-Monitoring resignation of high performers and retain the associates at levels up to Senior Associate and reporting to BU leads (Business Unit).-Regularly interacting with the new joiners and making them feel comfortable in the new environment.-Interacting with onsite stakeholder's on daily basis for understanding the hiring requirements for leadership level.-Partner with Business managers and associates to resolve the employee relations issues.-Initiating PIP (Performance Improvement Plan) for low performers and take it necessary action upon it.-Respond actively and immediately during emergency situations and complaints from employees (Measures through ISS-Internal Satisfaction Survey).- Support in driving Participation and action planning for the organization-wide employee’s satisfaction scores and surveys. (e.g. BES-Business Effective Survey, MYR-Mid Year Review, YEA- Year End Appraisal workshop etc.)-Put in supplement efforts for driving compliance to each of the lifecycle processes, Department transfers, Terminations, Job Abandonments, LWD updates (Last working Dates), LOP’s and Exit Interviews etc.-Timely distribution of rewards, recognition certificates and felicitation awards during the town hall and leadership meet.-As a learning partner connect between the academy team and Project team for effective plan and execute the BU Learning needs.-Communicate with own associates and provide assistance on Payroll and Benefits, Relocations, Leave policies and clarify the compensations queries.-Connect with stakeholders from the appropriate functional team where necessary and proactively follow-up with associate’s questions and ensures that issues brought the resolutions.-Working closely with Offshore Talent Managers to manage Operation of HR cycles such as goal setting, Performance Appraisal process, the Salary revision process, Incentive rollout and other special Projects (ad-hoc).

-Working closely with BU head and understanding the business expectation, promoting the effective implementation of new HR Policies and HR Strategies in Business Unit.-Providing recommendations to HR Talent Managers to the troubled area, identify opportunities where new HR initiative would provide values.-Support talent management team conducting research, gathering data, statistical reports and marinating statistical information.- Processing Off-Cycle salary revision, One Time Award, Special Allowance, Severance payout, COLA as advised by BU Leads/heads and Operations team leads.-Extensive interaction with all corporate functions including HR Talent Managers, Talent Systems and HR Operations teams for better service offering to associate and business.-Working together with HR functions to service associate requests and interact with associates via calls and email communication regarding HR Policies.-Analyzing the data and conduct analysis for various business projects, prepare the spreadsheet for Promotion, Year-end Appraisals and lead committee calls.-Supporting the talent review process for the Business (AIA and EAS department) and assisting with compensation analysis and recommending fitments for travelling associates supervisor hierarchy and governance structure on a quarterly basis.-Talent review, identification, competency assessment, closure on feedback and creation of individual development plans.-Observing and responds appropriately in a timely manner to unanticipated situations and stakeholder requests or concerns and demonstrates a willingness to act on feedback.-Focusing on Employee Engagement at all levels of the organization.-Providing dedicated guidance and coaching to multiple managers and employees within a complex business environment, including supporting multiple employee populations. -Take immediate action during an emergency, action against the employee misconduct cases and policy violations.

-Staffing service delivery for particular locations and Business Unit. (Workforce planning and Employee engagement strategies)-Lead for PAN India ADP Team with experience as practice RMG for the biggest horizontal (in terms of revenue)-Cognizant Digital Business (CDB &CDE)-Release Compliance: Ensuring 28 Days release compliance for all bench associates, 2nd Time visitor tracking and compliance.-Front ending RMG Partner for Healthcare & Life Science Digital engineering business for offshore location.-Forecasted the demand across locations by working with the Business Unit; provided unified workforce solution against demand; aligned the demand between Internal & External hiring.-Bench Hygiene Check: Correct Supervisor Tagging, ESA/TMP Governance, TruTime Compliance, Leave Compliance.-Managing Bench associates high ageing fulfillment; suggesting relevant skill match profiles against Service Orders by follow up with Hiring Managers daily; monitoring rejection feedback from Hiring Manager & qualifying those feedbacks for further action.-Follow up with TAG (Recruitment Team) Third Party Vendor for external supply source and liase with Delivery partners for mapping the profiles.-Exploring alternate supply channels by reaching other project’s Non Billable resources, Train & Deploy and running Internal job fair for the aspirants-Audit Process: Ensuring audit process and HR Intervention for high ageing associates-Reducing external hiring recommendation by requesting the Hiring manager to utilize skilling source for available profiles; managing weekly recurring calls with TSC Leadership; categorizing Associates under Faster Deployment, Reskilling & Upskilling.-Preparing Demand and Fulfillment Dashboard, Leadership Reports, Defect reports, Offshore PDP Summary reports etc.-Enhanced entry level training supply through focused program & aligned training plans with future skills demand; reduced attrition rate by working with internal stakeholders.

-Working with various stakeholders w.r.to the high ageing activity (Central deployment team, HRBP, L&D Team etc.)-Responsible to own & address the deployment of associates at PAN India level.-Providing necessary support to set right expectations for constraints Associates; monitoring weekly Audit Reports & follow up with team for pending reports; managing Revenue Acceleration Program initiative.-Working closely with HRBP, TAG, L&D, and Corporate Function Team to maintain clean demand and better offering to associate and Business Unit.-Regular Interacting with CDB PDP (Bench) associates, understanding their requirement find out suitable projects as per skillset.-Aligned visa plans based on forecasting demand for onsite requirements; conducted cross skilling & up-skilling for Internal Bench Associates in niche skills; enabled Cognizant Career Architecture across BU.-Assisting offshore associates their onsite assignment with necessary relocation support.-Tracking of ageing associates and follow up call for all the associates spent beyond 2 weeks in PDP & tracking their status.-Managing high ageing Bench associates fulfillment ; suggesting relevant skill match profiles against Service Orders by follow up with Hiring Managers daily ; monitoring rejection feedback from Hiring Manager & qualifying those feedbacks for further action.

-Skill Update: Ensuring that every associate’s skills are updated in MCA portal in pipeline phase.-Working with various stakeholders w.r.to the high ageing activity (Central deployment team, TM, Audit team etc.)-Responsible to own & address the deployment of associates at PAN India level. -Working closely with business managers to gather and understand upcoming resource requirements.-Working closely with TSC, TAG, Academy, and Corporate Function Team to maintain clean demand and better offering to associate and Business Unit.-Regular Interacting with CDB PDP (Bench) associates, understanding their requirement find out suitable projects as per skillset.-Understand career aspirations of associates and provide required guidance/support.-Assisting offshore associates their onsite assignment with necessary relocation support.-Tracking of ageing associates and follow up call for all the associates spent beyond 2 weeks in PDP & tracking their status.-Handling the Bench associate queries and clarifying their about Cognizant ADP (Bench) policy.-Participating in the Off-campus (30+) and On-Campus (15+) interview (HR Panel) which has organized by Cognizant Campus Team.

-Provide actionable insights by analyzing various employee-related parameters to top management & senior stakeholders.-Providing Analytical Support for Skill Gap Analysis, Attrition Analysis and Promotion Analysis to BU; Working closely with BU leads and resolve the employee relation issues.-Key employee metrics handled: Headcount, Demand & Supply and Utilization-Headcount analysis and prediction (HR MIS)-Attrition analysis and prediction-Internal and External fulfilment analysis (TAT & Ageing dashboard)-Employee utilization analysis (Billed & Unbilled dashboard)-Partner with Business-HR team across globe HR (HR Business Partners, Talent management & Recruitment) to understand business needs and provide data/analytical support to take a decision-Good at preparing insightful dynamic excel dashboards by using slicers-Successfully build various excel model to address business scenario like Localization & Attrition-Schedules, designs and executes standard and adhoc reports-Handling escalations and adhere SLA through the query management tool-Successfully automated HRMIS into a downstream application (HCM to people metrics portal)-Conducting the Cognizant C-Pulse Survey (Business Effective Survey) by every quarter.-Interacting with respective BU HR Partners and gathering the survey questions which can provide powerful insights to Senior leaders.-Publish the employee’s engagement survey scores to respective BU Leaders in order to take necessary action on it.

Additional Responsibilities:-Involved in full recruiting life cycle & end to end recruitment.-Understanding client requirements and deciding on the recruitment strategy.-Induction & Orientation: Taking care of employee induction process and explaining the employee about the policies-Interacting with the delivery team on regular basis and prioritizing requirements as per the billable effective dates.-Sourcing CVs from various channels such as referencing, company’s own database, Job Portals i.e. Naukri, and networking tools such as Linkedin.-Conducting Drives, Walk-ins and personal interviews.-Arranging for technical panels and coordinating at all levels of Interviews.-Conducting HR interviews to check the candidate’s suitability for the requirement.-Providing timely feedback to the client on their requirements and to the candidates on their interview.-Preparing and maintaining various MIS Reports like Tracker sheet, requirement and offer reports, to be sent to delivery heads and top management.-Handled a team of five in absence of Manager. Conducted weekly team meetings. Handled escalations meetings-Recruited candidates with backgrounds including; Application development (Java, Mainframe, VB, .Net etc), Python, R Studio, testing, C++,C#-Recruiting people at all levels, i.e. from experience range of 2-14 years for all permanent.-Providing timely feedback to the client on their requirements and to the candidates on their interview.-Continuous tracking of candidates who are yet to join and ensure to on board them within stipulated defined-Strong experience on salary negotiation and ensure to provide clarity to selected candidates on the compensation break-up-Responsible for executing a complete job market research for requirements especially for Niche technologies to understand market standards and availability of candidates-Participating the Off-Campus and On-Campus interview (HR Panel) which is conducted by Cognizant Campus Team.

- Maintaining budgets and relationships with vendors and consultants.- Creating training programs that are aligned with the organization’s objectives and having a strong understanding of what these are programs.- Acting as the go-to within the business for anyone with questions or queries regarding training and development plans- Working closely with various leaders across the organization and having a full understanding of their units and training requirements - Embracing different styles of training techniques, including e-learning, tutorial sessions or coaching- Having an awareness of the allocated budget and an ability to find solutions in order to implement the required training - Building relationships with 3rd party training providers- Managing the development of the HR team from a training perspective. - Evaluate individual and organizational development needs

-Analysis of internal data trends to provide insights and recommendations for compensation matrices-Reviewing the Annual Salary Revision: Responsible for the process management, file validation, assist with rule definitions, file distribution, validation of final payroll file, reconciliation and communication.-Program Manage the NA calculated plan process in coordination with the wider team. Liaise with the business and key stakeholders to roll out communication, track plans, and collate financials. -Annual Bonus cycle: Responsibilities are including: data validation, file validation, Model validation, creation of bonus files, reconciliation and communication.-Working with NA BU and HR leads on compensation processes for the NA region-Working with the HR systems teams to look at ways in which technology and automation can be leveraged to bring about increased efficiency in current processes -Review the compensation processes across the NA region to recommend and implement necessary improvements.-Being key point of contact for liaising with Travel Compensation, Recruitment, Merging &Acquisitions Team, Talent Manager and the business as required on ongoing activities and processes.-Supporting and managing the operations aspects of the bonus and salary review processes.-Assisting and own process implementation and the day to day operations of the NA region compensation practices, assisting with the design, modification, communication, record keeping, reporting, reconciliation, queries and disclosure.-Assist in ad-hoc compensation projects as and when required by the Compensation Managers-Supporting the wider Compensation & Benefits Team on any compensation related project as directed by the Compensation & Benefits Manager and Head of C&B North America.

-Handling Vendor queries and replying to the vendors through emails.-Providing payment status to the vendor and sending the unprocessed invoices for processing.-Reconciliation of invoices in Oracle and releasing payment.-Processing the invoices of the suppliers of Supervalu using Oracle application.-Preparing Minutes of meeting and updating to the team and clients.-Dealing with vendors, solving their queries relating to invoice payment status and payment disputes-Participating in the Clients call with my Team Manager and Team Lead-Clarifying the team member’s doubts and making them aware of the process.-Conduct Monthly refresher trainings and assessments for the team members to identify the curve areas and to ascertain their understanding about the process.-Preparing Error report on monthly basis which is submitted for audit purposes.-Sending production count of my team members on daily basis.