 Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations.
 Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required.
 Develop and lead programs that drive organizational effectiveness and employee productivity. Specific considerations include: recruitment, retention, performance management; employee relations and development; leadership development, succession planning; organization design and development and workforce planning.
 Provide day to day performance management guidance to line management.
 Provide HR Policy guidance and support to senior leadership.
 Manage the design, development and implementation of automated processes associated with the full life-cycle of an employee from job requisitioning, recruiting, on-boarding, promotions, transfers, and pay rate changes to separations.
 Identify training needs for business units and individual executive coaching needs.


Core Competencies:

Recruitment and Selection
Compensation and Benefits
Payroll Management
HR Policies and Procedures
Organizational Development
Asset Management
HR Analytics
Performance Management
Employee Relations
HR Budgeting and Audits
Project Management
Legal Contracts and vendor Management

Talent Acquisition:
 Responsible for developing and implementing overarching company recruitment strategy.
 Involved in senior-level talent acquisition and large-scale recruitment drives.
 Planned and deployed an all-encompassing online recruitment portal for the company.
 Developed an online recruitment dashboard to help map co which helps in data analysis and forecasting.
 Managing relationships with leading universities for talent acquisitions and recruitment drives
 Developing and executing recruitment strategy to meet top-level company objectives.

HRIS and Operations:

 Developed the requirement analysis document for the HRIS system and its different modules.
 Overseeing the SOPs governing the use of HRIS.

Payroll and Benefits Management:

 Monitoring of monthly payroll processing of all employees.
 Overseeing payroll concerns of employees including deduction, allowances, and incentives.
 Performance management including incentives and increments.
 Working department heads on increments and incentives.
 Coordinating with Admin department for Benefits and Facilitation concerns.

Employee Grievances and Company Culture:

 Employee mentoring and conflict resolution.
 Promoting a cordial, enriching and enabling culture at the company.

HR Analysis and Development:

 Development and improvement of internal employees’ website and HR Information System.
 Data analysis involving payroll cost, employee turn-over and retention
 Conducting employee surveys for analysis and future projects.

Other:

 Part of Internal Audit Team responsible for conducting quarterly ISO audits of different department.
 Creating, drafting and implementation of policies and procedures.
 Updating employee handbook in coordination with ISO cell and compliance.
 Running different policy and other campaigns with-in the company.
 Conducting regular department-wise training need analysis (TNA).