HR Business partner managing multiple client accounts with an headcount of 900+ professionals, providing strategic HR guidance to the executive leadership and partner with account managers to drive organizational initiatives and processes. Worked towards building conducive environment by synergizing employee-management relationship through various employee engagement programs, administer performance management system to enable high performing workforce, drive annual compensation exercise, focused retention programs to keep employee turnover ratio at bay and providing business/employee advocacy on key employee relation issues.Led Talent Management CoE team consisting of 8 team members, strategizing and driving global and local TM initiatives at org. level for 15K employees. Conduct training need by analyzing feeds from competency assessments and develop learning curriculum. Drive organizational communication and change management, operational governance, process improvements, talent assessments and regular promotion cycles. Periodical performance management and seamless closure of annual rating calibrations. Design cost budgeting to ensure smooth run of talent function.Expertise in HR Analytics and hands-on data management experience in various HR functions. Strong understanding of HRIS systems and their interface, tool implementation, creative data representation using infographics and developing Power Bi models.

Part of recruitment planning and executionResponsible in creating requisitions based on the requirement from businessEnd to end scheduling and coordinating interviews, finalizing offersOffer letter generation and offer follow-ups to keep track of candidatesSummary report to management on recruitment KPI’s such as positions fulfillment, offered vs. onboard, offered vs. declined etc. Employee data management, generating and sending offer letters to candidates

Summarizing the details of the candidates expected to join within 14 days. – Forecasting the volume of expected joiners in the up-coming weeks to ensure employee credentials are generatedData management and reconciliation of IBM employee database with real-time information when in demandRegular interaction with technical and support teams to ensure Lotus Notes account, Email IDs, Position IDs and Employee IDs are ready for new joinersLive support to onboarding team across locations to ensure smooth onboarding of new joinersResponse rate of 3 hours for issues around employee credentials during onboarding dayDaily concluding call with SAP technical team to track the progression of Position ID creation and allocation of workReconciliation of HPAT data on regular intervals to check candidate status change and alter existing plans accordingly to suit hiring requirementsAnticipation of volume (Employee ID creation) and allocation of work to the teamSupport to recruitment team during peak season in scheduling & coordinating interviews, generating offer letters and offer follow-upsQuery management – POC for queries around the process. Ensured the emails received in query mailbox are responded within TAT of 24 hoursWorked towards simplifying the reports to eliminate the redundant efforts and utilize the time saved