Deepak Giri

HR professional with 18+ years of experience in generalist and specialist role of people, processes & practices, accountable for developing a rich culture for smooth business functioning. Core competencies predominately in the areas of Talent Acquisition, Talent Management, Succession Planning, Performance Appraisal, Change Management, Compensation, Rewards & Recognition and Analytics and Reporting

Dynamic individual with hands-on experience in [Area of expertise] and talent for navigating challenges. Brings strong problem-solving skills and proactive approach to new tasks. Known for adaptability, creativity, and results-oriented mindset. Committed to making meaningful contributions and advancing organizational goals.

• Handed transition of 200 employees from one entity to another
• Successfully launched Online Assessment (AMCAT) test for PAN India at Bajaj Allianz, Bajaj Allianz
• Launch of new HRIS project (SF) at Bajaj Allianz Life Insurance, Bajaj Allianz Life Insurance

• Talent Acquisition / Recruitment (Quality, TAT & Cost)
• Lead the full life cycle recruitment process for the Senior Management and Leadership roles across functions with the team, ensuring the recruitment machinery is efficiently and effectively managed from the perspective of quality, agreed timelines, regular assessment through MIS / dashboards & analytics, manage headcount and resource allocation
• Promote diversity and inclusion in the hiring process by implementing unbiased recruitment practices, manage recruitment needs aligned with the approved Annual Operating Plan (AOP), ensuring a balanced sourcing mix with a strong emphasis on cost efficiency
• People & Organizational Development (Talent Management & Engagement)
• Partnering with senior management to identify high potential employees and create development succession plans for key roles to nurture their skills and growth
• Develop and implement employee engagement strategies, conduct regular pulse checks and surveys, foster a positive work environment
• Foster a culture of innovation, initiate job rotations along with the management team to shuffle / rotate team for more effectiveness and better output
• Performance Management System & Rewards and Recognition
• Manage the performance management process, including goal setting, performance evaluations and feedback mechanism, provide measurement standards, targets and KPIs with respect to the performance management process, including Mid-Year Review and Annual PMS with adhering to bell curve
• Identify performance gaps and work with managers and employees to develop performance improvement plans
• Manage the organization's benefits programs, which include health insurance, flexi pay and other fringe benefits
• Project and Transition Management
• Creating transitional plans and documents to outline project expectations, scope, schedule, and budget requirements
• Led transition of employees from one entity to another in collaborating with stakeholders to ensure completion of smooth process by creating and executing detailed transition plans, outlining tasks, timelines and resources
• Systems and Process
• Provide inputs on key HR modules like Employee Central, Recruitment, Onboarding and ensuring HRIS adoption within organization using innovative ways of change management
• Manage HR operations of onboarding to offboarding, creation of headcount dashboard, HR technology and systems, policy framework, track HR metrics and analytics, part of LRS, AOP and HR budgeting, annual manpower planning
• Manage disciplinary proceedings, terminations, and investigations involving employees while ensuring compliance with HR policies and procedures
• Analytics and Reporting
• Analyzed compensation and benefits data to ensure competitive market positioning
• Created an executive dashboard for real-time workforce analytics, optimizing employee tracking and attrition analysis
• Streamlined HR reporting processes, cutting down reporting time so that the senior management can timely take necessary and corrective actions