- Strategized and implemented year-on-year hiring and talent engagement budget. Worked with the CIO for planning and approval and with SBU Heads and other business leads for implementation of the same.- Partnered, supported business leads in assessing and implementing short, long-term resources needs. Hired and onboarded resources (permanent and short time). Handled end-to-end recruitment, including vendor management.- Designed and implemented employee connects (individual and team)-coordinated with new joiners, feedback sessions, follow up, policy briefing, Special occasion celebrations, fun at work activities, and leadership connects.- Handled employee engagement and relations (including grievances and disciplinary matters).- Implemented increments as per budget approved for yearly appraisal and monthly confirmations/salary revision. - Partnered with business leads, CIO for talent reviews, and high potentials development.- Proposed and enabled inclusion/revision of components – shift allowance, star performance bonus, and health insurance premium reimbursement. Communication cascade of the same.- Introduced quarterly awards to recognize high-performing individuals and teams (budding star, star of the quarter, and team of the quarter).- HR auditee for ISO audit. Zero non-compliance was reported. Documented and updated risk register and risk mitigation plan.- Worked with an external consultant for Balance Score Card implementation.- Liaised with the business leads to understand and identify talent gaps. Worked on strategies to address the gaps. Accountable for the training calendar and for finalizing learning and development requirements. Planned and ensured delivery of training sessions (technical, soft skill, and quality-related).- Attrition analysis to identify trends and to partner with the business leads for retention strategies.- Responded to employee queries related to HR internal policies and processes.

Title:Business Process Lead (HR) – Jan’13 to Apr’14Senior Process Associate (HR) – Oct’10 to Dec’12Role: Talent Engagement Partner and Branch SPOC for TCS Maitree - BPO, BangaloreTE Partner:- Performance management and Promotion - Ensured completion of monthly/ yearly appraisals. Organized appraiser workshops. Briefed compensation highlights to associates every year. Ensured completion of assessments for promotion, communication of results, IDP and progress tracking. Published HR dashboards for the domain. Monitored PIP in applicable cases.- Employee Engagement - Organized new joiner connects, one on one discussion, monthly policy briefing sessions, fun at work activities, screened motivational movies. Ensured nominations for R&R every month. Coordinated for leadership town halls. Monthly connects with high potentials and catalyst. Organized Women's network sessions- Retention and attrition management -Identification of EWI and facilitated retention. Published EWI tracker with action plan. In case of resignation, organized one on one discussion and drafted action plan with the leads. Ensured completion of separation process, attrition tracker update and separation communication to stakeholders- Connect with Project leadership & internal teams - Weekly/ monthly connect with leadership to discuss engagement action plan, coverage, feedback and follow up. Collaborated with other internal teams for important update/ activitiesBranch SPOC for TCS Maitree - BPO, Bangalore- Planned and organized events in Bangalore BPO locations. Consolidated and proposed Maitree budget for conducting project and branch level events. Allocated budgets and ensured maximum utilization. Consolidated and submitted quarterly reports on the events/activities conducted. Worked with Maitree leads of Bangalore for all major events during this tenure. Successfully organized self-defense workshops, DJ evenings, carnival, Women Leadership talks and poster campaign

Title: Senior Assistant - HR Shared ServicesRole: Employee Connect Services RepresentativeECSR:- Resolved employee queries related to HR processes and procedures – which includes performance management, competency assessment, scheduling, on boarding , transfers and relocation, credential requests, global assignments, rewards and recognition, employee referral, capability development and exit process- Was part of the centralized exit interview team for the solutions and services workforce – Conducted exit interviews to identify primary reason for the exits and to facilitate retention, Documented feedback related to the organization’s policies and procedures- Conducted peer quality audit to identify gaps and provided training required- Subject Matter Expert for Competency Assessment Management System (CAMS). Worked in close liaison with the corporate competency team for regular updates and in turn updated the team on the same during assessment cycles. Analyzed the queries pattern and thereby shared suggestions for the effective communication of the process- Point of Contact for Employee Share Purchase Plan (ESPP) within the team and coordinated with the central team for resolving queries on time- Conducted refresher sessions on CAMS and ESPP - Enabled HR screening (face to face) for candidates from Senior Software Engineer to Assistant Manager Levels at the weekend recruitment drives conducted at Bangalore and Hyderabad- Delivered training sessions on ‘Basic communication skills’, ‘Written communication’ and ‘Campus to Corporate’ as part of the Green Field Training for the campus hires

Title: Executive - HRRole: HR RepresentativeHR Rep:Employee Induction / on-boarding:- Delivered new hire orientation and session on organization’s policies and procedures- Ensured smooth joining of the new hires through document collection, file creation, completion of joining formalities and generation of employee id- Conducted regular discussions with new joiners during process training Employee engagement- One on one discussion with trainees and employees - Ensured monthly policy briefing sessions- Conducted fun at work activities- Played a key role in administering employee satisfaction survey and interpreting the results- Was instrumental in the initiation of internal HR Newsletter for sharing organization’s important updates, top performer details, best practice sharing and birthday calendars- Resolved issues and concerns through log register and resolution trackerPerformance and Career management- Actively enabled internal job postings- Enabled discussion and communication with respect to offers, appointments, confirmations and salary revisions- Monitored Performance Improvement Plan across the organizationHR MIS- Updated database and personal files with details such as new joiner’s information, salary revisions, change in personal profile, leave record and attrition data- Developed floor and training attrition report, head count report, incentive report, addition and deletion report and new joiner’s list - Provided inputs for payroll - Employee referral payments, transport reimbursements, extra day and extra login paymentsRetention and Attrition Management-Discussed EWI with team leads / Managers in their teams and discussion with associates concerned for further action-Point Of Contact for exit formalities and provided inputs for full and final settlement - Leave encashment, due clearance and notice period recovery