Talent Management, Organizational Development and Learning:•Assess training needs and coordinate learning and development initiatives to enhance employee skills and performance.• Design, implement, and evaluate training programs that support organizational objectives and employee growth.•Lead the development and execution of developmental initiatives, action plans, and training materials.•Develop and present strategic reports and presentations for organizational projects, ensuring alignment with business goals.•Conduct needs assessments and gap analyses, driving organizational improvement with 90% effectiveness through targeted interventions.•Collaborate with cross-functional teams to design talent development programs, leadership initiatives, and succession planning strategies.•Facilitate training sessions on communication skills, team building, and change management for diverse employee groups.•Develop and implement HR policies, proposals, and SOPs to standardize processes and ensure compliance.•Partner with HR Business Partners to coach and support managers and employees on performance management and career development.•Monitor and evaluate the effectiveness of OD interventions using data analysis and feedback mechanisms to drive continuous improvement.•Plan, coordinate, and facilitate employee engagement activities and events, such as Rising Star Program, Mentoring Program etc.•Manage and optimize VMV training program, including review and refinement of presentations, activation and addition of trainers through refresher sessions, execution of companywide trainings•Monitor training effectiveness by gathering feedback from employees and adjusting programs as needed.Achievements:•Design and implement an organization-wide learning initiative focused on employee growth and development. •Ensure 100% accuracy in the execution of mentoring sessions through a dedicated mentoring portal with 100 % constructive effectiveness feedback from employees.

Talent Acquisition:• Responsible in sourcing of candidates, telephonic screening, test conducting activities etc. for different positions.• Manage full-cycle recruitment including onboarding of new employees in collaboration with organization’s management.• Prepare and update real time recruitment status, Time to fill and other related reports.• Evaluate applications and screen candidates via calls or emails, as well as facilitating pre-interview assessments.• Compile interview questions, schedule and conduct in-person or video call interviews with shortlisted candidates.• Measure the effectiveness of job advertisements, applicants and interviewing process.• Use social media, job portals and channels to source candidates.• Develop relationships with third party recruitment agencies.HRBP:• Analyzing business structures, procedures, processes, and the utilization of resources and measure employee retention and turnover rates• Responsible to consolidate HR Reports, extraction of data and generate HR analysis reports• Performs analysis and research for a variety of HRD initiatives including, but not limited to, position classification activities, recruitment process, career and workforce development and leadership selection.• Provides staff-level advice to HR business partners developing short- and long-term solutions to their strategic HR concerns.Key Achievements:•Design a report to figure out the reasons of leaving of employees and improved employee retention by 25% through feedback and initiating the execution of employee friendly policies and other development initiatives.•Successfully partnered with business leaders to streamline the recruitment process, reducing hiring time and achieve success by 50%.•Efficiently filled approximately 50 urgent and critical positions at plant facility within a single month.

• Responsible for handling day-to-day queries related to HR and acting as a functional bridge between HRBPs.• Assist with performance management procedures• Responsible in developing organizational guidelines and procedures• Measuring the impact of interventions on staff performance, efficiency, employee retention, and job satisfaction• Serves as functional coordinator for variety of HR business functions including strategic role, organizational development, trainings, human resources business partner, staffing and employee engagement.• Performs analysis and research for a variety of HRD initiatives including, but not limited to, position classification activities, recruitment process, career and workforce development and leadership selection.• Provides staff-level advice to HR business partners developing short- and long-term solutions to their strategic HR concerns.