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A TECHNOLOGY INNOVATION AND TALENT PARTNER
With talent curation via Talent Migration Capability Augmentation
TIME TO VALUE
TALENT JOURNEY
Talent Assessment Matrix
Talent Mobilization
Wellbeing, Learning, Integration
Optimization and Calibration
Governance Experience*
INCUBATION
INVESTMENTS
Belonging Initiatives
Joint investments in Training Programs
Knowledge Intake investments
Upskilling and Reskilling
Key Team Retention
SUCCESS MODEL
VALUE ECOSYSTEM
Dedicated Success Team
AI accelerators and Support tools
SME consulting on team skill mapping.
Industry sense
Success Management and governance.
TALENT INITIATIVE SUCCESS MODEL
DELIVERY & TECHNOLOGY
GLOBAL & LOCAL
Initiative Alignment
Capability Upskilling
Technology Advisory
Subject Matter Expertise
TALENT MANAGEMENT
GLOBAL & LOCAL
Fulfillment Rate
Speed to Hire
Talent Mapping
Global - Bench Management
OPERATIONS & FINANCE
GLOBAL
MAGNIT Compliance
Legal and Compliance
Assets and Security
Financial Responsibility
SUCCESS MANAGEMENT
PARTNERSHIP
Single Point of Contact
Engagement and Success Alignment
Monthly and Quarterly Executive Briefing
Stakeholders Alignment
NORDSTROM SUCCESS TEAM
Interview Leads
Engineering +
Program
Recruitment
Lead
IT Operations
Lead
REHMAN QAMAR
Technology
ZAMAN JATOI
Business Operations
Ari Pereira
Nordstrom Success Lead
Primary Contact
Chris Dieringer
Head of Business Growth
Strategic Initiatives
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Chirag Parikh
Head of Technology
Talha Rana
Head of Operations
Ali Zaman
GM North America
Compliance
and Legal
Finance Team
SIRENA CRAWFORD
Talent Operations
Dedicated
Escalation
Sponsor
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Asad Jamil
Head of Finance
TALENT JOURNEY
GOVERNANCE OF JOURNEY
READINESS
OPERATIONS
TALENT
FINANCE
GOVERNANCE
BY 2 MONTHS
BY 4 MONTHS
50 Resources
100+ Resources
30 Resources
100+ Resources
30 Resources
100+ Resources
10 Resources
40+ Resources
20 Resources
50+ Resources
15 Resources
20+ Resources
GOVERNANCE OF JOURNEY
NORDY NAV
AI EXPERIENCE
-
Realtime Mapping by Capability or Countries.
-
Conversational Discovery
-
Training Programs Visibility
-
Governance Dashboard
MANAGEMENT
REPORTING
-
Management reports on a Monthly basis
-
Quarterly Business Steering
-
Success Management
-
Escalation Framework
TEAM SATISFACTION
ENPS > 40
ONBOARDING
TIME > 2 WEEKS
BUSINESS ALIGNMENT
OKR SCORES > 90%
TALENT
RETENTION
RATE > 90%
SATISFACTION
SCORE
CSAT > 90%
CAPABILITY MEASURE
INDEX > 90%
WELLNESS OBJECTIVES
INDEX > 90%
INFASTRUCTURE & SYSTEMS
US:
CR:
IN:
PL:
UK:
CO:
JOURNEY STATUS CHECK
MAGNIT ONBOARDING
ALL SYSTEMS GO
MAGNIT workflows
Training and onboarding
Success Team Spin off
INITIATIVES ALIGNMENT
CONVERGING
Alignment with Initiative owners
Program and collaboration design
Success definition
TALENT ASSESSMENT
MATRIX
Critical Programs & Initiatives
Replicability and Migration
Timelines Mapping
Locations Mapping
Talent counts
OPERATIONALIZE
WORKFLOWS
Trigger workflows
Align with MAGNIT
Set up Locations and Migrations plans
TALENT ASSESSMENT MATRIX
Criticality of Talent/Replaceability | Not replaceable | Replace in 3-6 months | Immediate |
|---|---|---|---|
Low | Knowledge workers or location specific roles due to institutional knowledge. Hence difficult to replace. | Junior level resources currently working on a project but can be replaced with some effort. | Mostly administrative or operational staff or junior developers can be replaced easily. |
High | Highly critical resources and difficult to replace. Mostly Senior Architects or niche skill set resources. | Highly critical resources but can be replaceable with some efforts. Mostly through a strong KT process. | Experience resources but easily replaceable though active sourcing and warm talent pipelines |
Medium | Medium criticality but difficult to replace due to their specialized skills. | Medium criticality and slightly difficult to replace as they bring valuable experience but can be replaced with KT and proactive talent profiling. | Mostly mid level resources but can easily be replaceable due to the availability of skill set or talent. |
