Deeksha

Employee Lifecycle Management

• Provide expert guidance and support in managing the end-to-end employee lifecycle processes for corporate functions including Finance and Accounts, Risk, Compliance, Legal, Audit, and FMG.

Recruitment and Candidate ExperienceProvide expert guidance and support in managing the end-to-end employee lifecycle processes for corporate functions including Finance and Accounts, Risk, Compliance, Legal, Audit, and FMG.

Manpower Planning and Budget AdherenceCollaborate with internal teams and COEs to streamline the recruitment process and enhance the candidate experience.
Advise on best practices for recruitment and selection to ensure alignment with organizational goals.

HR Policy DevelopmentWork closely with business leaders to understand and document manpower planning requirements.
Track, monitor, and advise on budget adherence related to manpower planning.

Succession PlanningDevelop, review, and implement HR policies and procedures in line with the organization's overall strategy and industry best practices.
Provide recommendations for policy enhancements and ensure compliance with legal requirements.

Employee EngagementIdentify critical positions within the organization and work on developing succession plans.
Provide strategic advice on talent development and succession planning.

Performance ManagementDesign and implement mechanisms to measure and improve employee engagement.
Advise on strategies to foster a positive work environment and culture.

Compensation ReviewOversee and provide guidance on performance management processes including goal setting, performance reviews, and feedback mechanisms.
Ensure alignment with organizational objectives and employee development.

Employee Relations and Conflict ResolutionAdvise and support the annual compensation review process in collaboration with the COE.
Provide insights and recommendations on compensation strategies and market trends.

Strategic HR ConsultingOffer expert advice on handling employee relations issues, including disciplinary actions, grievances, and conflict resolution.
Ensure fair and consistent application of policies and procedures.

• Serve as a strategic advisor to leadership on HR-related matters.
• Provide insights and recommendations to align HR practices with business objectives

Portfolio Management

Employee EngagementResponsible for one of the biggest portfolios in consulting, supporting over 4,000 employees.
Partner with business leaders to drive initiatives for best practices, performance management, employee engagement, talent management, rewards & recognition, and organizational culture.

Recruitment and OnboardingDrive engagement with employees through Focus Group Discussions (FGDs), one-on-one connects, Talent Hour, and various other initiatives.
Analyze and assess insights/trends from the annual Talent Survey and design/implement the engagement charter based on these findings.

Attrition ManagementEnsure effective execution of the selection process, post-offer and joining formalities.
Maintain regular interactions (30, 60, and 90 days) with new joiners to ensure smooth onboarding.

Rewards & Recognition (R&R)Lead interventions to manage attrition by identifying trends, potential exit cases, and conducting exit pulse connects and retention discussions.

Employee RelationsDesign R&R guidelines and budget, track utilization, and develop new R&R initiatives.
Socialize and promote R&R initiatives within the organization.

Compensation SolutionsAct as a policy guardian and the first point of contact for all employee grievances.
Manage and resolve complex employee relations issues by conducting thorough and objective investigations.

Ad-hoc Compensation AnalysisDeliver strategic planning for compensation, including competitive market benchmarking, salary structure modeling, budget guidelines, and year-end analysis.
Manage the annual compensation revision process in collaboration with business leaders.
Provide hiring ranges and guidance to the Talent Acquisition team to facilitate effective hiring.

• Conduct ad-hoc compensation-related exercises/analysis for key stakeholders.
• Socialize benefits-related initiatives with larger teams through various activities.

• As part of the Core Project Management Team, designed and implemented the first-of-its-kind Virtual Talent Internship Program for Summer Interns in 2020.
• Re-engineered the entire process from the pre-internship phase, collaborating closely with business leaders to curate project designs and re-designing the mode of delivery/communication.
• Managed virtual engagement spaces for both interns and project support groups, developed a new self-paced learning mechanism for interns, and re-designed the performance evaluation criteria/matrix.

• Developed a Candidate Engagement Framework for lateral hires toreduce offer decline ratio through:

1. Analysis of end to end recruitment process

2. External bench marking

• Designed an action plan & a futuristic idea to enhance post offer candidate engagement

• Delivered quality teaching sessions to underprivileged students in a community school
• Developed case studies by interviewing the students to understand how opportunities at school helped them grow despite the odds

• Ranked as the top performer of the month for Test OPS
• Handled live network of US telecom major and executed software upgrades on core network
• Cross-trained in managing existing or new software across multiple network equipment