Rashmi Arora Email and Phone Number

 Supporting the Business Resourcing Lead/Manager to develop the resourcing strategy and translating to actionable plans to deliver with speed, cost effectiveness and hiring of quality talent Drive Initiatives to best Practices, performance management, employee engagement, talent management culture, rewards & Recognition. Developing HR strategies, policies, and practices. Partner with the leadership team on various strategic initiatives such as organization and culture, transformation and succession planning, etc. Partner with employees and leadership to develop policies and programs to attract, retain, and promote workforce of organization. Provide guidance and coaching to employees on employee engagement, employee relations, performance management, career development, talent assessment and retention Participate in the annual performance review and employee recognition systems and work toward ensuring that performance management on an ongoing basis. Works to understand different stakeholder needs and assists in the development and execution of recommendations to help improve organizational efficiency. Works with employees and managers to ensure policies and procedures are followed. Identifies specific employee development needs and advises managers on solutions Regularly organize programs for learning and interdepartmental interaction. Design interesting on boarding sessions and processes for new recruits. Host events for the employees to keep the workplace fun and engaging.

• Organization Effectiveness: create and staff an appropriate organization structure, effectively plan and grow talent for the future, and ensure a market-based total rewards approach• Talent Attraction: ensure effective employer branding to attract employees to meet the business needs• Employee Engagement: working closely with the country management team and line leaders develop and implement an employee engagement strategy that engages all employees while retaining our top talent• Compensation & Benefits Management: ensure we have a competitive compensation and benefits strategy that is locally competitive while aligning with the company compensation philosophy• Talent Development: Working closely with line leaders to ensure that appropriate training and development plans are in place for all employees. Work with Country Leadership to define top talent and create differentiated development plans• Creation of a high performing culture: supporting the culture change to a high performing organization, with positive employee relations and robust communication processes• Effective management of the employee life cycle and use of HR technology (SuccessFactors) to enhance the employee experience. In particular: Ensure accurate and timely maintenance of employee master data in TRUST (SAP Employee Central)

1) Recruitment and Retention: Develop and oversee a recruitment process.Review job advertisements prior to posting, screen CVs, conduct telephone screenings, coordinate interview teams, participate in interviewing candidates and ensure that documentation is collected and recorded/filed.Oversee all labor engagement for the country office and manage the new hire orientation and exit process.2) Compliance and Record Keeping: Annually review the Personnel Handbook recommending amendments needed due to changes in local conditions or labour laws. Manage timesheets for office, ensuring timely submission, approval, accuracy, and filing.3) Compensation and Benefits: Monitor compensation - ensuring internal equity & compliance and benefits. Facilitate job analysis and update job descriptions.4) Payroll and Budget: Coordinate with Finance Manager in the preparation of monthly Payroll. Advise Country Director on appropriate staffing levels and assist in budget preparation. Review employee final payments for accuracy and compliance with labor laws.5) Administration: Ensure smooth running of all administrative functions in the country office. Supervise all travel and hotel arrangements for staff and visitors, including visas and work permits as applicable. 6) Training and Development and Performance Maintenance: Evaluate the need for employee training and development and make recommendations. Oversee the coordination and implementation of annual performance reviews.7) Employee Relations: Work with senior management to resolve employee relations issues pragmatically. Investigate employee relations issues &work to ensure human resources related decisions are consistent and fair.

- Implementing and revising a company’s compensation program- Creating and revising job descriptions- Conducting annual salary surveys- Developing, analyzing, and updating the company’s salary budget- Developing, analyzing and updating the company’s evaluation program- Developing, revising, and recommending personnel policies and procedures- Maintaining and revising the company’s handbook on policies and procedures- Performing benefits administration- Maintaining affirmative action programs- Overseeing recruitment efforts for all personnel, including writing and placing job ads- Conducting new employee orientations and employee relations counseling- Overseeing exit interviews- Maintaining department records and reports- Participating in administrative staff meetings- Maintaining company directory and other organizational charts- Recommending new policies, approaches, and procedures

As, Regional Manager - Human Resource, I am responsible for:(1) Talent Management(2) Strategic Design & Implementation of Competency based on Career Progression & Succession Planning Models(3) Organizing capability building initiatives at different leadership levels(4) Retention initiatives to build an energized & committed workforce with benchmark Engagement index & tangible measures

(1) Acted as a single POC HR for various business verticals (CADD, IT, SEO, Online Marketing Division) (2) Took care of end to end HR Generalist activities