Experience

City & Guilds Group

• United Kingdom
• Education Administration Programs
• 1 - 100 Employee

• Human Resources Business Partner

  • Apr 2019 - Present



EY

• Entertainment Providers
• 1 - 100 Employee

• Lead - Talent HRBP

  • May 2017 - Dec 2018

  • Partner with business teams to drive organisational interventions, identify employee relation priorities and ensure their delivery. Play a key role in driving employee engagement and retention strategies for business unit. • Focus group Discussions• Managing employee life cycle from joining to exit.• Planning strategically, anticipate challenges and address issues that benefit the organization.• Performance management & appraisal. Ensure it is in line with company’s objectives. Involved in Increments modelling & roll out. Assisting business in goal settings and with LEAD model. Compensation benchmark and salary survey. Closely work with business leaders on performance improvement plan (PIP)• Employee Engagement: Designing Yearly HR event calendar and engagement plan and driving engagement initiative to support business units. Improving employee experience and taking care of employee wellness as well. Managed the Employee engagement/satisfaction report. Skip level meeting, 1:1 meeting, Employee satisfaction Survey.• Employee Relations: Managing employee issues and grievances. Closely work with Legal and risk management team to get closure on each case. Grievance management, disciplinary and resolving employee queries.• Conducting business specific quarterly Rewards and recognition program (R&R). Outlined the R&R guidelines and closely working with business leaders to identify the worthy talent• Proactively encouraging business managers to review performance and identify training needs and working closely with L&D department for execution.• Formulation of HR policies and procedures and implement best practices in line with company objectives• Data analysis: Monthly HR Dashboard, Attrition analysis, HR Audit.• Resource Management Group: Alignment of organizational processes, systems and culture with key business priorities, design optimal organizational structures, understand organization and cultural needs and drive change management.



Simplilearn

• United States
• E-Learning Providers
• 700 & Above Employee

• AM- HR Operations

  • May 2015 - Apr 2017

  • Provide consulting and business partnering to Business managers in achieving company objectives.• Formulation of HR policies and procedures and implement best practices in line with company policies.• Performance management & appraisal. Ensure it is in line with company’s objectives• Closely work with business leaders and implementation of performance improvement plan (PIP)• Workforce strategy, training needs• Manage employee life cycle from joining to exit. On boarding formalities, New hire orientation program. Employee retention strategy and succession planning Employee release and exit management. Stay interview, exit interview, • Solely responsible for HR information tool. SPOC for 500 employees.• Assisting business in goal settings and KRAs and managing OKR model.• Alignment of organizational processes, systems and culture with key business priorities, design optimal organizational structures, understand organization and cultural needs and drive change management.• Drive HR initiative to support business units.• Employee engagement activities and talent management.• Drive people element for transformation.• Internal communications.• Conduct quarterly/annual rewards and recognition program.• Training and development as per business need• Employee database and record keeping.• Grievance management, disciplinary and resolving employee queries. • Liaise with Payroll team as and when required for inputs. Labour laws and compliance• Coordination with employee for Statutory and compliance query etc• Data analysis



BG Group

• India
• Construction
• 1 - 100 Employee

• HR Consultant

  • Nov 2013 - Apr 2015

  • Talent Acquisition : Handling recruitment for all departments (both technical and non technical).• Establishing recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs and to gain technical understanding of key job requirements. • Building applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport. • Determine applicant requirements by studying job description and job qualifications and attract applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites. • E- recruitment: Managing recruitment through 'I- grasp',’Taleo recruit tool’.• On boarding process: Conducting medicals, back ground verification, Psychometric test etc.• Monitoring job offers and compensation practices; emphasizing benefits and perks. • Induction Formalities: Handling new employee orientation process.• Release Formalities: Ensuring smooth conduct of release formalities. • Handling IGDP ( International Graduate Development programme): This is a two-year international programme, graduates are offered placements across multiple countries.• Training & Development: Actively working with training manager , identifying training needs, liaise with department head and leadership team , coordinating with external training agencies, circulating training calendar among employees.• Managing employee nominations and database for training and development.• Managing VISA applications & related formalities.• Preparing Employee development plan.• HR Dashboard: Designed informative HR dashboard system.• Data analysis: Attrition ,employee movement across assets etc.



SBR Technologies Pvt Ltd

• India
• IT Services and IT Consulting
• 1 - 100 Employee

• Senior Executive HR

  • Nov 2010 - Jun 2013

  • Talent Acquisition :Handled recruitment for both IT and non IT departments.• Coordination with HODs for manpower requirement.• Sourcing candidates from different medium like consultancy, job portals, referrals, social networking sites etc.• Screening and short listing CVs based on technical, communication and behavioural skills.• Payroll maintenance and Salary Assistance: o Fixing of salary or compensation package.o Increments modeling & roll out.o Fitments of salary components / break ups. o Incentive and bonus calculation.o coordinate with the finance department for monthly payroll process.o Compensation budgeting for different departments. o Liaise with accounts team for Statutory & compliance (PF, ESI, PT )• Performance management or appraisal process.• Formulation and implementation of new HR policy.• Liaise with internal audit and legal team as and when required.• Provided continuous support to management and employees for all HR related matters.• Conducting employee satisfaction survey and maintaining that framework.• Employee Relations & Engagement Activity: o Identification of key talents and implementation of rewards & recognition programme to retain employees.o Employee relation SPOC for over 50 employees.o Involved in EWS process.o Rolling out reward and recognition ceremony.o Employee grievance management.o To motivate and reduce work stress frequently organize different employee engagement activities, associated with the cultural event on company’s foundation day & annual corporate trip.• Induction & release formalities.• Training & Development: o Preparation of training schedule/ training calendar.o Conducting both internal and external training programmes for employees. o Co-ordinate with department leads to identify resource need for development. o Take care of training cost and budget calculation. • Designed and implemented interactive Performance appraisal system.• Keeping records of employee database.