Oct 2022 – Present · 3 yrs 5 mos · REMOTE · Remote

• Extra Ordinary Experiences of an (extra) Ordinary Girl
• The greatest stories stay hidden in the mundane, it is only when we take away the ordinary tag and embrace our stories wholeheartedly, they become extraordinary. Our lives are a series of miracles but we often lose sight of how extraordinary and exceptional our lives are because somewhere along the way we get lost in the routine and lives just become the same old. Breaking away from this constant daily tussle, identifying the learning points in our lives and valuing them makes us feel different. It gives us a new perspective to break away from the monotony.

Apr 2021 – Present · 4 yrs 11 mos · REMOTE · On-site

• 1. Talent Acquisition
• Experience precision in Talent Acquisition with our expert service. We meticulously filter & curate top candidates, ensuring only the best fit for your organization reaches your desk. Streamline your hiring process & find the perfect talent with ease. We provide talent acquisition services, globally.
• 2. HR as a Service
• Transform your HR strategy with our dynamic HR as a Service offering. We provide expert leadership and tailored support, managing HR for both global organizations and domestic businesses. Benefit from our extensive experiences and comprehensive services, designed to optimize workforce efficiency & drive organizational success.
• 3.HR Automation
• From payroll management to employee onboarding, we harness cutting-edge technology to enhance efficiency & accuracy. Whether for global enterprises or local businesses, our solutions are tailored to drive seamless HR operations, freeing up your resources for strategic initiatives.
• 4. Learning Solutions
• We design customized training programs that empower employees at all levels, from global organizations to local businesses. Harnessing the latest educational technologies & industry best practices, we ensure your team stays ahead in today's competitive landscape.
• 5. Policies and Procedures
• Ensure organizational compliance and efficiency with our comprehensive solutions. We develop tailored frameworks that align with global standards, supporting both multinational corporations and local businesses. Our approach integrates best practices to streamline operations and mitigate risks, empowering your business to thrive in a complex regulatory environment.
• 6. CHRO as a service
• Access strategic HR leadership on demand with our CHRO as a Service solution. We offer individualized guidance free of overhead expenses under the direction of seasoned HR professionals. Whether you're a global enterprise or a local business, our service enhances organizational growth, talent development, and resilience.

Apr 2021 – Present · 4 yrs 11 mos · Remote

• Working as Fractional CHRO of multiple Clients of Talent Potential Consulting in the following regions:
• 1) Singapore
• 2) Malaysia
• 3) USA

Oct 2018 – Mar 2021 · 2 yrs 5 mos · India

• Acts as a Trusted Advisor on matters pertaining to People and Culture.
• Leading org and talent strategy (performance, org effectiveness, workforce planning)
• Managing Virtual teams effectively by :
• Levereging Technology to communicate and collaborate
• Putting right legal documentation in Place
• Hold Regular Meetings and Keep Communication Lines Open. .
• Build a Strong Company Culture.
• Build high-impact leadership capability (growth and development, coaching & mentoring)
• Steward culture and values
• Developed and launched robust and best in class policies and frameworks in the areas of employee engagement, communication, employee / manager / leadership development
• Digitization of HR processes & practices

Apr 2018 – Oct 2018 · 6 mos · Delhi I Gurgaon

• I manage the HR function at Adda247 and am responsible for driving best in class HR practices to enable the growth of a truly world class organisation.
• Some of the key initiatives & HR practices at Adda247 include
• a. Org Design & Org Structuring
• b. Setting up Performance Management System
• c. Hiring of Top Leadership Talent
• d. HRSS tool Implementation
• e. Change Management
• f. Setting up a robust HR structure in alignment with overall organisational goal and vision

Mar 2017 – Nov 2017 · 8 mos · Gurgaon, India

• o Lead Talent Acquisition COE (Center of Expertise) team
• o Talent Advisor to senior leadership in hiring decisions
• o Strategic partner to Human Resources in talent pipelining
• o Sourcing for future leaders in organization
• o Project leader on social media and employment branding
• o Partner with senior leaders to assist them with their executive talent acquisition needs including sourcing, screening, culture fit coaching and on boarding/orientation
• o Member of the Global Staffing and Employer Branding Leaders team whose goal is designing the overarching concepts and processes for global talent acquisition and brand building

Feb 2014 – Feb 2017 · 3 yrs

• Talent Acquisition
• o Recruiting for new & existing processes by establishing robust processes, & ensuring timely availability of people resources with right skill sets in the most optimal & cost effective way
• o Monitoring TA metrics: ROI, O/J ratio, Cost per hire, time to fill, Cost Avoidance and Pipeline creation.
• o Provide strategic inputs to the Leadership team for best in industry practices via external study & participation in industry wide surveys
• o Set up a forecasting system
• HR Business Partnering:
• o Partner with key stakeholders /leaders to deliver HR services in line with the needs and priorities of the Company
• o Managed efficiencies in the businesses to achieve targeted best in class unit economics
• o Proactively helping People Managers and their teams to drive and implement the performance management framework.
• o Plan for Core HR programs & OD interventions E.g. Leadership skills, Talent management, flexible & diverse workplace, recognition programs, Climate surveys, Succession plan etc.
• o Drive clarity & transparency in the performance management process.
• Talent Management
• o Drive meaningful Talent Review discussions at regular intervals. Ensure identification of Key Successors, Best Bets, and Solid Citizens & Talent under Watch.
• o Ensure fair & transparent implementation of all talent related processes and provide the business leadership with a good view of the health of the organization.
• Employer Branding
• o Showcasing of Snapdeal employee culture, employer best practices, HR Practices, etc. at external forums. Received awards and accolades on behalf of Snapdeal at various forums.
• o Conceptualizing and communicating the HR initiatives across all modes viz, social media, visual management, roadshows and team huddles.
• Learning & Development Lead
• o Align learning interventions to functional and behavioral competency development
• o Conceptualization of content and partnering with teams for digitization and roll-out of training content

Nov 2011 – Feb 2014 · 2 yrs 3 mos

• End to End HR Delivery which includes the following:
• o Create, design and implement the hiring policies and procedures for Exclusively group
• o Design various interview assessment strategies as per role requirement including Culture-fit assessments, functional testing etc.
• o Identify avenues through which priority hires can be sourced, including social networking sites, colleges and universities and niche online websites for inbound recruiting efforts
• o Responsible for development and execution HR strategies to advance business objectives, continuously improve employee engagement and provide high quality HR products and services
• o Work for mergers and acquisitions; analyse employment data and company data
• o Serve as the primary HR interface with the appropriate organizations to ensure appropriate HR support, service and counsel is provided.
• o Worked closely with leadership (CEO,COO, CMO) and top management to understand and contribute to strategic decisions of the firm with respect to manpower cost
• o Keep a close watch on competitive analysis, industry trends, merit increases and salary structure

May 2010 – Nov 2011 · 1 yr 6 mos · New Delhi Area, India

•  Managing team of 25 members across the country to acquire and retain employees.
•  Worked on the fixed reward study and recommendation for structure changes for the entire organization
•  compensation and variable compensation for more than 2000 +employees PAN India including the job mapping, benchmarking surveys, total Worked on various retention schemes, performance linked incentive plans, Long Term Incentive plans
•  Creation & execution of various employee policies
•  Introduction & Management of Car lease & Medical insurance for employees
•  Set up various hubs across the country from scratch.
•  Responsible for Recruitment across all verticals, Design of Manpower
•  Planning Chart, Analysis of Manpower Requirement & HR processes like new joiner orientation, internal movements and job postings, exits, background checks, Pre – Joining formalities, HR Induction.
•  Planning & implementation of Employee Engagement activities and Roll out of a PAN India Employee Engagement Calendar with defined guidelines.
•  Conceptualization and Content Creation of HR section on the Corporate website under “People Connect “
•  Responsible for and grievance redressal mechanisms and handling all the disciplinary actions related matters
•  Strategy creation for growing high potential people and attrition management
•  Worked on SAP systems for HR analysis reports

Feb 2005 – May 2010 · 5 yrs 3 mos · Gurgaon, India

•  Managed a team of 3 senior executives, 2 executives and 1 management trainee.
•  Recruitment & Employee Relations
•  Assisting the Head HR in conceptualization, design & development of new and/or innovative HR practices aimed at Employee Retention
•  Implementation of HR policies and practices in coordination with Business leaders and building partnership
•  Recruitment
•  Employer branding among employees
•  Employee engagement
•  Responsible for and grievance redressal mechanisms and handling all the disciplinary actions related matters
•  To help business managers to drive and implement the performance management framework
•  Channeling customer feedback to the relevant areas of HR to ensure continuous service improvement
•  Strategy creation for growing high potential people and attrition management
•  Partner closely with transitions, SME, training, legal, recruitment and the Ops team to ensure seamless transitions for all accounts
•  Partner with the client Business HR and Ops team for Change Management
•  Strong succession plan for 100% key resources
•  Conducting performance appraisal & Bonus exercise.