Strategic HR Business Partner for Pega Practice in India Talent Management Lead - Credera IndiaTransitioned to an expanded role, integrating Talent Management responsibilities for Credera India alongside HRBP for Pega Practice in India

• Managed a Business Unit with over 200 employees, driving HR strategies to align with organizational and business goals.• Demonstrated strong stakeholder management skills, partnering with leaders to address workforce needs, resolve challenges, and improve employee experience.• Led talent management and development program that enhanced workforce capability and contributed to revenue generation.• Spearheaded employee engagement programs, including innovative Rewards & Recognition and wellness initiatives, fostering a culture of appreciation and well-being.

Transitioned from Employee Engagement to HRBP role, taking on expanded responsibilities in workforce planning and strategic HR initiatives.Contributed to Areteans’ recognition as a Great Place to Work, driving inclusion, wellness programs, and real-time engagement with, an AI-driven chatbot.Supported performance management processes, including appraisals, PIPs, and career development frameworks.

• Designed and implemented a structured Yearly Engagement Calendar with initiative like New Hire Buddy Program enhancing team collaboration and recognition.• Spearheaded the onboarding program, including pre-joining plans and structured probation reviews, ensuring smooth new hire integration.• Developed HR dashboards to provide insights into workforce metrics, enabling data-driven decision-making.

• Acted as the HRBP for flagship stores in the Mumbai region, overseeing a workforce of approximately 500 employees.• Designed and implemented manpower planning and rationalization strategies aligned with business goals.• Led cost-effective recruitment initiatives, including strategic sourcing through Naukri, LinkedIn, headhunting, and partnerships with NGOs and educational institutions.• Strengthened employee retention through structured career progression programs, such as Internal Job Postings (IJP) and the LIFE initiative.• Promoted Diversity and Inclusion through targeted hiring strategies and engagement programs.• Ensured compliance with statutory regulations (ESIC, EPF) and maintained accurate employee records.• Facilitated timely completion of performance management processes, including goal setting, mid-year reviews, and appraisals.• Organized impactful employee engagement activities, including Townhalls, recognition programs, and welfare initiatives.• Delivered training on customer service standards and grooming, achieving certification as a Trainer through the Train-the-Trainer (TTT) program.

• Responsible for on-boarding & joining formalities for new employees for East Region• Coordination during campus drives.• Exit formalities for employees in East Region.• Recruitment - End to end recruitment by generating various sources for recruitment (Naukri, Monster, and LinkedIn).• Prepare and submit all relevant HR letters/ documents/ certificates as per the requirement of employees in consultation with the management.

Spencer 'n' Hills is a talent search firm that provides senior level recruitment services to some of the leading organizations in India and abroad.Our search focuses on top and middle management positions through an integrated search model based on industry research and market intelligence .Responsibilities:> Talent Mapping / Market Research Reports / Headhunting / Client Servicing .> Understand the needs of clients and its hiring profiles to enable effective external sourcing> Develop, drive and execute comprehensive search strategies designed to recruit senior and niche candidates (i.e. competitive research, industry profile development, networking, direct sourcing, etc.).> Network and maintain relationships with key candidates and candidate communities (local and non-local) to enable short immediate hiring and long term opportunistic hiring.

Project Title: Effectiveness of Recruitment and Selection Process at WEBELTo analyse whether the process of recruitment and selection is effective and this was done by conducting a survey in the organization. The result was analysed to come to a conclusion whether the process is effective or not and how much impact it has on the employee’s job performance.