 Act as a key strategic HR Business Partner to the CXO’s, CEO, and CHRO and facilitated in building a diverse, people driven,market focused and Performance driven organization, leading a state HRBP role for Haryana regions which Includes 4 Plant, 6offices close to 800 employees including Sales, Circulation, Editorial, Production & Support role. Leading and Managing R&R and E&E initiatives to create a positive work environment andenhance employee satisfaction acrossbusiness vertical and the locations Lead manpower planning & budgeting (annual operating plan), oversee the talent acquisition requirement, and Lead end to endperformance management process for organization. Collaborating with Functional heads and stakeholders to identifying and renewing key competencies required for variousroles and levels within the organization by having one onone discussions with them Assisting in conducting talent assessments, providing data-driveninsights for succession planning and talentdevelopment. Assisting in designing and delivering Individual development plans, including coaching,training, and mentoring, incollaboration with L&D Team for high-potential employees. Monitoring and tracking the progress of career development plans, ensuring alignment withindividual goals andorganizational needs. Lead Change management, Reviewed & recalibrated reporting structure. Lead & driven HR project - Compensation benchmarking for the organization. Market correction, Grade parity. HR Analytics Utilized HR data to identify trends & took measures to improve organization effectiveness & employee engagement

Leading HR for North region for Reliance Retail Pharma Business, covering 6 states with an employee base of ~3000 On roll and 1200 off roll Employee with a team size 2 HR team members, working as HR Business Partner for the regions and managing (Hire to Retire) whole employee life cycle including Employee relations, Employee grievance, Performance management, stake holder management, Conducting RnR , employee engagement and resolving employee complex challenges at the site.

Managing the entire employee life cycle for FIBL and their Group companies: Business Ex.com, Bradford License India, Fran globalInternational & Francorp with around 1200+ employees across various geography End-to-end ownership for Hiring, performance management, employee Grievances on matter, matters oncompensation, policiesbenefits, Transfer, Promotions, and disciplinary case. Driven year end Performance and Compensation clustering for various business units from scratch to closers, KRA’s creations,Rating assessment, budget allocation. Designed and implemented a functional on boarding framework targeted towards increasing the efficiency of the technical andcultural assimilation, Drive RNR and Employee engagement program monthly Quarterly and yearly. Leading people programs at the site and ensuring ground level success of all the initiatives provided guidance on interpretationof HR policies and resolved employee grievances. Created a learning calendar, suggesting learning and development interventions for the defined proficiency level for Each role. Responsible for presenting key insights and future plan of execution including Talent Acquisition & Talent Management priorityto leadership. Create a strong succession pipeline through sustained Talent Identification, Development and Retention strategies. Develop a strong multi-dimensional leadership pipeline and critical capabilities to future-proof tomorrow organization. Attrition analysis, RAG report, HR dashboard monthly review. TA matrix – Cost per hire. ESAT score analysis.Revenue peremployee. HR budgeting zone– L&D travel,seminar, health camp, employee engagement.

Hiring end to end – lateral, niche & leadership hiring via Naukri.com, Shine, Referral, Walk-in drive, and campus visit. Interacting with the Hiring Managers to understand the requirement and source best professionals in stipulated SLAfor variousanalytics requirements within the vertical. Reviewing strategies with the managers on regular basis in terms of hiring and business projections. Identify talent pool and market availability and build a strong mechanism to support business requirements Establish scalable network and strong selection process ensuring the right talent is getting in to the organization Create a clear offer management process, including reference checks, salary recommendations, offer lettergeneration, and offeracceptance/turn downs. Taking Monthly HR Induction program at the site, sharing the require input to all the new joiners, regarding PF ESIC,MedicalBenefit, attendance process, HRMS system, and company policy overview