Shikha Kulshrestha

I am currently working for a very fast growing start up with a bunch of dynamic and aggressive Leaders as Head-Human Resource. As a part of my current portfolio, I am responsible from the complete HR function and bringing the new HR perspective to the organization. I brought the whole new change in the organization with setting the new systems, HR Policies and the new processes.

Key Highlights:

• HR Compliance: Streamlined the complete HR compliances ESI registration, PF Registration, Shop & Establishment registration, PT Registration, Designing of compensation structures after benchmarking with other start-ups, and other compliances.
• Policy formulation & Implementation: Designed HR policies keeping the size/Growth of the organization in mind after having multiple rounds of discussion with Leadership Team and implementation on ground with the employees buy in.
• Incentive Policy launch: Introduced new incentive structure (After doing the benchmarking and looking into the incentive trend) and launched that on ground for increasing efficiency of the field staff.
• Employee Relations and Engagement: Conducting skip level meetings, employee surveys, employee benefit programs, Employee pulse discussions and discussion with the senior leadership based on the inputs, Career path mapping etc.
• Used critical thinking to break down problems, evaluate solutions and make decisions.
• Developed succession plans and promotion paths for all staff.
• Collaborated with legal and compliance teams to review paperwork, obtain feedback and procure available information for new training processes.
• Reduced process lags by accurately managing confidential records for staff members.
• Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for new employees.
• Created and implemented forward-thinking initiatives to improve employee engagement.
• Automated office operations while managing client correspondence, record tracking and data communications.
• Followed programs closely to assess effectiveness and make proactive changes to meet changing demands.
• Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
• Elevated new business opportunities while implementing effective networking strategies.
• Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
• Streamlined complaint response management by providing guidance on policies and ensuring appropriate and accurate investigation processes.
• Created organizational filing systems for records, correspondence and regular attendance management.
• Promoted employee buy-in of organizational objectives by conducting orientations of new team members and regular town hall meetings for established employees.
• Instructed senior leaders on appropriate employee corrective steps.
• Assessed and aligned compensation packages to market to attract highly qualified applicants for organizational vacancies.
• Forecasted expected personnel demands and developed forward-thinking approaches to achieve objectives.
• Provided guidance on policies and procedures to harmonize responses, provide appropriate investigation actions and reach resolution of grievances.
• Discovered and resolved complex employee issues that affected management and business decisions.
• Strengthened operational efficiencies and traceability by developing organizational filing systems for confidential employee records and reports.
• Structured compensation and benefits according to market conditions and budget demands.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
• Executed on-time, under-budget project management on complex issues for senior leadership while supporting sales planning initiatives.

• New module introduction during pandemic: English speaking course through British Council/Veta, Power BI sessions, Business communication, Selling Essentials, RBM training modules through Great Lakes Institute, CBM modules through IIT Madras 2) Uplifting the coverage of L&D from 30% to 85%: During FY19-20, the overall completion% reached 85% (offline modules) and 100% (including e-modules).
• TNA coverage organization wide: Had multiple rounds of discussion at every level to ensure 100% completion of TNA exercise and post-completion, inputs presented to the leadership team.
• Coordinated workshops for employees to better understand company mission, streamlining daily activities and aligning worker and company priorities.
• Verified long-term staff excellence by implementing updated and continuous training initiatives such as online modules, interactive programs and language labs.
• Used Edex and Percipio to design training for all employees and increase company retention and productivity rates during the pandemic.
• Developed new training programs such as online modules, interactive software, language labs and online programs and provided ongoing training to staff.
• Appropriately allocated resourced, budgets, inventories, training support and team building materials to increase overall productivity.
• Created curricula, instructions, documents and written tests for various types of training courses.
• Identified employees (HIPOTS) with specific skill sets to recommend for promotions/raises for better engagement and retention.
• Advised executives on best practices for employee growth and productivity goals, consistently helping companies achieve
• Created and implemented new training initiatives such as online modules, interactive software, language labs and online programs, assuring continuous training to employees to promote long-term excellence.
• Integrated talent management process to include detailed analysis of potential talent gaps and development of career plans to identify and retain current talent and attract outside talent to business.
• Reviewed applicant qualifications and assisted management and recruiting with hiring needs and determining compensation and total package.
• Collaborated with leadership to assess and improve policies across board.

Key Highlights of the initiatives I have taken during my tenure :

• Introduced the concept of organized and systematic induction program for field staffs this included structured business presentations, processes and policy, introduction to various support teams. This program has achieved a national rollout and is now a part of essential HR agenda at the company.
• 2)introduced the concept of workshop-based intervention for boosting skills of field force, designed, planned, piloted execution and national rollout of Selling Essentials workshop this workshop was well-timed, as it was organized in the background of demonetization.
• )I helped in improving the source mix, by increasing the direct employee hiring the employees by 2 times, instead of earlier having near about equal mix for direct and consultant-based hiring(Showed savings ). I also initiated the diversity hiring and sustainability plans in the long run. (nominated for Godrej award).
• Developed and implemented performance improvement strategies and plans to promote continuous improvement.
• Recruitment excellence: source mix, diversity hiring ratio, quality of hire Handling end to end employee life cycle in the current region Workforce planning /Manpower budgeting for the sales force with the help of leadership team OD interventions and change management Attrition threat reviews on regular basis for identify the critical cases Running retention programs for employees and HIPOT Cost cutting exercise on quarterly basis to utilize human resource optimally Part of budgeting and financial planning for the vertical Working with the Leadership/L&D team on the training need analysis and accordingly designing their leaning calendars.
• Regular travel to the locations across India for monthly review meetings/market visits for a better ground connect Value addition /suggestion related to business betterment during the review meetings Responsible for releasing/maintaining reports like attrition dashboard, resource management report, sourcing status report, efficiency dash board for business unit and HR leadership Ensure smooth transition in the joining & exit process Involved in grievance handling issues Conducting employment feedback program for the field force Training & Development: Controlling the complete budgeting and involved in the planning for the FY 2021.
• Working with various training partners to deliver the customized training program based on the leadership inputs.
• Identifying training needs and preparation of training modules, calendar, schedules & batches for imparting training on various topics including measurement of effectiveness.
• Conducting managerial/technical trainings to enhance managerial and soft skills of the employees.
• Taking care on IMS audits.
• Budgeting & organizing training programs based on TNA to enhance the manpower skills & efficiency.
• Talent Acquisition/Compensation: Coordination of manpower planning, recruitment, induction, exit interviews & ensuring cultural fit.
• Vendor management Handling salary negotiations, payroll system and compensation administration.
• Manpower planning in consultation with heads of different functional & operational areas Employee Engagement & Employee Relations: Ensure high level of services/comfort to the employees by handling & solving their issues related to joining, offer letters, appointment letters, confirmations, leave management system, payroll issues Ensure accountability & implementation of basic hygiene related to HR processes (Non-compliance in Payroll issues) Conducting Intune surveys and sharing action plan with the teams HR Skips levels, communication and formation of policies Conduction regular pulse survey’s for ground level understanding Initiating, Coordinating & supervising Reward & Recognition process Handling Grievance and issues of employees at various levels on regular basis Involved in the conducting employee surveys for suggestions to make organization as best preferred employer.
• Handling Separation Mechanism & providing inputs based on Exit Interview to management in view to strengthen the system Understand and analyze results of ESS, GPTW & In-tune survey done in the organization New Systems & Policies Defining plans, policies / strategies for greater operational effectiveness and manpower deployment Developing/updating and implementing compensations plans, reward & recognition schemes, HR policies and communicating them across the organization at all levels Counseling/ grievance handling of the employees to maintain a healthy work environment and facilitating Employee Satisfaction & HR Survey & community development activities Performance Appraisals Discussion on the key performance indicators and explanation on the expectation Facilitate performance management sessions with different functions on an ongoing basis to lay down performance metrics and criteria for evaluating performance.
• Implementation of Half & Annual Performance Management Cycle.
• Cascading & provisioning of revised compensation to all employees concerned Owner of all the mid-year reviews and annual review Part of the moderation discussion and member of moderation committee 100% adherence to the bell curve ISO, Statutory Compliances and Labour Laws Ensure PF & ESI coverage and payment with the coordination of external vendor.

• Handled a very critical/tough account(General Electrical) and streamlined all the issues and got appreciation from the stakeholder within 3 months of joining.
• Attrition: Against IT industry attrition average of 18% and UST average of 13%, I consistently maintained account attrition at below 7%.
• I helped company retained a number of employees through my continuous employee engagement programs, and without any significant cost escalation.
• Performed a number of engagement activity for the employees to keep them in their high spirit and high motivation level.

• In addition to my regular HR-focused responsibilities, I also handled Industrial Relation (IR)/OHS in the absence of IR /OHS manager as additional responsibility. I handled all the labour compliances, compliances related to pollution board, drawing approval related to inspector of factories).
• I handled HR statutory compliances , onboarding, Offer releasing, HR operations, payroll etc. and I was additionally made responsible for country-wide employee engagement programs at Lenovo.
• I received recognitions for planning and execution of several new engagement initiatives.
• Devoted special emphasis to punctuality and worked to maintain outstanding attendance record, consistently arriving to work ready to start immediately.
• Proved successful working within tight deadlines and fast-paced atmosphere.

• I was part of the policy formulation and implementation team. Therefore, I co-formulated and executed employee policies and associated matters related to North region.
• Being a logistics firm, DIESL has a significant part of the workforce as contractual labor. I handled and successfully resolved contract labor issues (first time in my career).