Apr 2021 – Jul 2022 · 1 yr 3 mos

• Took care of Leadership hiring, Campus hiring. Worked in the capacity of HRBP managing Onboarding, Induction, facilitating trainings, employee engagement and PMS Cycle.

Apr 2018 – Mar 2021 · 2 yrs 11 mos

• Responsible for driving the Talent Acquisition strategy and execution to ensure hiring (including
• leadership hiring) of best in class talent as per timelines for all employees.
• Driving and conducting Onboarding and facilitating Inductions for New hires across levels.
• Working on planning training calendars and ensuring facilitation of trainings for Talent
• Development.
• Working on Engagement Strategy and ensuring implementation of engagement initiatives to
• ensure fun at workplace through innovative initiatives.
• Working on automatic of HR Systems
• Coordinating with business, management and employees for performance management related
• initiatives.
• Driving Rewards and Recognition programs for the organization.
• Working on OD interventions like ‘identification of Hipos’ and organizing ‘Skip level meetings ’etc.
• Managing Exit Interviews.

Apr 2017 – Mar 2018 · 11 mos

Apr 2015 – Mar 2017 · 1 yr 11 mos

May 2014 – Apr 2015 · 11 mos

• May 2014 till April,2015

Dec 2010 – Mar 2014 · 3 yrs 3 mos · Gurgaon

• Recruitments
• Sourcing talent for wide spectrum of Service Lines across functions.
• Shortlisting and evaluation the perspective candidates and rating their potential.
• Handled end to end recruitment cycle .
• Handled off Campus Drives for Hiring Fresh CA’s.
• Vendor Management
• Handling end to end contract signing for Vendors working across levels.
• Contract negotiation, implementation and closure.
• Handling end to end contract renewals.

May 2009 – Jun 2009 · 1 mo

• Carried end to end competency mapping process for selected job positions of job positions which includes the following steps
• 1. Job analysis through interview and observation method.
• 2. Preparing the job description and job specifications to identify the KRA's and KPA's.
• 3. Identifying the competencies:both behavioural and technical.
• 4. Preparing competency dictionary and competency matrix by brainstorming with the HR department.
• 5. Gap Analysis
• 6. Based on gap analysis giving suggestions for training and non training needs.

Feb 2008 – Jul 2008 · 5 mos

• Worked as an Accounts Executive with Amex(Before doing MBA in HR)