Learning constantly, whether they’re learning straight from Founders, bosses, learning from collaborating with lots of other teams, or simply learning by solving problems and tackling projects. Constantly exposed to opportunities to develop new competencies.-Being a competent user of all internal systems, including the employee records system. Updating and maintaining HR systems, records, and reports with accurate employee data.-Act as the primary HR point of contact for all security audits and work with internal teams and manage HR compliance documentation, process, and audits. Completing ISO 27001:2013 Surveillance Audit, and other external audits with Zero findings and closing with good observations.-Continuous and continual process improvement by steering HR internal and external Audits.-Ensure the background verification process is initiated (2000+ employees) and completed within the TAT Process.-Act as a primary point of contact for any query related day to day grievances & queries of employees with regards to HR Support, required by Business teams as per business exigencies and needs.-Vendor Management.-Bringing a strong understanding of People's policies, programs/interventions & procedures. Conducting ISMS refresher training and assessments.-Collaborating with global HRBP team on a variety of HR initiatives e.g. Diversity, Equality & Inclusion.-Manage employee benefits (2000+ employees), including broker/ vendor relationships, enrollment, claims resolution, and general employee inquiries.-Publishing Holiday list for all locations across India.-Managing the employee wellness programs and EAP services at Razorpay.-COVID/Workplace support for managers/employees such as tracking COVID cases, Vaccination drives, reimbursements & publishing handbook.-Additionally, supporting the Founders’ jam-packed calendars and finding the most strategic ways to fit important events into limited time frames.Tools used:Zoho, Xto10X, SAP, Figma,Hubspot.

Strong exposure to the start-up environment, handling employee lifecycle events, and experiences at Razorpay.-HR data analysis: presenting inferences and recommendations, producing Management Information reports.-Conduct monthly HR governance review with HR Head and various department heads to showcase progress on initiatives, data for the month, successes, and challenges.-Lead and implement HR Automation initiatives and HR tools to enhance process efficiencies and internal databases across all the departments and locations.-Review of employee satisfaction including surveys or need-based dipsticks.-Solve for front-line attrition by doing attrition analysis and collaborating with HRBPs in taking corrective action.-Ensure the background verification process is initiated (1200+ employees) and completed within the TAT Process. -Follow-up and maintain TAT on ops-related queries from employees.-Manage employee benefits (1200+ employees), including broker/ vendor relationships, enrollment, claims resolution, and general employee inquiries.-Supporting the recruitment team in maintaining the Offer tracker, Welcome mailers, & the full spectrum of HR ops function from onboarding to off-boarding.-Planning and conducting new employee orientation to foster a positive attitude toward organizational objectives, New joiners documents follow up, POSH/InfoSec training.-Plan and prepare communication material related to HR programs, initiatives, and requirements.-Drive employee engagement & RNR through various HR projects by partnering with HRBPs, cross-functional, cross-location teams, and participating in organization-wide HR projects and initiatives.-Vendor Management.-Additionally, supporting the Founders’ jam-packed calendars and finding the most strategic ways to fit important events into limited time frames.Tools Used:Zoho, Culture Monkey, Data Studio, Slido, Hubspot.

Recruited to fulfil a broad range of HR functions. Managing the interview cycle.Key Results:-Responsibilities Developing strong relationships with business leaders and hiring managers.-Maintain the company’s calendar and schedule interviews with the respective panels & HM’s.-Planning hiring activities e.g: Campus Drives, Offsite Drives, Onsite Drives, "Her-A-Thon", etc.-Continually iterate and improve the whole candidate experience. Be the voice of our candidates, and evangelize internally for what they need.-Handling confidential hires & data.-Planning & maintaining candidate logistics data.-Maintaining daily, weekly, monthly reports and publishing it to stakeholders.Tools used :Recruiter Box, MyNext Hire, Keka, Data Studio.

Brought on board to handle diverse HR responsibilities, to oversee the complete recruitment process, from sourcing profiles to extending offers, while also managing client relationships.Key Results:Team Dynamo Orchestrator: Directed and optimized team workflows by spearheading task allocation, daily process upkeep, and innovative MIS management.Data Maestro Extraordinaire: Transformed raw data into strategic insights, utilizing creative spreadsheet techniques for in-depth analysis and trend identification.Client & Candidate Whisperer: Proactively contributed to business development, ushering in new clients, cultivating strong relationships, and actively participating in client calls for the delivery of top-tier profiles.Strategic Relationship Architect: Engineered and maintained robust client relationships, emphasizing open communication channels to enhance collaboration and satisfaction.Efficiency Guru: Spearheaded operational efficiency by strategically streamlining team processes, ensuring optimal resource utilization, and maximizing task efficiency.Tools: G-suite, Mettle

Hired to perform a diverse array of HR responsibilities, overseeing the complete recruitment process, which includes sourcing profiles from multiple channels, conducting screenings, and interviews, and making selection decisions.Key Results: Strategic Talent Catalyst: Orchestrated critical recruitment activities, from dynamic job postings to talent sourcing via premier portals (Naukri, Monster, LinkedIn), demonstrating a flair for seamless candidate identification.SLL Navigator (Skill, Level, Location): Conducted insightful telephonic discussions with candidates, aligning profiles with the current open demand sheet using a strategic SLL (Skill, Level, and Location) approach.Operational Maestro: Kept the wheels turning by diligently updating daily processes and team-related MIS, showcasing a commitment to operational excellence.Data Alchemist Extraordinaire: Transformed data into gold by crafting, updating, and utilizing spreadsheets for in-depth analysis and trend identification, demonstrating a keen analytical eye.Collaborative Recruitment Dynamo: Collaborated across diverse locations, including Bangalore, Chennai, Hyderabad, NCR, Gurgaon, and specialized in DEI (Delivery Excellence and Innovation) and Pharma, showcasing adaptability and a broad recruitment footprint.Tools: Abacus, GPH, Avature, AO screening tool.