Faria Ahmad

• As a Senior HR Business Partner, I excel in steering the talent agenda for a diverse employee base of 800 professionals spanning key functional areas, including Technology, Product Development, Sales, Marketing, Service, Finance, and other Corporate Functions
• Collaborating closely with progressive leaders.

Key Responsibilities:

As a seasoned Technology Human Resources Business Partner (HRBP) overseeing a workforce of 300 employees, I adeptly aligned HR strategies with the evolving goals and requirements of technology teams, collaborating closely with senior stakeholders to ensure strategic alignment. My multifaceted responsibilities spanned Talent Development, Employee Relations, Performance Management, Succession Planning, Employee Engagement, and Future of Work initiatives. Additionally, I spearheaded HR functions encompassing staffing, compensation, and compliance with state and local employment laws, while also designing and executing impactful leadership development programs that bolstered talent growth and retention. Acting as a trusted advisor, I provided strategic guidance to executive leadership, leveraging data analysis to deliver compelling senior-level presentations that informed critical decision-making processes. Key Projects:

• In my role as a HRBP, I've overseen the HR functions for over 600 employees spread across three pivotal business verticals at Paytm: Travel, Mall, and Lending
• Collaborating closely with business leaders, I've championed multifaceted HR operations, encompassing adept handling of employee grievances, establishment of robust reporting frameworks, and the initiation of initiatives driving employee engagement, rewards, recognition, and performance management
• Furthermore, I've played a key role in steering the talent acquisition process and nurturing strong vendor relationships, ensuring seamless operations and optimal resource allocation across these dynamic and essential business units.

• Strategic Alignment: Collaborated with key stakeholders and leaders to align HR services with precise business needs and strategic priorities
• Initiative Implementation: Led the implementation and delivery of pivotal HR initiatives, serving as a pivotal link between HR strategies and business imperatives
• Alignment of HR Practices: Translated intricate business requirements into actionable HR practices, ensuring seamless alignment of people solutions with overarching business objectives
• Effective People Management: Managed intricate day-to-day people management challenges, providing guidance and influence to senior management and leadership on vital people-related matters.