Handled sensitive employee and company information withhighest level of confidentiality and discretion.Executed HR programs, policies and processes to improveoperational efficiency.Encouraged open communications, promoting positive andpro-employee work environment.Held exit interviews and documented information discussedwith employees.Compiled reports to provide management with accurateinformation and comply with policies and procedures.Managed full-cycle human resource operational activities to maximize HR employee performance.Advised leadership on vacation and sick time, benefits, jobservices and employment discrepancies.Worked with management to create performancemeasurement, employee development.Initiated employee evaluation process and recommendedpolicy changes to help staff progress toward desiredreadiness goals. Cultivated community relations with referral agencies tomaintain strong applicant flow. Maintained employee records in accordance with companypolicy and applicable legal requirements.Resolved conflicts between different departments orpersonnel using sound judgment to maintain a harmoniouswork environment.Investigated employee relations matters through interviewswith involved parties to ensure a fair resolution.Implemented employee retention strategies to reduceturnover rates. Conducted performance evaluations and provided feedbackto employees.Handled employee relations issues, including conflict resolution.Ensured legal compliance in all HR-related matters.Coordinated company-wide events to enhance team building.Handled employee discipline and termination to addresspolicy infractions.Assisted in employee recruitment and interviewprocesses.Conducted employee performance reviews and implementedcorrective actions to increase productivity.Launched wellness plans to reduce stress, boost morale andincrease productivity.Helped with employee transfers and referrals.

•Acts as a change agent to business through process design and approaches that support change and transformation – striving to lead mutual processes to best practice status.•Analyzes trends and metrics in partnership with HR peers to develop solutions, programs and policies.•Provides day-to-day coaching to leadership on a variety of actions to include ER issues, policy interpretation and application; talent management and development; & organizational design consultation.•Conducts ongoing supply and demand analysis for business partners on current and future state staffing and skill needs and designs TA strategies to meet those needs. Actively participates in annual budget planning/labor forecasting process with business partners.•Actively participates in recruitment campaigns; job fairs; college relations programs; general networking; etc. to ensure a robust candidate pipeline.•Grows and conserves a network of contacts to help identify and source qualified candidates. Leverages online recruiting resources; employee referrals; network referrals; etc. to identify and recruit “best in class” talent.•Facilitates the process of candidate selection; interviewing; job offer; background check; and candidate onboarding details.•Co-facilitates New Employee Orientation (NEO) program for new hires.•Continually champions Employee Referral Bonus program to include proactive identification of internal talent matching and advancement.•Leads and/or supports annual HR cycle deliverables to include performance management; merit and bonus awards; benefits enrolment; etc.•Evaluates issues, patterns, and trends to provide proactive insights for HR solution and program designs i.e., training to address certain needs.•Partners with Payroll; HRIS; and Compensation and Benefits functions as needed to provide solutions for clients.•Partners with Stake holders for various Business level strategies

Ensured compliance with regulatory requirements applicableto activities at the SMEs.Resolved conflicts between stakeholders involved withactivities.Managed multiple projects simultaneously while meetingtight deadlines.Reviewed existing policies and procedures related tooperations within a department at an organization levelwithin a company.Identified areas of risk within complex projects thenproposed mitigation strategies for successful completion oftasks.Mentored junior staff members on best practices related toproduct design and implementation strategies.Facilitated workshops with internal stakeholders in order togather feedback regarding product performance issues orenhancements.Conducts ongoing supply and demand analysis for businesspartners on cur- rent and future state staffing and skill needsand designs TA strategies to meet those needs. Activelyparticipates in annual budget planning/labor fore- castingprocess with business partners.Actively participates in recruitment campaigns; job fairs; collegerelations programs; general networking; etc. to ensure robustcandidate pipeline. Grows and conserves a network of contacts tohelp identify and source qualified candidates.Leverages online recruiting resources; employee referrals;network referrals; etc. to identify and recruit “best in class”talent. Facilitates the process of candidate selection;interviewing; job offer; background check; and candidateon boarding details

Talent Management and Employee relations • Passionate and driven by ownership across all facets of the job role including people, business & culture - Align business practice with people to drive effective performance.• Identify, analyze, scale, and implement best practices suited for the organization through effective HR programs. • Employee Engagement: Lead the engagement agenda of the organization.• Collaborate with the leadership team on the formulation of key engagement strategies and solutions and be a part of the design and implementation of policy and process from scratch.• Managing end to end BGV process for the firm.• Develop, implement, and participate in employee recognition programs and implement activities pertaining to employee engagement.• End to end employee lifecycle management, from entry to exit • Evaluate potential employee challenges and address proactively to enhance employee satisfaction. Conduct E-sat surveys, exit interviews• Employee relations: Handling critical incidents, managing escalations etc.

• Taking care of pre documentations for new joiners• Managing new batches, managing supervisory calls• Providing Feedback on documents originality/fraudulence to hiring team• Solving pre joining queries for employees• Background Verifications using HRMS tools• File & data management• Employee database recordkeeping.