Business Partnering:• Drive the alignment of HR strategies with business and functional goals, demonstrating the HR Business Partner's impact to organizational success for a workforce of over 500+ employeesWorkforce Planning:• Analyze and address organizational manpower requirements that supports a 100% year-over-year growth in business operations.Talent Acquisition & Employee Retention:• Collaborate with functions to achieve a specific talent acquisition goal, maintaining time-to-fill positions within 45 days.• Lead the entire acquisition process with the aim of improving efficiency, such as reducing the average time- to-onboard by 15% through streamlined sourcing and onboarding procedures.• Act as a key contact for business managers, with a specific target, such as maintaining a 90% satisfaction rate among business managers regarding HR services and development strategies.Performance Management & OD:• Support functional managers in managing performance of 500+ employees through KPIs.• Responsible to design OD / Change management strategies and interventions resulting that results in enhancing performance of 100% employeesCross-Functional Collaboration and Employee Support:• Deliver measurable one-on-one coaching sessions to managers with the objective of improving manager effectiveness, as assessed through employee feedback or performance metrics.• Support leadership in achieving specific performance management goals, through implementation of performance improvement plan covering at least 20 employee performance ratings over the course of the year.• Quantify the effectiveness of collaboration efforts by setting targets demonstrating the HR Business Partner's role in fostering relationships between HR and other business functions.• Responsible to handle 100+ employee grievances and disciplinary cases.

Performance Management & OD:• Endorsed the organization to streamline the performance management process of 1200+ employees through OKRS. Coached and guided managers and employees on performance improvement techniques and career development• Designed OD / Change management strategies and interventions resulting in upgrading performances by at least 20%.Learning & Development:• Elevated a Values driven culture by conducting regular value drive campaigns, TNAs, LNAs for 100% employee to identify skill gaps, streamlining the mechanism for value appreciations and fostering a culture of cost optimization, mindful consumption & continuous improvement.• Evaluated the effectiveness of learning initiatives through feedback surveys, performance metrics, and qualitative assessments to continuously improve learning outcomes. Compensation & Benefits:• Successfully Implemented efficient payroll systems, streamlined processes, resulting in increased efficiency of payroll processing by 6 days.• Designed and implemented comprehensive compensation and benefits programs to attract, motivate, and retain employees.• Developed and administered performance-based incentive programs, aligning compensation with organizational goals & Conducted competitive market research and analysis to ensure competitive and equitable salary structures and benefit packages.Talent Acquisition & Employee Retention:• Implemented innovative sourcing techniques, such as social media recruiting, talent pipelines, and employee referral programs, resulting in a diverse and high-performing workforce.• Proven track record in developing and executing talent acquisition strategies to attract and retain top-tier talent

• Second in command for learning and development function for 2000+ employees

• Cultivated the culture of learning and growth by fulfilling the current and future learning and development needs through skill development Planners, TNAs, LNAs, training delivery, coordination, feedback. Identified and evaluated at least 50+ critical positions organization-wide to develop succession planning and career mapping.• Bridged corporate and academia gap by participating in at least 50% university career fairs, skill development workshops, recruitment drives and organizing in-house internship programs twice in a year.• Reported HR budget analysis and HR updates to the HR Committee and Board of Directors four times in a year (at end of each quarter) and consolidated report once in a year.Promoted to Assistant Manager – Learning & Development

• Spearheaded closely with strategic business functions catering 100% employees to support day to day HR business needs, Manpower Planning & Budgeting, Career Mapping, Skill Gaps, Job Descriptions, Organograms and Employer Branding.• Began a Talent Pool of more than 100+ candidates for future talent needs of relevant business functions.• Led complete employee life cycle of respective functions of 2000+ employees from Recruitment and Selection, On-boarding, Confirmations, Performance evaluation, Transfers and Off-boarding.• Led Annual Talent reviews of 2000+ employees, low performers, promotion boards, impact analysis, employee grievances, misconducts, disciplinary cases and mapping high potentials on business-critical positions through succession planning. Support in HR operation activities through ORACLE-EBS as and when necessary.Promoted to Senior Executive Office – Learning & Development

• Generalist role catering 100% employees of all HR functions including Recruitment, Performance Management, Learning & Development & Compensation and Benefits