• Collaborates with business heads/director’s for all end to end employee-related initiatives and understand and drivers the business through proactive participation in team meetings and engaging leadership groups.• Builds effective and trusted relationships with Managers and leaders and works effectively and deliver support as part of the team. Also play the role of an employee advocate to all employees and coach and counsel them when considered necessary and handle employee grievance/Conflict and lead compliance committee and make sure all disciplinary investigations are closed 100% within the defined SLAs.• Swiftness in monitoring high-quality HR service delivery(i.e from on boarding to exit)to internal customers adhering to the timeline(i.e SLA)and work processes and thus managing cost-effective operations• Orchestrated daily HR functions supporting employees served as the trusted HR Business Partner to key Operations ,development, Sales teams.• Driving annual performance review and merit increase process, developed and implemented new merit structure.• Streamlined talent management, leadership development, and performance-based compensation processes across the key departments.• Driving Culture-Connected with all levels of employees to developing a desirable place to work based on positive employee engagement survey results.• Proficient at managing & Leading team to success with rich experience in developing new process & procedures, service standards for organization needs & excellence

Role:As HRBP managing the end to end Hr service delivery by adding value by designing workflows or processes that will result in the betterment of employee satisfaction.• Successfully managed across-functional team of 6 supporting "On boarding till l retention consists of Frontend team & HR operations team.• Role out Initiative calendar and tracking action items to closure ,conducting one on one,EWStracking,openhouseeveryquarter,andskip-levelmeetingsmonth-on-month.• Played a major role in contributing to the development and implementation of process andpolicy. Redesigned and drives recognition programs intending to motivate ,reward and retain employees.• Employee satisfaction surveys.ConductLTY("listening to you"survey & pulse survey) • An improved compensation program designed to drive revenue ,Over saw annual performance review and merit increase process; developed an implemented new merit structure.• Develop succession for key leadership through a blend of internal and external latent and develop and retain top talent.

Role: Serving HR programs/process & operations and recommending solutions & improvement.1 Developing, revising, and implementing HR policies and procedures (hiring to retention)2 Assisting with the development and coordination of recommended changes regarding workflow.3 Developing methods for compiling and analyzing data for reports and special projects.

Role: As HR manager managing the end to end Hr service delivery by adding value by designing workflows or process that will result in betterment of employee satisfaction.1. Developing, revising, and implementing HR policies and procedures2. Assisting with the development and coordination of recommended changes regarding workflow.3. Developing methods for compiling and analyzing data for reports and special projects.

Role: As Cluster Manager for 2 buildings (comprise of 2 different Line of business supporting 1800 + employees) providing end to end HR support from Onboarding till retention.

Role: Business partner/Relationship manager for “Commercial print & Call center division”

Roles: Was part of Chennai Nokia manufacturing plan for 1.5 yrs and later was part of the HR GSC (Global Shared Services Centre) End to end service delivery for India on all HRSC process witch involves various Process Transition / Enhancement1. Involved in various migration projects & processes like SAP, Payroll & employee benefits process to India (HRGSC). 2. Assist the country migration of HR activities to HRGSC. This involves an attempt to understand country-specific HR policies and aligning them to that global requirements 3. Monitoring the overall functioning of processes, identifying improvement areas, and implementing adequate measures to maximize the country’s satisfaction level.4. Studying the current process, redesigning the process for improvements with flowchart on need.Post-implementation, makes sure that the SLAs with timeline are being adhered Managing the special projects team –• Designing & implementation of new processes and automating manual works which results in, ease of time.• Hand-on experience in process/workflows in SAP HR and managing Human Resource processes and systems via success factors.

SPOC – E.R manager (Retail, semiconductor & Media communications vertical)• To provide general HR support for employees and as a Lead ensures that HR policies and practices are correctly communicated and implemented.• Supporting:-Performance Appraisal management each stage with in the defined time lines.• Payroll input Administration & compensation inputs.• Onsite travel orientations, handling induction for over sea’s travelers on immigration. • Managing statutory requirements via external consultant.• Personnel information in SAP for all new joiners.& Induct then on HR policy & process.• Back up support for Hr manager @ Caritor U.K office (Bristol) and SAP Maintenance.