Human Resource Business Partner (HRBP) | Network Redux | India                                                                    

• Strategic Human resource planning & Recruitment: Actively involved in new project discussions and contribute from a human resource perspective. Involved in client discussions as well to understand their requirements. Made decisions on the number of vacancies, location, timeline and have recruited 80+ employees so far handling the end-to-end recruitment procedure.

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• Career Development Program (CDP): Designed a career path framework that assists the cloud services team in their career advancement. In this program, with the help of line managers, I associate a set of skills, capabilities, and certifications to each defined role in the organization. By fulfilling these criteria, the employees were empowered to own and take control of their career progression in their functional and cross-functional career paths. HR team got involved in career coaching, panel presentations and feedback sessions to ensure the quality of the process. In the last 4 years, this program increased the number of people who upgrade their skills through taking certifications and skill training by 120%.

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• Leadership development & succession management: Monitored employee performance and through career coaching and mentoring brought the best talents in the organization to the limelight. Implemented a mentorship program where every leader and a senior of the organization were assigned with a mentee whom the HR team and the leader together choose based on quantitative 360-degree performance appraisal data and interviews. This system helped the organization during post-pandemic attrition when the company had to face many senior employee resignations

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• Change management: Managed the organization’s transition during its critical growth and expansion phase. Prepared leaders and employees to accept and adapt to change by establishing a framework of systems and policies. During my tenure in NR the company grow from 13 to 145, moved to a new office, started its operations in Latin America, and adapted a hybrid working culture.

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• Remote work, cultural and global adaption: Facilitated organizational growth in becoming a global entity that has employees working from different parts of the world. Conducted training to assure cultural sensitivity and effective collaboration through virtual mediums. Introduced project management and internal communication tools like asana and slack that could ensure effective communication among the remote workforce. 

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• Payroll Management and accounting: Supervised the migration of payroll from a paper-based system to Zoho payroll software and managed the automated payroll system (HRIS). Worked closely with bank representatives and CA. Oversee book-keeping and documentation of payments and receipts. Coordinated tax-related documentation. Regulated employee income tax submissions and Investment proof updates.

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•  Job design and work-study: Wrote Job Description based on requirement and market standards. Designed new roles in the company such as technical delivery manager and technical documentation associate who have reduced the burden on engineers and improved the collective output.

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• Employee Counseling: Conducted one-to-one sessions with employees who have technical, personal, or emotional adjustment problems interfering with their work performance. Act as an adviser on correction techniques/ activities and conduct follow up meetings.

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• HRIS System: Automated 60% of HR functions in the company by the adoption of the Zoho HRIS system. Leave and attendance, payroll, performance management, IT declarations and refunds, employee onboarding and exit, asset management, and career development program have been made through the system with minimal human assistance required.

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• Talent Assessment and Learning & Development: Conducted training need analysis (TNA) in the organization for analyzing the gap between actual and desired performance which affects the organizational functioning. This data was presented to the business leaders and after consultation, I designed an annual L&D Calendar which guided my team in the implementation of programs, policies, and strategies to improve organizational effectiveness for the last 8 review cycles.

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• Statutory Liabilities (India): Handled documentation and execution of statutory liabilities such as Provident Fund, Professional Tax, Employee Insurance, Gratuity, Labour Commission registration and yearly renewal etc.

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• Employee Engagement: Planned and conducted various engagement programs. Coordinated sports events, cultural events, festivals etc. Kept track of birthdays and work anniversaries and arrange celebrations.

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• General Administration: Managed day to day office administration, refilling stationary, checking on housekeeping staff, water supply, Internet, electricity etc. Paying bills. Managed attendance and leave. First contact point for a visitor, addressing employee concerns, maintaining a notice board, organizing, and maintaining employee records, other documentation, update and maintaining the internal database.

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• Client Interaction: Acted as the first point of contact for Managed team services for clients for recruitment and employee management.

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• Policy Formulation: Researched industry practices and benchmarking, formulated the first HR manual, User security manual, and employment contract of the company.

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• Team management: Managed a team of 3 HR executives and 2 HR interns. Conducted weekly and monthly meetings, delegated tasks, performed performance review etc. Created an atmosphere in the team where reports can open-up and take ownership.

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• Performance management: Carried out the performance management system in the company, where a 360-degree review model was followed. Lead sessions for managers on appraisal meetings and review rating standards.

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• Documentation: Took care of various documentation related to board meetings, company finance, insurance and gratuity, employee file etc.

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