Anup Raj T P

As the Unit Head of Human Resources – Business Partner & Strategy, I lead the design and execution of integrated HR strategies aligned to business priorities, with a strong focus on end-to-end employee lifecycle management (Hire-to-Retire) and digital HR transformation through SAP SuccessFactors.

Strategic HR Business Partnering: Collaborate closely with unit leadership to align HR initiatives with business outcomes, enabling organizational growth, workforce productivity, and operational efficiency.

• Employee Lifecycle Management (Hire-to-Retire):
Own and manage the complete employee lifecycle, ensuring seamless integration across all HR touchpoints:

• Employee Lifecycle Management (Hire-to-Retire):Own and manage the complete employee lifecycle, ensuring seamless integration across all HR touchpoints:
• Onboarding & Induction: Design and implement structured onboarding programs to accelerate new joiner assimilation, improve early engagement, and reduce first-year attrition.
• Performance Management: Drive goal setting, continuous feedback mechanisms, and annual appraisal cycles aligned with organizational KPIs and competency frameworks.
• Learning & Development: Identify capability gaps and deploy targeted learning interventions, leadership development programs, and succession planning initiatives.
• Career Progression & Internal Mobility: Enable structured career paths, promotions, and internal job movements aligned with performance and business needs.
• Led engagement surveys and action planning initiatives to enhance employee satisfaction and retention.
• Analyzed attrition trends and implemented retention strategies while managing structured exit processes, including exit interviews.
• Retiral & Separation Processes: Ensure compliant and smooth closure of employee lifecycle including full & final settlements, documentation.

HRMS & Digital Transformation (SAP SuccessFactors):
Drive the implementation, optimization, and governance of HR technology platforms with a focus on SAP SuccessFactors:

• Lead end-to-end HRMS implementation and enhancement initiatives, covering modules such as Employee Central, Recruitment, Onboarding, Performance & Goals, and Learning.
• Ensure data integrity, system governance, and process standardization across all HR functions.
• Leverage HR analytics and dashboards for data-driven decision-making, including attrition analysis, hiring metrics, and performance insights.
• Automate HR processes to improve efficiency, reduce manual intervention, and enhance employee self-service capabilities.
• Train stakeholders and ensure high system adoption across employee and leadership levels.

Policy, Compliance & Governance:
Develop and implement HR policies in line with statutory requirements and organizational standards, ensuring audit readiness and risk mitigation.

Operational Excellence:
Oversee HR operations with a focus on process optimization, service delivery, and continuous improvement across all HR verticals.

At Narayana Health, I played a pivotal role in establishing a new business vertical, Narayana One Health, contributing significantly to its successful launch and operations.

My responsibilities encompassed:

• Compliance Framework Setup: Ensuring the implementation of all regulatory and statutory compliance matrices to support seamless operations.
• Strategic Business and Workforce Planning: Collaborating with leadership to design business strategies, define organizational structures, and execute effective manpower planning.
• Policy Development: Creating and implementing company policies aligned with organizational goals, ensuring adherence to best practices, and legal requirements.
• Operational Excellence: Overseeing the establishment of core HR operations, including recruitment, onboarding, and performance management, to build a high-performing workforce.

• Responsible for all HR operations, management, and delivery.
• Responsible for overall strategy formulation and management of HR operations for the Karnataka cluster, consisting of 8 locations with over 1,500 employees.
• Responsible for overall direction, consultation, and manpower planning.
• Coordinating with the unit and local HR of base locations to understand, formulate, and provide effective, quick resolutions.
• MIS, Payroll Processing, and Closures
• Coordinating with the quality team to ensure NABH standards are adhered to and followed, with support during the NABH accreditation process.
• Timely reviews, audits, and checks to maintain constant delivery standards.
• Budgeting, cost analysis, and risk analysis.
• Complete the performance management cycle.
• HRIS, strategy modulation, and policy reviews and implementation.
• Statutory and compliance adherence and management.
• Developed and implemented new procedures to improve efficiency of the organization.

• Responsible for all ER initiative and Responsibilities
• Responsible for overall ER activities & management of Employee Cycle
• Responsible for Performance cycle and compliance
• Key Stakeholder in implementation of leading New Systems – “Namely” – Once implemented the Performance Cycle, leave management, roster management, Talent management, Payroll and Basic/Master data of all individuals can be accessed and reviewed from anywhere(Cloud based software) and “J-connect” – Administrative Tool (Internal Driven software to identify and reflect the complete life cycle of an employee from Joining to Exit)
• Initialized New EWS Tracker to effectively predict attrition – Contains formulative driven approach based on Employees Performance, Behavior, and approach towards the management
• Data Management – All Co-Related data handling related to employees – Performance, Payroll, attendance management - Discrepancy handling and resolving queries on the same and updating
• Leave management – Effective roaster mapping, Shift allowance and incentive mapping

HR Strategy and Management:

• Formulate and manage HR and facilities strategies
• Provide direction and consultation for manpower planning and overall HR operations

Recruitment and Staffing:

• Evaluate applicants, and conduct prescreening interviews
• Maintain applicant data in the ATS, and ensure efficient recruitment for open positions. Develop a talent pool, and build networks for passive candidate sourcing
• Collaborate with hiring managers and transition teams on job descriptions
• Manage reference checks, background checks, and college recruitment initiatives

Payroll and Compliance:

• Oversee payroll operations, ensuring accuracy, timeliness, and compliance
• Address escalations, process corrections, reversals, and manage payroll changes
• Maintain payroll records, prepare reports, and assist with month-end journal entries

Employee Relations and Engagement:

• Address employee queries related to salary, leaves, attendance, and transfers
• Manage employee engagement activities, including performance appraisals, and R&R programs
• Conduct skip-level meetings, exit interviews, and full and final settlements

Retention and Policy Communication:

• Track attrition, devise retention strategies, and explain policies and benefits to employees

Induction and training:

• Lead induction programs, organize training, and facilitate weekly employee engagement activities

Additional Responsibilities:

• Perform special projects as assigned, and maintain adherence to company policies and regulations.

• Responsible for competency-based, end-to-end recruitment, including screening, scheduling interviews, and the post-selection process.
• Skill gap analysis, training needs identification, implementation of a training calendar, and monitoring the effectiveness of outside agencies to meet organizational needs.
• Responsible for HR operations, adhering to TATs and timeliness, along with productivity analysis.
• Weekly MIS, Weekly Joining, and data.