Business Partnering: • Manage the overall HR lifecycle of the allocated business.• Engage with the leadership to understand key business priorities and objectives to drive the people agenda for aligned functions• Partner with the business on policies and processes related to New Hiresand other employee changes• Maintain high visibility with leaders for own functions and be their first point of contact for HR-related concerns• Anticipate HR issues/concerns by engaging with… Show more Business Partnering: • Manage the overall HR lifecycle of the allocated business.• Engage with the leadership to understand key business priorities and objectives to drive the people agenda for aligned functions• Partner with the business on policies and processes related to New Hiresand other employee changes• Maintain high visibility with leaders for own functions and be their first point of contact for HR-related concerns• Anticipate HR issues/concerns by engaging with various stakeholders across the business and take focused action in mitigating the risks involved• Working closely with HR Head, CEOs to implement HR agenda in respective businesses, also provide feedback on HR processes and practices to ensure initiatives are successful and in line with business goals• Collaborate with L&D to help capture learning needs to organize training sessions as appropriate in developing skills to manage human resources more effectively through coaching, instruction, and training• Review and analyze metrics including data on attrition, retention, and productivity and communication the same to business leaders• Acting as Advisory to respective Business Functions for restructuring and manpower planning.• Develop effective partnerships with employees, managers, leaders and ensure a positive work environment by enhancing business performance through efficient business partnering.• A solution provider to business leaders: Identifying the pain areas of the vertical and devise interventions around it e.g. new joiner attrition• Drive Rewards and Recognition Program • Provide leadership guidance and mentoring.• Leading HR Professionals- Guiding team in their professional growth, provide direction, coaching, and mentorship in HR operations, processes, planning, PMS, employee engagement, etc.• Design HR Budget forecast and utilization• SOC2 compliance for HR Function Show less

Employee Relations• Provide advice to business managers on HR issues and people decisions; guide business managers on handling complex disciplinary, grievance queries.• Manage employee lifecycle for all employees in the business from onboarding, job rotations, learning, and development to exit management; engage with respective employees periodically to gauge their aspirations/goals • Coordinate with various other enabling functions such as Marketing, Finance, IT, Admin… Show more Employee Relations• Provide advice to business managers on HR issues and people decisions; guide business managers on handling complex disciplinary, grievance queries.• Manage employee lifecycle for all employees in the business from onboarding, job rotations, learning, and development to exit management; engage with respective employees periodically to gauge their aspirations/goals • Coordinate with various other enabling functions such as Marketing, Finance, IT, Admin Performance Management• Execute the six-monthly assessments and follow up for completion of the same with employees • Address queries and educates employees on the new system, process, and importance of the intervention, etc.• Gather promotion recommendations based on eligibility along with cases on exceptions and forward the same to BU for Vertical and Function level calibrations• Ensure ratings are filled on the online system for own BU and do follow-ups as well as address queries for completion of the process• Roll out annual performance cycle and gather inputs offline for further processingOnboarding & New Joiner experience• Track the 30, 60, and 90-day feedback of new joiners and devise interventions around the feedback• Engage with respective new joiners periodically to gauge their personal aspirations/goals as well as take stock of issues/concernsGrievance and query management• Manage queries about new HRMS concerning various modules such as leaves & attendance, performance management, onboarding, Manager related, an escalation from resigned employees, compensation/growth/work/technology/team/reporting etc HR Policy Formation/Modification/Implementation of Processes• Develop, analyze, and streamline HR services and processes to ensure operational excellence and improve people's experience. Bring-in standardization with a focus on Document management, SOPs, and Templates. Show less

- Responsibilities as HR Business Partner at Neilsoft.• Single point of contact for the employees and managers in the business units• Manages complex and difficult resource management cross-functionally along with management. • Builds a strong business relationship with the employees and managers in the business units • Actively identifies gaps, proposes and implement changes necessary to cover risks • HR Reports & Data Analysis • Onboarding/confirmations/ PIP’s/… Show more - Responsibilities as HR Business Partner at Neilsoft.• Single point of contact for the employees and managers in the business units• Manages complex and difficult resource management cross-functionally along with management. • Builds a strong business relationship with the employees and managers in the business units • Actively identifies gaps, proposes and implement changes necessary to cover risks • HR Reports & Data Analysis • Onboarding/confirmations/ PIP’s/ Exit Processes/Absconding cases/Termination Cases • Handling employee grievances/queries • Performance Appraisal Cycle • Talent Management • Training and Development • Employee Engagement Show less

Management Trainee: Responsibility:• To Find out the direct reasons for absenteeism and provide solutions for them.• The research is done to find out the direct reasons of absenteeism.• Data Analysis