- Handling end to end recruitment of Tech and Non Tech. • Vendor Empanelment (end to end responsible) • Job Description Creation • Employee Branding • Data Management

- Independently managed overall recruitment cycle ensuring standard metrics like TAT, Source mix and salary benchmarking- Standardized the interview process, job description, compensation benchmarking and talent mapping from relevant companies from differentindustries by partnering with business leaders to create a structured approach for evaluating caliber candidates at each stage of the process forcomplex positions- Identify and execute ideas to effectively evaluate talent and decrease efforts invested by the business and improve candidate experience- Reduced consultant lateral hiring by focusing on alternate channels like employee referrals, IJP, campus hiring and other free job portals- Responsible for hiring profiles of Supply chain operations, Logistics, IT Engineers, HR and Business Analysts- Maintaining a promising NPS score- Responsible for data management and weekly presenting hiring data to the senior leaders and stakeholders- Managed campus hiring and rolling their offer letter- Successfully achieved a diversity hiring target in the north by focusing on targeted industry and companies- Building & managing relationships with HR Leaders and BU Heads- Successfully closed 3 FC’s hiring within TAT and closed 40 positions in 1months of Newly launched business (Hyperlocal- 90min delivery)

- Partner with 700+ employees of fulfillment center & taking care of employee life cycle to enhance Employee Experience and drive People Focus.- Recruitment - Managing end to end mass blue collar manpower hiring recruitment through a new hiring model developed and handlingstrategic initiative as a TalentAcquisition specialist and Business HR Partner.- Managing early life attrition through employee engagement & retention plans.- Assess overall health of the business unit by drawing insights from 1:1 connect with employees and identifying right inputs to address root cause & provide counsel on all people matters.- Predictive Attrition Forecasting & Management. Publishing monthly FC’s business health report with the HR Leaders.- My Voice Survey- Engagement plan, Focus Group Discussion (FGDs), identifying P0 themes and driving with Business Leadership.- Designing, implementing, and monitoring people strategy for BU based on analysis of exit interviews, attrition analysis, headcount analysis andannual engagement survey analysis.- Providing employee orientation and facilitating newcomers joining formalities maintain the employee master database of each employee and exitformalities for all employees including F&F processing.- Diversity and Inclusion- Creating surveys and questionnaires for some critical situations and action planning based on results.- Responsible for employee relations, grievances, diversity & inclusion and Talent Management.