Building partnerships and working collaboratively with Stakeholders to meet shared objectives.Serving as a strategic business partner to general and upper management; provided guidance on how to best drive employee engagement and productivity while limiting legal risk exposure.Ensure hiring and onboarding is managed effectively in terms of TAT, accuracy and compliance leading to seamless service delivery. Mentor and coach team to ensure recruiting goals are met.Attrition Management and RetentionHave experience on handling Disciplinary cases and representing self as Management Representative.Mentor and coach team to ensure recruiting goals are met.Consistently and sustaining to improve employee satisfaction for HR issues by establishing communication channel and maintaining good employee relationship.Attend daily and weekly calls with Stakeholders and Sr Management on reviews, business / recruiting developments, and updates.Ensuring hiring metrics such as Class Fill, Channel Mix, Conversion, Cost per Hire are in sync with Candidate Experience and ComplianceMaintaining and Improving Offer Joining ratio through timely forecast with the help of ATS and observing market dynamics.

Recruitment – Hiring, Vendor Management and MIS- Bulk hiring through internal and external channels- Strong Follow Ups with active and passive candidates- Strong Follow Ups with Vendors - Lateral hiring though Job Portal- Interviewing/ Screening candidates - Offer negotiation at pre-joining stage- Issuing and explaining offers to new hires- Responsible for meeting targets mainly into Collection Domain reducing vendor dependency- Consistently met targets within TAT by optimum utilization of channel mix - Stakeholder Management- Project ‘Post Attrition’ for finding actual reasons of attrition- Skip meetings with teams on the operations floor

Recruitment – Stakeholder Management, Onboarding, Screening- Initial screening and interviewing candidates - Responsible for Offer negotiation & closure- Onboarding of new employees- Maintaining recruitment tracker on regular basis- Stakeholder Management - Vendor Management- Employee Referrals- Internal Job Postings- Ensuring Class Fill with a proper Channel Mix

Recruitment and HR Operations- Bulk hiring through internal and external channels- Offer negotiation at pre-joining stage- Generating reports considering factors like hiring class fill, channel mix, average salary, demographics of new hires, attrition 3 months, top vendors performance report and any other report generated on request from Operations Team or Senior Vice President- Vendor Billing and new vendor empanelment, contributed to cost savings by bringing down billing slabs- Onboarding incharge for 30-40 new joiners in a month- Activities done on the DOJ are Benefits Form Filling, Medical Test, Bank Account Opening and initiating Background check post ensuring complete documentation on Day 1 itself- Sending new hire intimation to the respective stakeholders post generating employee codes- Ensure the payroll data is fed into HRMS - Ensure appointment letters are generated and issued on the DOJ - Made changes in the background check policy - Part of the launching project of HRMS - Training Team Leaders and above on the usage of HRMS- One of the members having administrative rights for HRMS access for every employee- Ensuring all employees are able to access HRMS, if not get a resolution with the IT Team- Settling insurance claims – cashless and reimbursement considering accidental and mediclaim policy, providing information to employees on request, ensure monthly addition and deletion are in place for premium paid, handled employee death case as wellE-Sat Survey, A survey on employee satisfaction considering parameters like performance culture, leadership team, work environment and feedback to the immediate supervisor