Talent Acquisition Associate - Human Capital

• Jan 2022 - Present

Talent Acquisition Administrative - Human Capital

• Aug 2021 - Dec 2021

1.Input into overall hiring strategy of the organization to ensure our teams consist of a diverse set of qualified individuals.2.Ensure the staffing needs of the company are being met, with a long-term talent strategy in mind3.Devise and implement sourcing strategies to build pipelines of potential applicants, such as employer branding initiatives.4.Create and implement end-to-end candidate hiring processes to ensure a positive experience.5. Coordinate with hiring managers to identify staffing needs in different areas and departments.6.Source applicants through online channels, such as LinkedIn and other professional networks.7. Keep records of all materials used for recruitment, including interview notes and related paperwork, to share with key stakeholders.8. Interview scheduling & Database Management.9. End to End Offer Negotiation & Offer role out. Show less

Human Resources Operations Manager

• Dec 2020 - Jul 2021

• Designing and implementing company’s HR policies • Setting objectives and goals for the team and also track progress • Monitoring the company’s HR systems as well as databases • Reviewing and approving/modifying budgets • Addressing employees’ queries (e.g. on compensation and labor regulations) • Recommending software for addressing the needs of employees (e.g. performance review tools etc.) • Reporting on costs incurred on HR operations to senior management • Guiding staff and management of company’s HR policies and regulations • Evaluating key HR metrics for monitoring performance. • Recruitment (understanding your companies job scope/need, potential openings, Screening, Shortlisting, Interview, offer, etc) • On-boarding (verification's, documentation, induction, training, etc) • Generalist Activities (Employee engagement/relationship, payroll, PF’s, events, CSR etc) Show less

Human Resources Executive

• Feb 2020 - Dec 2020

• Recruitment (understanding your companies job scope/need, potential openings, Screening, Shortlisting, Interview, offer, etc) • On-boarding (verification's, documentation, induction, training, etc). • Manage employee exits • Recruitment (understanding your companies job scope/need, potential openings, Screening, Shortlisting, Interview, offer, etc) • On-boarding (verification's, documentation, induction, training, etc). • Manage employee exits

Human Resources Intern

• Sep 2019 - Oct 2019

1. Debt recovery from the employees that left the company. 2. Co-ordinated daily end-to-end recruitment process. 3. Co-ordinated in campus Recruitment. Project - HR Operations & Database Management. 1. Debt recovery from the employees that left the company. 2. Co-ordinated daily end-to-end recruitment process. 3. Co-ordinated in campus Recruitment. Project - HR Operations & Database Management.

Human Resources Intern

• Jul 2019 - Aug 2019

I was asked to analyze exit interviews of employees who left the company and find out the major issues of Attrition and Retenetion. I was asked to analyze exit interviews of employees who left the company and find out the major issues of Attrition and Retenetion.

Human Resources Intern

• Apr 2019 - Jun 2019

Intern

• Oct 2015 - Dec 2015

Got the opportunity to learn about the Human Rights of every citizen and even the employees right in a company and how often they get deprived of it, what they should do when so happens. Got the opportunity to learn about the Human Rights of every citizen and even the employees right in a company and how often they get deprived of it, what they should do when so happens.