- Responsible to implement a successful Employee life cycle across Sapphire Retail group. - Lead strategy and full-cycle recruitment for HO and Retail team of 40+ stores across the nation.- Provide consultation on strategic initiatives and complex employee issues and/or policies to strengthen overall organizational capability.- Leads a team to deliver strategic and operational HR support to business stakeholders with the objective of adding value to the business.- Defines, develops, and delivers relevant HR activities that will have a business impact on the attraction, motivation, engagement, development, and retention of the businesses, people, and resources.- Conducted benchmarking and implemented the best incentive and salary structures for staff based on BM.- Manage succession planning for Relevant Business unit or Support Function responsibility to comply with the Talent Acquisition process.- Design and implement a performance evaluation program on the basis of departmental KPIs.- Conducted various Recruitment drives with Universities and NGOs to generate Talent pipelines as per TA requirements.- Act as a servant leader to aspire others to creativity, autonomy, accountability, and fanatical support.- Partnering with the leadership team to discuss the recruitment and retention strategy.- Handling Retail Staff Grievances (Show Cause and warning letters).- Designed Job descriptions and Org Charts for HO and the Retail team.- Lead Sapphire MT Program (Starting from Budget approval, Employment Form Design, ad- design, Campus visits -Nationwide, assessment Center, etc.- Conducted nationwide retail staff training on the Code of Conduct and Retail Excellence Program.

Preparing Job Adds for all cross-functional departments including new plants of High noon (Curexa and Route 2).Coordinating with head-hunters for CV’s as per man-power requirement needs.Shortlisting CV’s scheduling and conducting interviews (Structured, Un structured, Panel).Maintaining the CV’s database for prospective positions.Preparing Offer letters, Appointment Letters etc. of new hires.Preparing and organizing Orientation plans for new joiners.Maintaining Head Count Formation on monthly, quarterly, mid-year and yearly basis.Up-dated HR Policy for the recruitment department.• OD Interventions:Exploring new and creative avenues for Employer Branding and overseeing their feasibility and execution within the Highnoon organizational culture.Ensure Corporate Branding during the recruitment process in all plants of highnoon and head office.Working on initiatives to ensure high rate of Employee Retention throughout the Highnoon.Worked closely with Manager HR in developing assessment material, post-assessment framework and individual development reports for identified Hi-posSupport senior management on Culture and Change Management Initiatives in the organization• Rewards & Benefits:Started Birthday Celebration activity, Star of the Month and Quarter activity to motivate and engage employees.Responsible for the Formation and Amendment of Offer letter and Salary structure with the guidance of my line manager.Initiative taken for arranging multiple employee engagement activities like Mango tango, I am my own hero, one hour with the CEO.• Employer Branding:Participating in job fairs / campus drives to hire young talent.Conducting Management trainee programs across the Highnoon group.Arranging Employer Awareness Program.• HCM Deployment:Part of HCM deployment team of DECIBEL. Played a role as a fictional team member in requirement analysis and deployment of the system

• Write and post technical job descriptions and posting to different media platforms.• Perform pre-screening calls to analyze applicants’ abilities.• Sourcing potential candidates from different social media plate forms like LinkedIn, online websites.• Preparing profiles summary of initially shortlisted candidates.• Conduct telephonic interviews with recruits to gauge interest, personality and salary requirements• Interview candidates combining various methods (e.g. structured interviews, technical assessments and behavioral questions)• Participate in meetings with hiring managers to determine vacant tech-related positions and the preferred attributes for potential hires.• Promote company’s brand image as a great place to work.• Provide feedback to management about details regarding applications.• Ensure proper onboarding for new hires and the necessary paperwork is completed promptly and accurately.• Conducting employee engagement activities i.e. Birthday Celebration, Work place wellness programs, Knowledge sharing day celebration, I am my own hero.• Participating in the job fairs to hire MTO, s, Software developers.• Continuous coordination with the placement offices of top of the line universities to hire fresh IT graduates.• Selecting and Proving relevant CVs of existing employees to Pre-sales department to submit for different tenders and I.T projects