Aparajita Renwa

• Talent Management & employee engagement

- Spearheading the end to end hiring from leadership to consultants, closed on 95 positions in the first quarter.

- Initiating the process for CMMI certification for the organization.

- Rolled out one cycle of Pulse Surveys for 350+ employees.

-Program Managed FGDs across the organization (as a result of Pulse & GPTW) to cater to the identified opportunity areas.

-Launched Engagement Calendar (Virtual and In-person events) for the organization to enable better visibility.

- Facilitated employee events that include (but are not limited to) festival celebrations, employee offsites and annual sport events.

- Enabled dashboarding of relevant metrics for better visibility and governance for stakeholders.

• Internal communication- as a process

- Worked on creating a Communication Charter for the organization to enable better alignments across stakeholders and to capture - Voice of Employees through structured Townhalls.

-Designed communication around key HR Policies, Initiatives and Systems. Increased transparency and reduced query management for Business Partners.

• Spearheading the hiring for the two most important revenue generating departments in Meesho- Business Category & Monetization with a team of 7 and grew the employee count from 149 to 350+ fulltime employees
• Hired and closed on 500+ in volume hiring for key accounts managers & category associates in 2 quarters
• Managing restructuring of employees cross functionally including realignments, leadership changes and reductions in workforce
• Consulting & counseling in the areas encompassing performance management, talent management, employee relations, talent acquisition & staffing, compensation, benefits, training & development
• Directed the end-to-end recruitment lifecycle and ensured adherence to the process with involvement in vendor management, rate negotiation & finalization and monitoring of vendor performance

Projects Done:

• Developing the "Hiring Playbook" for the organization on Coda to guide on ways of interview techniques for the interview panels at all levels,like conducting competency / BEI based and STAR approach selection interview processes.
• Integrated the Hiring Playbook with Lever, following up and program managing the entire integration with the US team of Lever.
• Excellence in designing and applying a comprehensive performance management, competency and compensation framework to support the business and achieve ambitious growth plans. Played a key role for the integration of the performance management system with the tool Mesh.
• Ensuring competitiveness of Total Rewards offerings by analyzing & designing new hiring ranges.
• Working with HRBPs to drive bi-annual performance cycle including post-review process Planned & collaborated on the Org-wide Job .
• Evaluation to develop newly designed grade & level framework
• Competency Framework across functions to provide increased visibility on career paths for all employees Planned & executed Org wide Culture Assessment framework to establish Culture Pillars
• Designing an Org wide cascade plan for Org Values across various functions .

• Hired and onboarded over 1500+ employees off-roll & 500+ on role across verticals in OLA, mostly OLA foods, OLA Electric, OLA Fleet Technologies & OLA Financial services
• Hired key positions in Leadership for VP & CXO level for the OLA Financial services to ramp up their 3 new upcoming verticals
• Hired SDE 2/3/4 levels, Senior Architects, Senior Technical writer for OLA Electric for the phase one Scooter & battery org
• Ensured key leadership closures within the stipulated timelines and budget, with no external help, by initiating referrals programs and building networks on LinkedIn
• Building and managing a team of recruiters across 6 cities and assuring process adherence
• Developed and executed complete recruiting plans, weekend drives
• Initiated a competitive analysis for the food tech industry, have mapped and built org structures, worked out a plan on building salary bands and match up the parity across levels
• Driving staffing strategy and execution, branding, problem solving, headcount forecasting, pipeline delivery, demand fulfilment, staffing resource allocation/ capacity utilization, people management, productivity metrics to help OLA foods build their presence from ground up across Tier 1 & 2 cities in India and grow it further
• Have worked on some challenging leadership roles like Senior Director- Marketing, Senior Director-Culinary, Food technologists, R&D Head, Head of Quality, Creative Director, Revenue Head, Director-Category, Associate Director, Logistics, Supply Chain Head, VP Insurance, Senior Director Asset Finance, CMO, Senior Director Operations & so on.

• Work closely with the leadership team and the CEO to strategize recruitment plans and enable best practices pertaining to Talent Acquisition
• Spearheaded the entire talent acquisition initiatives and execution to support the steep expansion plan of the organization
• Have successfully hired around 300+ employees in FY 17
• Hired 40% of the leadership team without agency help
• Implemented the ATS by Darwin box digitizing the entire recruitment process of the organization
• Hired employees for 20 kitchens across cities at different levels of Commis, CDP, DCDP, Head Chef, Pastry head Etc
• Managed and trained team of recruiters to perform the end-to-end Recruitment activities
• Managed the complete expansion hiring in 2018 and built right partnerships with vendors and leveraged them to uniformly meet business needs.

• Lead hiring efforts for key mandates at both India and International markets, facilitating the cultural differences
• Hired Trainers and consultants for Dublin and London
• Hired a team of trainers across Ireland, Belgium, London in span of 2 months
• Managed stakeholders for their manpower planning and future requirement and regularly interacting with them for assessment of open positions
• Responsible for taking strategic decision for recruitment and helping the business in succession planning on critical resources
• Designed & developed the Performance Management process (Objective Setting, Mid-Year Review and Final Year Review) via the concept of Balance Score card
• Development, Installation & Implementation of Performance & Talent Management tool by Success Factors.