Nov 2025 – Present · 6 mos

• As the Manager of Human Resources, I lead HR strategy and operations for 800+ employees, focusing on organizational growth, digital transformation, and a culture of continuous improvement. My key strengths include:
• Driving end-to-end HR initiatives - Employee Relations, Engagement, Talent Management, L&D, Onboarding, Payroll, and PMS
• Leading impactful training programs and leveraging platforms like Workday, Udemy, and Culture Amp to boost learning and growth
• Implementing HRIS and automation to streamline processes, enhance operational efficiency, and reduce manual work
• Optimizing performance management systems and aligning them with business goals to promote employee productivity and development
• Fostering a collaborative, inclusive culture and proactively resolving employee concerns
• I am passionate about using technology and data to deliver great employee experiences and achieve organizational goals through strategic, people-centred HR leadership.

Feb 2024 – Nov 2025 · 1 yr 9 mos

• In my role as Associate Manager of Human Resources, I lead HR operations for a diverse workforce of over 800 employees, focusing on driving growth through strategic, technology-driven solutions and a continuous improvement mindset. My responsibilities span across Employee Relations, Engagement, Training & Development, Onboarding & Exit Management, Performance Management Systems (PMS), Payroll, and more.
• Key Focus Areas:
• Training and Development Leadership: Spearheading impactful programs to elevate employee skills and encourage career growth, leveraging platforms like Workday, Udemy, and Culture Amp for curated, streamlined learning experiences.
• Technology-Driven Automation: Integrating HRIS platforms and automation tools to enhance efficiency and reduce manual workload across HR functions, streamlining workflows to improve operational effectiveness.
• Performance Management Optimization: Developing and refining PMS frameworks to align with company goals, driving employee development and productivity through data-driven, transparent evaluations.
• Employee Engagement and Relations: Leading initiatives that foster a positive, inclusive workplace culture; proactively addressing employee concerns to maintain a collaborative, supportive environment.
• Strategic HR Operations: Managing end-to-end HR functions with a focus on innovative problem-solving and aligning HR practices with organizational objectives to drive long-term success.
• Continuous Improvement: Continuously identifying opportunities for process optimization and implementing data-driven strategies that boost the efficiency and impact of HR functions.
• I am passionate about leveraging technology and data insights to create seamless, engaging experiences for our employees. My commitment to strategic HR, employee development, and operational excellence ensures that we meet both organizational and individual goals, contributing to a thriving workplace culture.

Feb 2022 – Feb 2024 · 2 yrs

• I spearhead the HR operations for a dynamic workforce of 700+ employees, driving organizational growth through innovative problem-solving and solution-oriented approaches. My responsibilities span across Employee Relations, Employee Engagement, Training and Development, Joining & Exit Management, Performance Management System (PMS), Payroll, and more.
• By implementing strategic processes, policies, and procedures, I continuously enhance efficiency and foster a culture of excellence within the company. Leveraging cutting-edge tools like Workday, Udemy, and Culture Amp, I empower employees with streamlined processes and curated learning experiences while automating HR functions to reduce manual workload.
• Key Focus Areas:
• Strategic HR Operations: Spearheading end-to-end management of HR functions with a strategic approach and problem-solving mindset.
• Employee Engagement and Development: Creating impactful programs and initiatives to enhance employee engagement, foster professional growth, and drive employee satisfaction.
• Technology-Driven Solutions: Leveraging HRIS platforms like Workday and other innovative tools to automate processes, streamline workflows, and enhance efficiency.
• Performance Management: Designing and implementing performance management systems that align with organizational goals, driving employee productivity and development.
• Employee Relations and Conflict Resolution: Proactively addressing employee issues and conflicts, promoting a harmonious and inclusive work environment.
• Continuous Improvement: Identifying opportunities for process optimization and implementing data-driven strategies to drive continuous improvement within the HR function.

Aug 2018 – Feb 2022 · 3 yrs 6 mos

• Employee Lifecycle and Joining Formalities
• HR Induction/Orientation and Issuing Appointment/Other Letters
• Data Management and Managing Employee Master
• Managing Payroll and Employee Attendance/Leave Management
• Grievance/Queries Management and HR Policies
• Background Verification and HR MIS
• HR Automation and Managing Compensation & Benefits
• Managing Exit Cases and Full n Final Settlements
• Employee Engagement Activities and Workday day to queries
• Workday Reporting and Vendor Management

Aug 2016 – Jul 2018 · 1 yr 11 mos

• Employee lifecycle, joining formalities, issuing appointment letters, data management, creating employee master, leave master, employee leave management, grievance handling, background verification, HR MIS, analysis and reports, separations.