, Knowledge sharing

❖ Leadership Development programs- Skill building, technical skills, upgrading skills of managers andabove to enable them to perform new role post promotions. Designed competency-based framework and succession planning for Senior manager & above and achieved significant internal job rotation.

❖ Designed effective rewards & recognition programs.

PGDM - Human Resources