HR Strategy and Planning:• Develop and execute HR strategies aligned with the company's business objectives.• Drive workforce planning, talent acquisition, and retention initiatives.• Collaborate with senior management to align HR practices with overall organizational goals.Employee Relations• Foster a positive work culture that promotes employee engagement and satisfaction.• Address employee concerns, conflicts, and grievances in a timely and effective manner.• Implement employee recognition programs to enhance morale and motivation.Talent Management:• Lead the recruitment and onboarding processes to attract and retain top talent.• Develop and implement performance management systems to drive employee development.• Identify and nurture key talents within the organization for succession planning.Training and Development:• Design and implement training programs to enhance the skills and capabilities of employees.• Facilitate career development initiatives to support employee growth and progression.• Ensure compliance with industry standards and regulations through ongoing training.Compensation and Benefits:• Oversee the development and administration of competitive compensation and benefits programs.• Conduct regular market surveys to ensure the company's compensation packages remain competitive.• Manage the implementation of reward and recognition programs.Industrial Relations:• Establish and maintain positive relations with employee unions and external labor organizations.• Lead negotiations and collective bargaining processes to ensure fair and equitable employment terms.• Monitor and address compliance with labor laws and regulations.

This role is primarily responsible for augmenting HR team in executing people related initiatives for business division to achieve strategic organizational objectives. It covers the spectrum of talent management, development and engagement activities. Create standard formats and set up systems and process covering recruitment, training & development, compensation & benefits, travel, time & attendance, separation, work environment& tools for productivity, performance management Work closely with the MD – VP Strategic HR projects.  Successfully completed Competency Mapping exercise across the organisation. Working with the line managers to identify and resolve HR issues, and determine specific HR business needs within the division HR Operations, retention, employee connect, propagate & the culture through various HR initiatives Implementation of HRIS and Automation of HR. Setting HR department

• Training & Development Developing Training content, modules, Programs and training calendar Training need analysis Coordinating Training programs  Training feedback evaluation Induction for new employees.  Conducted (OBT) Outbound training session for Jr. and Middle level managers Coordinating and facilitating Leadership Development & Talent Management initiative across the organization • Recruitment and selection. Recruitments. (Pan India) Operations and Executive staff - Middle Management.• Time and Attendance Management Leave & attendance management.• General Administration Negotiating with the Government officials  Negotiating with the operations staff. Sourcing uniforms, shoes for operations staff • Handling IR Issues Handling trade union and statutory officials Addressing union’s issues.• Employee welfare Employee Engagement activities, Handling outsourced employees. Initiated online leave management system, biometric attendance system

Talent Acquisition:• Continuously interact with the Division Centre and Regions to indentify requirement if critical roles in service division.

Key Responsibilities:Recruitment and selection.Sourcing resumes through various channels as per the requirement.Short listing resumes for the various positions Scheduling and Conducting Interview.Salary Negotiation, Salary Comparison Issuance of Offer letter, Appointment letterConducting joining formalities of the new recruitsPerformance Management System.To review monthly and quarterly PMS.Development of KRA as per the Business plan of the department.Link KRA to the departments annual plan To ensure the Completion of Monthly & Quarterly performance of employees To linked KRA with BSC.Training & DevelopmentTo conduct Training Needs Identification Study Arranging training program ( coordination with faculty and participants)Conducted Training Impact StudyTo conduct "SAMANVAYEE" induction program for the new joinee'sDesigning training calendar for GETs/ MTs/ DETs in order to provide Induction..Compensation and benefitsCompensation benchmarking across the organization HR AuditRecruitment process audit, Joining formalities audit,Training and Organizational Development Audit,Payroll processing Audit,Leave management & Time Management Audit,Audit of studies conducted (Climate study, Training Impact study, Employee Satisfaction study)Review of SOP's (standard operating procedures) Review of Human Resources policies Major AccomplishmentsInitiated the Training need identification through Performance Management System to get better results of the training imparted to the employee.

Critical Evaluation of Performance Appraisal System in relation with the employee motivation Balanced Score Card

Recruitment, PMS, Maintaining Data base .SAP HR, HRIS,Joining formalities, exit formalities full and final settlements etc

Recruitment, PMS, Coordination in Training and development