Amanda Quadros

• Closely involved in the entire training life cycle and building relationships, visibility and credibility with stakeholders
• Understanding business and training needs both generic and specialized
• Design and develop programs in the Functional, Behavioral and Managerial Effectiveness Development space
• Work with HR Business Partners to understand gaps in skill matrix and the link the same to the training needs analysis
• Working on the training needs analysis and development the training calendar
• Closely involved in development related discussions with talent, assisting them with culling out a personal development plan for themselves also rolling out interventions for the same
• Closely involved in Organizational Development initiatives arising out of the goal and vision of the leadership team
• Maintaining high standards of governance and controls on budgets, capacity mapping, feedback etc
• Responsible for new joiner induction program
• Involved in new initiatives introduced by the APAC Campus and replicating the same locally
• Responsible for MIS and dashboard reporting of key L&D metrics
• Within a short span streamlined processes such as budgeting, provisioning, new joiner induction and also assisted with digitization of the dashboard
• Working on territory wide projects like mentoring, positive management etc
• Ensuring mandatory trainings (online and classroom) such as POSH, Conduct etc are developed and rolled out to employees
• Rolling out initiatives for talent
• Involved in the employee wellness program which involves physical, psychological and mental wellbeing.

HR Business Partnering :

1. Employee Relationships: Review employee relations within the Business Unit to identify and address key underlying issues. Act as a strategic partner to support the Business Managers.
2. Recruitment: Recruitment which results in positive feedback from internal customers in hiring the right resources within quick turnaround time, competitive compensation negotiations and due diligence on the quality of the candidate.
3. Compensation: To facilitate the CRP process to ensure that it is within guidelines and timeframes. To ensure an error free compensation review process.
4. Performance Management: To manage and support the Performance Management process to ensure completion and consistency between rewards and ratings.
5. Career development: Facilitate the identification of talent and support them with professional development and career moves. Completing career discussions with employees.
6. Others: Provide high quality customer service not limited to sound HR advice and support to mgrs and emp.

Operational HR Delivery

1. Timely and accurate delivery of payroll data - last working date, LWP cases, allowance approvals etc.
2. Ensure all exit formalities are completed within timelines.
3. Ensure Confirmation Procedure followed and closure of confirmation cases as per timelines
4. Ensure trackers (Mobility, Exit, Disciplinary etc.) are regularly updated/ maintained
5. Ensure BGV cases are closed as per timeline

Managing HR risks, ensuring controls and compliances

Ensure that HR risks are well identified on time and a suitable action plan is in place (eg attrition/people risk, labour law issues etc)
2. Ensure proper process is followed for disciplinary cases and PIP cases
3. Ensuring background verifications reports are monitored and resolving unclear reports in a timely manner as per guidelines
4. Block Leave reminders and follow ups with managers

Project Management and COE

• HR Business Partner for the IT division in Mumbai, supporting a head count of 1000+ employees in Mumbai
• Prior to that HR Business Partner for the Operations division in Mumbai
• Ensure Fair and consistent application of HR policies and procedures across the various operating sites
• Partnering with business leaders to assure seamless business operations
• Partnering with Talent acquisition team for the resource planning
• Acting as a primary contact for handling all HR related queries while providing immediate acceptable solutions and avoiding further escalations
• Partner with business and ensure effective closure of queries and grievances
• Advice, examine & provide analysis, trends and insights to business on attrition and employee engagement, thereby assisting business leaders with decision-making
• Running Annual Total Performance Cycle, Annual Promotion Cycle and Annual Compensation Cycle
• First point of contact for any employee relations matter
• Support employee relations team to investigate specific instances relating to employee misconduct, harassment and discrimination complaints
• Assisting and guiding with employee termination process, ensuring smooth exit formalities, conducting exit interviews to gather employee feedback and effectively managing involuntary termination processes
• Managing employee grievances by investigating the instances with obtained information (facts & figures) and offering the best possible solution
• Managing end-to-end employee life cycle in the organization
• Managing all dashboard and presentations for Senior Management/Onshore Leadership.

• Recruiter for Non-IT Businesses
• Partnering with Business to develop and execute recruiting plans within both agency and in-house settings
• Manage all phases of full-cycle recruiting, from initial sourcing and screening through offer negotiations, placement and onboarding
• Understanding business requirements and advising accordingly
• Responsible for ramp of several key teams namely KYC team, Global Markets equities and derivatives team
• Working on recruitment MIS for senior management
• Collecting and analyzing market data and creating internal benchmarks.

• Prepared MIS, PPTs and Charts for HR Business Partners while efficiently coordinating with payroll team to manage employee payroll process
• Organized and conducted HR connect sessions for various business divisions, consolidating the employee feedback and presenting to the business personnel
• Successfully handled recruitment activities such as maintaining recruitment data, coordinating with vendor and sourcing & screening CVs
• Worked on implementing Taleo - A recruitment tool, to bring in automation in recruitment
• Acted as a single point of contact for handling all exit cases and ensured smooth off boarding formalities for the separating employees
• Analyzed employee attrition by creating attrition reports while monitoring exits regularly and maintaining correct records in the database
• HR Support: Valued for versatile skill-set as a 'floater' within HR department, filling in when needed to assist with payroll, benefits administration, new-hire orientation and other HR functions.