Brought on board to serve as a catalyst for the Site Leads and to develop core HR practice for the NGO. In my role, I helped identify and work cross-functionally to develop and implement various HR procedures. Provide consultation services for the foundation enabling them to better support the unique requirements of individual departments in an increasingly complex environment with reduced resources. Evaluated, developed and implemented human resource policies and practices to support business needs. Counseled employees in areas relating to manager-employee as well as peer-peer relationships, work-life balance, and organizational procedures and policies Guide and coach team & project owners on people management and HR issues. Support Payroll Process models for Regular and Off cycle payroll activities Lead investigation and resolution of employee issues, and provides guidance to managers on performance management and corrective action procedures Provide consultation to managers and counsel employees/managers on people issues Provide consultation to leaders and employees related to complex performance management issues Lead recruiting process through various selection methods, screen applicants and provide hiring recommendations to management. Drive the career path framework and training and development frameworks Educate managers and supervisors in performance management, training, and interpreting company policies and procedures Support managers and employees with logistics and systems in goal setting and performance appraisal actions, as well as talent acquisition

 Part of the leadership team and leading the Human Resource Department of the group and managing end to end talent interventions across India. Contribute to and support the delivery of the HR strategy in line with business objectives  Support the development and continuous improvement of HR systems and policies in line with best practice  Drive and deliver HR initiatives to support business needs, such as talent development, employee engagement, management development, and organizational change  Overall responsible for Razorfish India's Human Resource Department including strategy, resource planning and audit, policy/process formulation, global integration and operations. Guide and coach managers on employee relations and HR issues in line with company policies and best practice, including disciplinary, grievance, performance, redundancy and absence management  Was responsible for designing, developing and implementing processes and policies which should be in line with core organizational objectives  Identify and effectively lead on change management initiatives and as an enabler successfully execute the change management processes across the organization.

 Advocate HR Value proposition and assist drive business objectives Act as a key advisor to senior management in influencing direction of the people strategies Handling all aspects of Employee Relations to promote harmonious relations and improve employee morale & motivation.  Implementation / coordination of Performance management System, including Goal settings & KRA’s including conducting Performance Awareness sessions for all employees. Conducting Skip Meetings, Conducting ESAT Surveys/Action Planning & encourage learning culture within the organization. Policy Implementation, Grievance Handling, Initiating Disciplinary Action, Employee Counseling. Tracking Employee Absenteeism, Coordinating Payroll, EPF, ESIC and Medical Insurance with corporate finance. Competency development of employees through Training and Development initiatives in coordination with internal trainers. Devise and conduct Employee Engagement Activities; Rewards & Recognition – planning, budgeting and implementation. Designing and implementing HR calendar to ensure minimum coverage of 25% employees every quarter through HR forums. Thus, ensuring proper penetration of HR policies and procedures & providing an avenue for immediate redressal of queries/ grievances. Setting up the Retention Management tool and the plans in coordination with the operations team  Formulating the Employee Satisfaction and Engagement plans for the process and monitoring them closely with the operations heads.

 Setting up the HR Shared Services department in the organization. Managed the delivery of the HR administration and query-handling services associated with all aspects of the employee lifecycle  Setup the Integrated HR Helpdesk involving most of the service offerings in HR. Service offerings which form part of the HR Helpdesk are New Joining, Policies & Procedures, Retrials Service anniversary awards, employee greetings, Full & Final Settlement, Recovery , Performance Management System Off-shoring and Centralization of routine transactions/operations from the HR Business Partners

 Developed & monitored the Employee Referral & Direct Channel of recruitment/hiring including the outstation recruitment. Responsible for liaising with Advertising Agencies/ creative agencies to design communication material for advertisements, job fairs, etc.

Vendor Management•Key Account Management / New Business Development / Network and Relationship Building - Developing new, trusted channel partners & maintaining relationship to ensure to source candidates •Evaluating Consultants on the basis of performance, cost effectiveness, timely closures & resource attrition parameter.Selection and Assessment •Frontline Hiring: Managing hiring through vendors, outstation, adverts and various Job Fairs.•Friends for Hire (Referral Scheme of Dell): Contributing by structuring, designing and implementing hiring policies w.r.t. FFH.Analytics •Actively involved in Recruitment Quality analysis. (Voice tool, Partner Performance, Demographic Analysis, Walk- in at various hiring locations and Attrition)•Preparing and maintaining team dashboards