Benedict Loren

Aspiring to take on a management role in a dynamic workplace that embraces innovation and provides growth opportunities to contribute towards achieving the organization’s strategic objectives and operational success.

A Human Resource professional with over 8 years of experience in HR Shared Services, having worked with industry giants like Microsoft, DXC Technology, and Innova Solutions. Specialized in areas such as Onboarding, Relocation Benefits, Induction, Orientation, Immigration, Compensation & Benefits, and Payroll processes. Proficient in using HR systems and tools including SuccessFactors, SAP, Workday, ServiceNow, and Microsoft Dynamics CRM, with strong interpersonal skills and a proven ability to manage multiple stakeholders effectively.

BUSINESS HR & OPERATIONS

• Strategic HR Advisory: Partner with business leaders to develop and implement HR strategies that align with overall business objectives, supporting organizational development and culture initiatives.
• Employee Relations: Act as a trusted advisor to both managers and employees, managing employee relations, conflict resolution, and providing coaching on performance management and career development.
• Talent Acquisition and Onboarding: Oversee the recruitment process, from candidate selection to onboarding, ensuring a smooth and efficient hiring experience aligned with business needs.
• Performance Management: Drive the performance management process, including goal setting, mid-year reviews, annual appraisals, and providing feedback to ensure continuous employee growth.
• Workforce Planning: Collaborate with business units to assess staffing needs, succession planning, and workforce development to support current and future business demands.
• Change Management: Lead and support organizational change initiatives, ensuring proper communication, implementation, and engagement across the workforce.
• Policy Implementation and Compliance: Ensure HR policies and practices are in compliance with local labor laws and company standards, while advising on best practices and policy updates.
• Compensation and Benefits: Support compensation planning processes, including salary benchmarking, promotions, and performance-based incentives, ensuring competitive and equitable pay structures.
• Learning & Development: Identify skill gaps and collaborate with L&D teams to implement training and development programs that address employee growth and capability building.
• Data-Driven HR Decisions: Analyze HR metrics and employee data (e.g., turnover, retention, engagement) to provide insights and recommendations for business decisions and process improvements.
• Employee Engagement: Design and execute initiatives to improve employee engagement, satisfaction, and retention, fostering a positive and productive workplace culture.
• Conflict Resolution & Disciplinary Actions: Manage employee disputes, investigations, and disciplinary actions, ensuring fair and consistent application of company policies.
• HR Operations Management: Manage HR processes such as payroll, benefits administration, and employee data management to ensure smooth operational efficiency.

• Client Relationship Management:
  Act as the primary HR liaison during client onboarding, ensuring alignment of HR services with client expectations and project requirements.
• Onboarding Documentation:
  Oversee the preparation and completion of all onboarding documentation for new clients, ensuring compliance with regulatory standards and internal policies.
• Client Onboarding Process Design:
  Design and implement a structured onboarding process for new clients, including communication protocols, documentation handoffs, and workflow integration to streamline operations.
• Training & Orientation Support:
  Coordinate orientation sessions for client teams to familiarize them with company HR processes, policies, and compliance requirements, ensuring a seamless transition into operational activities.
• Service Level Agreement (SLA) Management:
  Ensure adherence to client-specific SLAs during the onboarding process, working closely with internal teams to deliver on agreed timelines and service standards.
• Compliance and Risk Management:
  Ensure that all client-related onboarding activities adhere to compliance regulations and risk management guidelines, particularly with regards to employment laws and contract terms.
• Stakeholder Engagement:
  Collaborate with internal teams (legal, finance, operations) and external stakeholders to ensure smooth onboarding and address any issues that may arise during the process.
• Performance Metrics & Reporting:
  Track onboarding KPIs such as client satisfaction, time-to-onboard, and service delivery performance, providing regular updates to senior leadership and suggesting improvements based on feedback.
• Issue Resolution:
  Serve as an escalation point for any issues arising during the client onboarding phase, ensuring timely resolution and maintaining a high standard of client satisfaction.

• Vendor Selection and Compliance:
  Work with procurement and legal teams to ensure that all vendor partners meet compliance requirements, including background checks, legal documentation, and adherence to company policies.
• Contract and Agreement Management:
  Oversee the creation and validation of Master Service Agreements (MSAs) and Statements of Work (SOWs) for vendors, ensuring that terms are clear, fair, and aligned with company needs.
• Vendor Orientation:
  Facilitate orientation sessions for new vendors, covering company policies, processes, payment cycles, and expectations to ensure smooth collaboration from the start.
• Payment Processing Coordination:
  Act as the point of contact for all vendor-related payments, ensuring invoices are accurately processed in alignment with contractual terms and ensuring timely remittance through systems like SAP.
• Onboarding Workflow Automation:
  Collaborate with operations teams to automate vendor onboarding workflows in systems such as Vendor Management Systems (VMS) or Enterprise Resource Planning (ERP) tools, reducing manual errors and processing times.
• Vendor Compliance and Risk Management:
  Ensure all vendors comply with company policies on data security, confidentiality, and regulatory standards, mitigating any risks associated with third-party partnerships.
• Performance Monitoring:
  Establish and track vendor performance metrics, ensuring consistent service quality. Address performance issues or breaches in contract terms through structured feedback and corrective measures.
• Cross-functional Collaboration:
  Liaise between HR, procurement, finance, and IT departments to ensure seamless vendor onboarding and integration into internal systems and processes.
• Continuous Improvement Initiatives:
  Proactively identify and implement improvements to the vendor onboarding process, such as streamlining documentation or enhancing communication to accelerate timelines.
• Issue Escalation & Resolution:
  Serve as a point of contact for resolving issues during the vendor onboarding process, ensuring that any challenges are handled promptly and without impact to operations.

• U.S.A
• Canada
• India