Experience

Inaho Digital Solutions
• Japan
• IT Services and IT Consulting
• 1 - 100 Employee
• Senior Human Resources Manager

  • Aug 2021 - Present

BrandIdea Analytics
• India
• Information Technology & Services
• 1 - 100 Employee
• Senior Human Resources Manager

  • Jan 2019 - Jul 2021


Encore Software Services, Inc.

• United States
• Information Technology & Services
• 100 - 200 Employee

• HR Manager

  • Feb 2015 - Dec 2019

  • Build, maintain and develop the relationship with managers and employees. • SPOC for the management • Shares goals with business leader and take ownership of the strategic HR agenda • Drives Employee and performance related agenda • Implement modern HR process • Monitor, analyze and implement all regulatory changes. • Implement the measurement system which provides day to day performance of HRD • Protect and act in the name of employee • Conduct regular opinion survey • Introduce and maintain Grievance process • Handle change management • Define clear Roles and Responsibility • Set simple and performance driven compensation strategies and benefits • Develop top talents and train them. • Build employee friendly culture • Direct communication channel • Build Rewards & Recognition. Show less



Ascendant Technology

• IT Services and IT Consulting

• HR Manager

  • Aug 2011 - Jan 2015

  • Played a key role in ensuring the successful launch of company. Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation. • Negotiated approximately 70+ salary offers and dozens of sign-on bonuses/relocation packages annually at both the exempt and nonexempt level. • Wrote employee manual covering disciplinary procedures, code of conduct, Ascendant policy and benefits information. • Introduced company's first formal performance review program, creating a flexible and well-received tool that was later adopted company-wide. • Implemented effective induction programme for fresher’s & Lateral hires. • Developed & Implemented Skill management system & Leave Management system. • SPOC for all HR function: Strategic planning, organizational development, staffing, training, benefits administration, Employee Relations, Management Development, and Performance Management. • Advise leadership team on all HR issues • Lead an HR department of 3 • Managed rewards & recognition program. • Identified and designed a strong leadership training program to develop and enhance the management skills of group leads and supervisors. • Restructured the recruiting process with an emphasis on hiring the best possible candidate and streamlined and improved the orientation and training program to maximize performance and retention. • Developed databases to track safety data, employee reviews, counseling’s and applicants. • Periodically updated the employee information manual and personnel policies to ensure compliance with changing federal and state regulations. • Ensuring compliance with local government regulations. • Member of Executive Leadership team • Spearheaded succession planning initiative, resulting in projected reduction of hiring expenses. Show less



CSS Corp

• United States
• IT Services and IT Consulting
• 700 & Above Employee

• Recruitment Lead

  • Apr 2010 - May 2011

  • Implements human resources programs by providing human resources services, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, compliance Management , and labor relations; completing personnel transactions. • Develops human resources solutions by collecting and analyzing information; recommending courses of action. • Improves manager and employee performance by identifying and clarifying problems; evaluating potential solutions; implementing selected solution; coaching and counseling managers and employees. • Completes special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; fulfilling transactions. • Manages client expectations by communicating project status and issues; resolving concerns; analyzing time and cost issues; preparing reports. • Prepares reports by collecting, analyzing, and summarizing data and trends. • Protects organization's value by keeping information confidential. • Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. • Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. • Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments Show less



Zenta

• Sweden
• Software Development
• 1 - 100 Employee

• Process lead

  • Aug 2007 - Oct 2009

  *Reporting on the Joining formalities/ Employee Assimilation to the management. *Managing end to end Confirmation / Regular Appraisal for the Business Unit *Process benchmarking to identify and implement HR best practices. *Formulation, implementation, analysis & revamping of HR policies and procedures *Organizational structure/chart and reporting structure preparation with organizational updates. *Ensuring 100% Non-Compliance with regards to Exits, Termination, PEP,Induction,etc *Owning and driving the bi-annual performance management process across various levels *Identifying the training needs based on Skill Matrix and Training Need Identification *Preparing training calendar/schedules for both in-house & outbound programmes Maintaining training records and training effectiveness of the trainers Anchor periodic programs like employee confirmation, variable allowance payouts. *Enabling high levels of productivity and low levels of attrition through various *Employee engagement initiatives(Team outing, birthday bash, seasonal events) *Driving Rewards & Recognition initiatives *Performance Management and Employee Growth(PEP) *Partnering with Managers to drive effective performance feedback process and individual development plans Driving bi-annual promotion process through identification and discussion of promotion eligible and evaluation of promotability Salary planning for employees as per defined C&B metrics Proposals for salary correction as per correction budget Identifying candidates to be covered under retention bonus plan Driving people metrics across the organisation as per defined HR Best Practices Identifying actionables as per survey results and driving the same across the BU Show less



IBM Global Services

• India
• Consumer Services
• 1 - 100 Employee

• HR Recuirter

  • Sep 2005 - Jun 2007

  • Recruiting for Full time and Contract Positions for Main Frame & Data warehouse positions • Responsible for full cycle recruiting from analyzing the requirement with business teams to delivery of the candidate. • Working on very high volume of open positions with great turnaround and closure time. • Managing and tracking managed services projects in assuring all positions are fulfilled. • Providing management with hiring metrics which includes time to fill, quality of hire, total number of requirements closed, and overall individual performance. • Helping business teams effectively analyze the type of resources are needed for current needs. • Build a strong relation with the hiring teams to ensure hiring targets are achieved. . Vendor management - Handled around 150 vendors for walk-in drives. Show less



Dial R solutions

• Sr Executive - Recruitment

  • Nov 2004 - Aug 2005

  Recruiting for The Clients openings for IBM (MF, DW ) for full time, contract to hire and contract positions Briefing the candidates about the job requirement and Screening the Candidates as per the requirements. Short-listing after Preliminary screening of candidates through personal interview, written technical test and coordinate with the technical panel for the final evaluation. Scheduling interviews and tests of the candidates with the client companies. Assisting the Client Company in the selection and placement of the candidate. Follow-up with the client as well as candidate till the selected candidates gets the offer letter and joins the organization, as well as follow up with the client for revenue collection. Visiting client companies and to be client companies to discuss future business. Management of the resume database of the company. Head hunting the candidates. Show less