1-Menpower budgeting, forecasting & Talent Acquisition – Calculating SFR and per UGC norms and giving Budget forecast quarterly, half yearly & annually to Management for enhancing the business activity. Hiring and selection for Non-Academic staff. 2-Pre-Onboarding – Creating & sharing Offer letter with selected candidate. Documentation. BVG check for selected candidate & sharing Feedback to Top management for Qualityassurance of… Show more 1-Menpower budgeting, forecasting & Talent Acquisition – Calculating SFR and per UGC norms and giving Budget forecast quarterly, half yearly & annually to Management for enhancing the business activity. Hiring and selection for Non-Academic staff. 2-Pre-Onboarding – Creating & sharing Offer letter with selected candidate. Documentation. BVG check for selected candidate & sharing Feedback to Top management for Qualityassurance of Manpower.3-Onboarding – Profile creation at HRMS. Sharing essential Assets & link Like - (Laptop, ID card, ESS credentials to new joiners). Briefing about Organization Policy and Culture (POE Induction & HR related Training).4-Human resources Business Partner – Translating business requirements into effective HR practices delivering people solutions aligned to business objectives. Dealing with complex & sensitive day-to- day people management issues including disciplinary procedures, succession planning activities, enlargement, mobility & retention strategies. Conceptualizing & implementing policies for HR, personnel, welfare, strategies for handling employee unrest, as per policies and the vision, mission and company’s policy for management.5-Conducting HR Best practices survey- Designing and Lunching HR Beast practice Survey for betterment of HR policies and Practices. Sharing analytical report of Survey with top management for strategy planning and decisionmaking. GPTW survey.6-Supporting Departments in Audits & accreditation – Providing Data related support to all stakeholders. Conducting audits for Accreditation like (NAAC, NBA & PCI). Helping in successes full statutory audits like (PF, ESIC & Laboure Compliance).7-Exit Formalities and Attrition analysis - Taking Final Exit interview. Collecting data related to attrition. Sharing detail attrition report with Management for reducing attrition for enhancing originationproductivity. Show less

I was taking care of whole Uttarakhand state including 9 venues of my company. My profile include HR-Generalist, Recruitment & selection, employee engagement, training and 3|Pagedevelopment, payroll management, labor compliance, enforcement of new changes and bestindustrial HR practices in my organization.Role & responsibility - Recruitment & selection (For sales /tele marketing /marketing/operations & IT department). Onboarding. Training and… Show more I was taking care of whole Uttarakhand state including 9 venues of my company. My profile include HR-Generalist, Recruitment & selection, employee engagement, training and 3|Pagedevelopment, payroll management, labor compliance, enforcement of new changes and bestindustrial HR practices in my organization.Role & responsibility - Recruitment & selection (For sales /tele marketing /marketing/operations & IT department). Onboarding. Training and development. Employee engagement activities for stress relies and career development. Retention activities. Exit Formalities. Compliance management. PMS. Liaison with Government Departments like PF Office, Labour Dept., ESI Office and otherrelevant offices. Proficient with Labour Laws such as EPF Act, ESI Act, Payment of Gratuity Act, Payment ofWages Act, etc. Show less

Role & responsibility - Recruitment & selection (For sales /tele marketing /marketing/operations & IT department). Onboarding. Training and development.

 Taking care of Recruitment & Attendance process, Helping department in all kinds of plant Audits like statutory audits, social audits, vender audits& Ongoing internal audits.