d. Ensure G100 readiness through exposure to strategic projects and on the job assignments, individual coaching and classroom training.

e. Identify impactful roles and responsibilities during rotation and for final placement by working with senior leaders, mentors, HR Heads and HR Business partners and based on aspirations of the candidates

2. Global 100 Program Redesign

a. Redesign Global 100 program based on experience of earlier batches, feedback from leaders and considering cost aspects

b. Relook at the program effectiveness through survey & feedback. Publish reports and recommendations

c. Plan and lead Global 100 India Internship program

3. Global 100 Program Operations

a. Participate in Global 100 hiring and full time role identification by visiting campuses and being a panelist in the hiring interviews

b. Plan and execute 2 month long Global 100 internship

c. Mentor and coach candidates on a regular basis

d. Plan and execute Induction of Interns and full time batch with high focus on experience and including reflections, offsite, case based sessions by HR, finance, legal etc.

e. Plan and Execute LD weeks for the whole program

f. Ensure organization wide exposure for G100 candidates by executing the rotation program by planning stints based on live business problems across Delivery, Sales, DIDI and L&D/Finance/HR/Legal

g. Manage exceptions in policy wherever necessary by engaging actively with stakeholders

h. Ensure cost optimization by managing program execution within the quarterly budget allocated

Deliver
No. Performance Parameter Measure 1. Leading Global 100 - all four batches • 100% timely identification of rotations and mentors
• 100% timely identification of roles
• Max 5% escalation expected
• Timely change of role for earlier batches if needed
• Aim at 80% retention. 2. Global 100 program redesign• Redesign program based on effectiveness
. Consider relooking at the plan for individuals based on preferences and business need
• Redesign rotation deliverables • Reduce cost by 10% 3. Global 100 operations• Limit escalations to 5% 4. Manage Global 100 stakeholders• Limit escalations to 5%
• Capture and analyze feedback from Global 100 candidates after each rotation
• Complete 100% appraisal discussion before deadline

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