Manpower planning and Budgeting - Headhunting & recruiting, administering the selection process as per the requirements. - Active participation in the smooth functioning of the HR department, like framing policies, setting standards, salary grades, etc... - Create a comprehensive and sustainable employee engagement strategy - Conducted Employee Engagement Survey developed and implemented Employee Engagement initiatives and promoted employee- friendly programs for healthy employee management relations, thus achieving the business goals. - Ensure follow-up on issues emerging from employee satisfaction surveys, town hall meetings, visit reports, exit interviews, and others for capturing employee inputs. Gather information on employees’ feelings about factors that affect worker morale, motivation, and efficiency. - Maintain HR procedures that comply with labor regulations. Managing staff wellness and performance reviews. - Driving performance management Process. Ensure the pay and benefits plan comply with statutory regulations. - Setting the organization’s pay structure and benefits offerings. - Design pay–for–performance plans, which include guidelines for incentive pay. - Strategizing Induction of entrants across businesses and functions with an adequate timeline for pre and post-engagement of the entrant - To guide and manage the overall attrition and ensure strategies for retention are implemented in all functions and locations. - Creating training materials, and resources to help leaders successfully build action plans based on survey results - Help leaders determine links between engagement and outcomes such as turnover, healthcare costs, grievances, etc. - Manage a professional training and development staff - Determining training needs of staff and designing/conducting need-based training programs to enhance their operational efficiency leading to increased productivity. - Evaluating effectiveness of training & development programs; formulating or reviewing training strategy and determining appropriate instructional methodologies and formats. - Providing guidance and leadership to staff in accordance with specified program objectives.

Prepared HR Budget - Headed various Cross-Functional Teams to strategize & execute the Manpower Planning & Budgeting exercise in line with the organizational goals - Handling recruitments across different job profiles and at various levels. Negotiated and made offers to candidates, ensured timeline adherence with regard to hiring - Conducting employee joining formalities. Initiated ‘HR connect’ to know employees' concerns - Created incentive scheme/ Policy. Driving employee Reward & Recognition policy - Driving employee “Knowledge Sharing Session” for all employees. Driving performance management Process

Handled the entire Recruitment function. Responsible for end-to-end recruitment activities from sourcing to the offer rollout stage. - Counseled and Oriented necessary information to the candidates - Handled end-to-end payroll of all 800 Employees. Attended to the problems/queries of the employees - Traveled to the branches to extend employee relations and find out their concerns - Conducted regular coaching for team members, helping them to develop their capacity to create new possibilities

Established complete HR function and ensured smooth functioning of the same - Reviewed existing policies & procedures & made necessary amendments to align them with Organizational needs. Formulated & implemented new policies that promote a healthy work environment - Handled end-to-end payroll of all Employees - Identified training needs & organized customized training programs to enhance manpower skills & efficiencies - Created JD, KRA/ KPI of Employees - Designed and Implemented rewards and recognition policy for the employees - Driving the performance management Process. Liaised with Statutory Bodies (Shop & License, PF, ESIC, PT)

Handled recruitment process which includes drafting & designing job descriptions & job profiles, Job postings. Negotiated with candidates for offer & Remuneration acceptance - Coordinated with Consultants for various permanent staffing - Responsible for inducting new employees to the policies and the culture of the organization and providing guidelines in relation to the functioning of the organization - Coordinating with departments for Performance Appraisal. Handled exit process - Counseled and Supported employees to have good employee Relations & Retention - Interacted with employees to understand & resolve their grievances. Managed Payroll & Statutory compliances STUDIO 365 OCTOBER 2009 - JULY 2011 HR & ADMIN EXECUTIVE - Understanding business requirements. Formation of the Job description - Sourcing candidates using internal databases - Job portals, - Job postings, Employee Referrals, Networking, Consultants Shortlisting candidates, doing initial HR Check - Conducting the first round of HR interviews in order to judge the candidate's suitability, attitude, academic & professional qualifications, experience, communication skills, etc - Salary negotiation with the candidate. Maintained employee files & records, join Documents - Prepared appointment letter, provided Access card INDUSTRIAL RELATION - Handling Labour Laws, Legal Compliance, On Job Technical Training, Multiskilling - Wage Management. Monitoring Contract Labour HIGHLIGHTS & ACHIEVEMENTS: