Align HR strategies with business objectives, culture, and values.Drive talent acquisition efforts and maintain the fill rate while promoting diversity and inclusion.Develop and execute employee engagement initiatives and recognition programs to enhance workplace culture.Implement and manage performance management systems that support employee development and business goals.Introduced and managing AI-driven learning platforms to support skill enhancement and career growth.Ensure compliance with labor laws, develop HR policies, and promote ethical practices within the organization.Lead organizational development initiatives including change management, succession planning, and workforce planning.Maintain a low attrition rate, focusing on employee retention and satisfaction

Head of Talent Acquisition● Define the Objectives and Key Results (OKRs) that Toppr’s hiring strategy must achieve. ● Automate and deploy the right solutions for screening and testing the candidates.● Assess the talent gap in budgeted versus actual manpower. Implement workforce planning and forecasting to accomplish hiring targets.● Identify and execute a data-based approach to talent acquisition. Implement CRM’s and applicant tracking systems to efficiently gather data-driven action points.● Design and implement campus hiring processes for all the PODsMoved to Byjus as part of the acquisition

Role : Head HR:- Talent acquisition, Learning and Development, Employee Engagement, Compensation and Benefits, Talent management, Performance Management Financial planning of the department- Manage Hire to Retire- Ensure statutory and regulatory compliances are adhered -Responsible for HR process adherence across the company-Succession planning and development of the next generation leaders, managers and individual contributors.-Build, amplify and make culture a key value proposition for recruitment and retention-Most importantly to create a culture which makes our Employees & our Customers Love Nandu's.

The role involved assisting in the design and execution of talent management solutions, including competency implementation, career planning, and onboarding for both stores and corporate. It included conducting talent assessments, partnering with the Landmark Corporate Talent Management Team, and managing the Performance Appraisal Cycle. Additionally, it entailed developing and executing the organization's Talent Engagement Calendar, planning engagement programs, and implementing Performance Improvement Plans. The role also encompassed overseeing HR projects and initiatives such as office and store brandings, administering surveys like GREAT PLACE TO WORK, and creating standardized processes for stores. Collaboration with the Landmark Corporate Talent Management Team was crucial for rolling out organization-wide initiatives.

The role involved managing the entire employee lifecycle for corporate staff, from onboarding to separation. Responsibilities included assisting with manpower planning and budgeting, analyzing business data to enhance performance and retention, and developing innovative HR programs with management. The role also encompassed payroll administration, coordinating performance reviews, and implementing employee engagement activities. Ensuring compliance with HR policies, resolving employee relations issues, overseeing corporate office administration, and compiling personnel data reports were also key tasks. Additionally, the role involved leading special HR projects, managing talent acquisition for mid and senior-level positions, and handling exit formalities and settlements.

The role encompassed managing the entire recruitment cycle for all business units, understanding recruitment needs, and developing and executing recruitment plans. Responsibilities included evaluating applicants for profile, grade, and salary fitment, conducting initial screenings, handling salary fixation, making final offers, and negotiating terms. It also involved interacting with recruitment vendors, managing recruitment events, conducting review meetings with hiring managers, and analyzing employee feedback surveys.Additionally, the role included conducting campus recruitment, onboarding and induction of new employees, and involvement in recruitment-related budgeting and MIS activities. Identifying potential candidates through various sources like internal databases, job portals, job fairs, and headhunting was also key. Organizing job fairs to fill key positions was part of the role.In HR operations, the role included database management and administration for all HR modules, maintaining HR-related files and individual records, reviewing and recommending HR policies, preparing offer and experience letters, and focusing on employee engagement and retention. The role also involved successfully instituting an HR recruitment manual.

Part of MBA Internship Program :•Interview scheduling and to keep a track on selected candidates with joining date and updating to the management.•Hands on experience in Job Portals.•Sourcing and matching profiles, understanding and executing call flow for recruitment.•Understanding of coordination for front line openings.•Planning & monitoring end-to-end recruitment cycle.•Documentation, Reference checks & Joining formalities.

Part of MBA Internship Program :Recruitment for the India's Largest Retail Store:>Job posting,in various social networking sites>Sourcing the colleges & negotiating with the placement coordinators as a result sourced more than 100 colleges for campus placements.>Understanding of coordination for entry level openings.>Sourcing and matching profiles, understanding and executing call flow for recruitment.

Part of MBA Project :Creating awareness about Data networking & Unified Communication Solutions among SEN's existing customers. >Knowledge of different IT companies>Product knowledge>Understanding the players in UC solutions>Taking appointment and meeting the right person>Handling multiple appointments>Time Management.>Working under pressure

Part of MBA Project :Customer Satisfaction Survey Cold callingTaking appointment and meeting the right personThe brands that is popular and preferred by the enterprisesHandling multiple appointmentsInstitutional salesCritical factors for the enterprises to churn to other service providers.