Oct 2019 – Present · 6 yrs 8 mos · On-site

• Talent Sourcing: Actively source, identify, and attract potential candidates using a variety of methods, including online job boards, social media, employee referrals, and direct sourcing.
• Job Posting: Create and post job vacancies on company career websites, job boards, and other relevant platforms (Linkedin, Free Job Websites )
• Candidate Screening: Review resumes and applications to assess candidate qualifications and suitability for open positions.
• Interviewing: Conduct interviews and assessments of candidates to evaluate their skills, experience, and cultural fit within the organization.
• Candidate Relationship Management: Build and maintain positive relationships with candidates, providing them with information about job opportunities, company culture, and the recruitment process.
• Employer Branding: Promote the organization's brand and culture to attract top talent.
• Collaboration with Hiring Managers/Stakeholders: Work closely with hiring managers and department heads to understand staffing needs and requirements for open positions.
• Interview Coordination: Schedule and coordinate interviews with candidates, hiring managers, and team members, ensuring a seamless interview process.
• Candidate Feedback: Gather feedback from hiring managers and interviewers and provide constructive feedback to candidates.
• Reference Checks: Conduct reference checks to verify candidate qualifications and experience.
• Offer Management: Extend job offers to selected candidates and facilitate negotiations, including discussing compensation and benefits.
• On-boarding Support
• Applicant Tracking: Utilize Applicant Tracking Systems (ATS)
• Compliance:
• Recruitment Metrics: Track and report on recruitment metrics, such as time-to-fill, source of hire, and cost per hire.
• Process Improvement:
• Candidate Experience:
• Market Research: Stay informed about industry trends, salary benchmarks, and competitor practices to make informed hiring decisions.
• Training and Development to the team members

Jan 2019 – Present · 7 yrs 5 mos · On-site

• Key Responsibilities & Achievements:
• Employee Grievance Handling & Life Cycle Management: Effectively manage the end-to-end employee life cycle, addressing grievances promptly and fostering a positive work environment.
• Stakeholder Management & Succession Planning: Collaborate closely with cross-functional stakeholders and partner with the Talent Acquisition team to drive effective succession planning strategies.
• HR Strategy & Policy Implementation: Execute HR initiatives that align with organizational objectives, contributing to the achievement of annual goals. Ensure HR policies and procedures are consistently applied across teams.
• Advisory & Relationship Management: Build strong relationships with managers and team members, providing guidance on various HR topics and driving employee engagement across the organization.
• Talent Reporting & Retention Planning: Lead talent updates, analyze attrition and retention data during quarterly HR and annual Talent reviews, resulting in improved talent recognition, proactive retention efforts, and strategic workforce planning.
• Talent Acquisition
• IDP's

Jan 2019 – Present · 7 yrs 5 mos · On-site

• System Implementation and Management:-Implementation and integration of PMS, ATS, LMS, HRMS
• Data Management:-Oversee data collection, storage, and analysis to support HR decision-making. Ensure data accuracy and compliance with data privacy regulations.
• Process Improvement:-Identify opportunities to streamline HR processes through technology, automation, and digitization to improve efficiency.
• System Customization:-Customize HR technology solutions to meet the unique needs of the organization, including creating and maintaining workflows, forms, and reports.
• Integration Management: -Integrate various HR systems and tools to create a seamless and cohesive HR technology ecosystem.
• Reporting and Analytics:
• Attrition & Infant Attrition
• Generate and interpret HR data and analytics to inform strategic decision-making, such as workforce planning, performance evaluation, and diversity and inclusion initiatives.
• Compliance and Security: -Ensure HR technology systems adhere to data security and privacy regulations, as well as industry-specific compliance requirements.
• Project Management: -Lead HR tech projects, from initial planning and scoping to implementation and post-launch evaluation.
• Stakeholder Communication: Maintain clear and open communication with HR leaders, IT teams, and other relevant stakeholders regarding HR tech initiatives and updates.
• User Support
• Vendor Management
• HR Technology Strategy
• Training and Development