Gloria D'cruz

  Managing full-cycle payroll, HR operations, and employee lifecycle programs.
  Supporting employee and labour relations, leave management, and return-to-work planning.
  Leading the annual Personal Score Card performance management program.
  Designing and facilitating onboarding, learning, and development initiatives.
  Driving recruitment and talent acquisition activities across the orga

 Delivered centralized HR services across the employee lifecycle, and advised the business, provided support for employee life cycle activities including employment, benefits, HR programs, pension, benefits, pay, disability and leaves.
 Provided guidance as the Subject Matter Expert for Retirements & Death programs, including testing and communication for the retiree portal.
 Designed and manag

 Partnered with business leaders to define workforce needs, develop talent strategies, and support recruitment and onboarding.
 Designed and managed end-to-end recruitment including templates, workflows, backchecks, compensation recommendations and on-boarding.
 Provided consultative support on performance management, compensation, and employee relations.
 Actively contributed to DEI initiativ

 Delivered centralized HR services across the employee lifecycle, and advised the business, provided support for employee life cycle activities including employment, benefits, HR programs, pension, benefits, pay, disability and leaves.
 Developed and launched an efficient version of the Employee Service and Excellence Awards Program ensuring recognition of outstanding performance and fostering a

Maintained data integrity through audit activities, quality reviews, record corrections, and reporting support across multiple business units. Supported HRIS and learning administration processes, ensuring accurate employee records, role changes, onboarding data, and compliance-related transactions within established governance standards. Developed HR SharePoint portals and utilized Power BI, Shar

Worked as HR Support at ATCO Group.

Worked as Relocation at Career Break.

 Designed performance management and training initiatives aligned with ISO 9001 standards.

 Supported HR operations and compliance, including policy harmonization and audit readiness.
 Facilitated continuous improvement initiatives aligned with Lean principles. Drove alignment of HR goals with business strategy through a unified three-year roadmap.
 Led the Employee Engagement Survey for 28,000 employees across 13 countries and the development of effective action plans in partnershi

Led Operational Excellence & Continuous Improvement for the HR stream focusing on root cause analysis, documenting standards and processes, and cascading of organizational goals.

 Designed and implemented LMS across multiple countries, achieving 100% adoption including testing, running participation reports and hyper care.
 Published leadership newsletters and supported coaching culture initiatives.
 Implemented training effectiveness using the Kirkpatrick learning model by incorporating key insights, measuring reaction, learning and behaviour leading to streamlined and

 Redesigned and deployed soft skill trainings based on gaps in the competency matrix with ownership of budgets and subject material.
 Organized training sessions across the market in coordination with local HR.
 Coordinated nominations with Department/Country Heads and HQ (Switzerland) as a point of contact for global training curriculum.
 Provided expertise as Subject Matter Expert on Employe

 Managed budget and data analysis for market-wide people initiatives.
 Coordinated SHL tests and panel interviews for Development Boards (promotions).

 Evaluated and continuously enhanced the training material based on successful practices, field observations, and training feedback.
 Led the successful organization of Sales Training for the Zone (Africa, Oceania, and Asia).

Issued May 2025

Issued Oct 2025

Masters in Human Resource Management

Issued May 2025

Issued Jan 2023

Issued Sep 2021