Feb 2022 – Jun 2024 · 2 yrs 4 mos

• Own the entire hiring lifecycle—from sourcing to offer—for both tech and non-tech roles.
• Drive weekly hiring reports and funnel analysis to ensure transparency, pace, and alignment with business needs.
• Enabled adoption of structured technical assessments and screening processes to improve evaluation consistency.
• Partner closely with global stakeholders to define role requirements, interview frameworks, and pipeline strategy.

Mar 2019 – Sep 2021 · 2 yrs 6 mos · Noida, Uttar Pradesh, India

• Responsible for the facilitation of performance management & HR Policies.
• Payroll Process
• Social Media of voerEir (Linkedin and Facebook)
• Involved in induction, culture sensitization, employee engagement initiatives and compliance of
• various policies and processes for the startup.
• Managed & managing employees as the HR in the following areas:
• Employee Services & Counselling
• Grievance Handling & Redressal
• Background verification
• Organizational Health & Safety
• Implementation of POSH at the workplace
• Taking care of leave, attendance, other official employee records
• Responsible for the admin management for the office

Jan 2017 – May 2018 · 1 yr 4 mos · New Delhi Area, India

•  Working closely with various departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures
•  promoting equality and diversity as part of the culture of the organization
•  Developing and implementing policies on issues like working conditions, performance management, equal opportunities, disciplinary procedures and absence management
•  Preparing staff handbooks
•  Advising on pay and other remuneration issues, including promotion and benefits
•  Undertaking regular salary reviews
•  Administering payroll and maintaining employee records
•  Interpreting and advising on employment law
•  Dealing with grievances and implementing disciplinary procedures
•  Developing with line managers HR planning strategies which consider immediate and long-term staff requirements
•  Planning, and sometimes delivering, training - including inductions for new staff
•  Analyzing training needs in conjunction with departmental managers.
•  Social Media of Dalmia SEMAC Consultants.
•  Great place to work Survey
•  Company Newsletter and project announcement

Jan 2016 – Jan 2017 · 1 yr · Gurugram, Haryana, India

• HR Generalist
• Human Resource Planning; analysis of manpower requirement, Devising hiring plans and strategies, Preparing job descriptions for existing and new positions
• On boarding and familiarization for new joiners
• HR policies; Assisting in framing, benchmarking and revising the existing HR policies, Communication plan around new policies
• HR Operations; Maintaining life cycle database for all employees, attendance records, drafting HR communication letters, payroll inputs and vendor management, handling full and final settlements and exit formalities, publishing attrition dashboard
• Performance Management; Final appraisal exercise, rating reviews and ownership of effectiveness of PMS process.
• Compensation and Benefits: Benchmarking compensation data, employee benefits’ revision, reward and recognition plans
• Employee Engagement; Fun@work activities, work life balance initiatives, off sites
• Training and Development; Training Needs identification, Co-ordination with External Agencies for conducting Training Program and Measuring the effectiveness of training programs