Rupali's Portfolio

Meet Rupali Shirsekar, (formerly Rupali Lone)

I am a people professional with 9 years of experience dedicated to helping individuals, teams, and organizations grow through meaningful employee experiences, learning, and change.

My journey has allowed me to work across employee engagement, capability building, organizational development, and transformation initiatives, partnering with diverse stakeholders in global environments.

What excites me most is creating workplaces where people feel connected, empowered, and equipped to succeed while helping organizations achieve their goals through effective people practices.

What Drives My Work 👩‍💼

Over the past 9 years, I have built my career at the intersection of people, learning, transformation, and business excellence. My experience spans employee engagement, learning and development, change initiatives, process improvement, and global project delivery across diverse teams and functions.

I enjoy turning complex challenges into practical solutions; whether that means improving employee experiences, building organizational capability, streamlining processes, or supporting teams through change. My professional journey has given me the opportunity to collaborate with stakeholders across regions, lead cross-functional initiatives, and contribute to programs that create lasting business impact.

As a Certified Scrum Master, I bring a structured yet adaptable approach to managing projects, fostering collaboration, and driving continuous improvement. I believe successful transformation happens when people, processes, and business objectives are aligned, and that belief continues to guide the work I do.

I am passionate about creating meaningful experiences that help individuals, teams, and organizations perform at their best while delivering measurable and sustainable outcomes.

Project Spotlight:

1: Global 360° Leadership Development Program

Scope: 250+ Senior Leaders | 10+ Countries | Global Transformation Initiative

Challenge:
Build consistent leadership capabilities across a globally distributed leadership population during a period of organizational change.

My Role:
Program Lead responsible for needs analysis, stakeholder management, program design, vendor coordination, governance, reporting, and execution.

Solution:
Designed and implemented a structured leadership journey combining 360 assessments, individualized development plans, coaching resources, feedback discussions, and learning pathways.

Results:
✓ 4.6/5 participant satisfaction
✓ Global leadership capability framework established
✓ Increased focus on self-awareness, coaching, and stakeholder leadership
✓ Scalable model for future leadership development initiatives

2: Business Unit Spin-Off & Workforce Transition

Scope: 1,200 Employees | Enterprise Transformation | Change Enablement

Challenge:
Support the separation of a major business unit into a new entity while ensuring a seamless transition for 1,200 employees across new systems, processes, policies, and ways of working.

My Role:
Led the change enablement strategy, partnering with senior leaders, HR teams, and change sponsors to drive readiness, adoption, and employee engagement throughout the transition.

Approach:
• Conducted change impact analysis to identify high-risk groups and key transition challenges
• Used pulse surveys and readiness assessments to measure awareness, confidence, and leadership alignment
• Developed targeted communication plans and role-based messaging
• Equipped managers with change toolkits and resources to support their teams
• Implemented focused training interventions for impacted employee groups
• Tracked adoption through training completion, participation metrics, feedback trends, and transition milestones

Results:
✓ Successfully transitioned 1,140 of 1,200 employees within planned timelines
✓ Achieved 95% adoption of new systems, processes, and compliance requirements
✓ Reduced resistance indicators and employee escalations post go-live
✓ Enabled business continuity with minimal operational disruption during the transition
✓ Delivered a data-driven change framework that supported successful organizational separation

3: Learning Platform Optimization & Automation

Scope: Learning Management System Enhancement | Process Improvement Initiative

Challenge:
Manual course administration processes were creating inefficiencies, increasing administrative effort, and slowing learning program deployment across the organization.

My Role:
Served as Project Owner, leading the redesign of the learning platform structure and administration processes to improve scalability, efficiency, and user experience.

Approach:
• Restructured course architecture to improve navigation and learning accessibility
• Implemented bulk upload functionality to streamline content management
• Designed automated assignment rules to reduce manual administration
• Collaborated with stakeholders to ensure alignment with business and learner needs
• Oversaw implementation, testing, and rollout activities

Results:
✓ Reduced manual administrative effort by approximately 20%
✓ Improved efficiency of learning program deployment
✓ Increased platform scalability through automation
✓ Enhanced learner and administrator experience through simplified processes
✓ Established a more sustainable and efficient learning operations model

4: Employee Engagement & Organizational Development Initiative

Scope: Employee Experience | Culture & Engagement | Organization-Wide Program

Challenge:
Employee feedback highlighted opportunities to strengthen engagement, improve communication, and create a more connected employee experience across teams.

My Role:
Led the design and implementation of engagement and organizational development initiatives, partnering with HR, leaders, and employees to identify priorities and drive meaningful improvements.

Approach:
• Analyzed employee feedback, engagement survey results, and workforce insights
• Identified key focus areas and developed targeted action plans
• Facilitated stakeholder discussions to align engagement priorities
• Designed and executed employee engagement initiatives, communication campaigns, and development activities
• Supported leaders with tools and guidance to improve team engagement and employee experience
• Monitored participation, feedback trends, and program effectiveness

Results:
✓ Increased employee participation and engagement in organizational initiatives
✓ Strengthened collaboration between leaders, HR, and employees
✓ Improved visibility and action on employee feedback
✓ Contributed to a more connected and positive employee experience
✓ Supported organizational culture and development objectives through sustainable engagement practices

Core Competencies

Project planning & Development
Agile Methodologies (Scrum)
Change Management
Organizational Development
Leadership & Coaching
Curriculum Development
Personal Development trainer
Stakeholder Engagement

Strengths

Leadership & Coaching
Adaptability & Continuous Learning
Data-Driven Decision Making
Cross-Functional Collaboration
Stakeholder Management
Project Planning & Execution

Goals

AI in Frameworks
Advanced Project Management
Low-Code Tools & Automation

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Project Spotlight:

1: Global 360° Leadership Development Program

Strengths

Goals

Get in touch at

Email: lonerupali@gmail.com