Haris Husain

• Payroll and HR Operations: Providing accurate payroll inputs (new joiners' details, resignees, any changes in salary, promotions, awards, master changes, salary advance, and Creche details etc.) to the HR Ops team, ensuring timely and efficient processing of the salary.
• Employee Onboarding: Conducting initial discussions with new joiners, introducing them to leadership and making them feel welcome. This includes:

- Providing policy overviews and software training (Concur, Darwin, etc.)

- Collaborating with the Admin team for cultural induction. - Ensuring necessary documentation is completed.

• Employee Support: Addressing employee queries, providing timely resolutions or directing them to department-specific Subject Matter Experts (SPOCs) as needed. Also managing the inductions for Admin, HR Operations, and Finance team to the new joiners.
• Business Partnership: Working with Business Heads to understand their unique needs and develop tailored HR solutions. Keeping touch with the new employees to know about their specific needs and to make them feel valued.
• Compliance and Administration: Maintaining accurate distribution lists (DLs) and trackers for onboarding and offboarding processes.
• Offboarding: Ensuring departing employees complete necessary documentation like F&F declaration form, Handover document, and Exit interview. Helping people managers with initial phase of raising new requisitions for both budgeted and unbudgeted positions.
• Helping out other departments and BUs with their HR aligned needs like providing them with specific lists and details about employees, if required.
• Raising requests on Coupa for certain products that are needed for R&R or Onboarding.

• Conducted initial phone screens and coordinated interview schedules with hiring managers.
• Reviewed referral candidates and contacted qualified individuals to request applications.
• Enhanced employer branding through strategic partnerships, events, and social media presence.
• Reviewed resumes, applications, and other documents submitted by applicants.
• Informed job applicants of duties and responsibilities, compensation, and benefits.
• Maintained up-to-date knowledge of industry trends, tools, and technologies in talent acquisition.
• Utilized applicant tracking systems (ATS) to streamline recruitment processes and maintain candidate data.
• Participated in team meetings to discuss current recruitment initiatives.
• Developed and implemented innovative talent acquisition strategies to attract and retain top talent.
• Negotiated employment offers with selected candidates.
• Advised management on organizing, preparing or implementing recruiting or retention programs.

• Built robust pipeline and diverse pool of candidates to meet current or future hiring needs.
• Prepared offer letters for successful candidates based on salary guidelines set by HR department.
• Selected qualified job applicants or referred to managers to make hiring recommendations.
• Generated reports on recruiting metrics such as time-to-fill ratios, cost-per-hire.
• Identified talent management priorities and goals and collaborated closely with human resource personnel.
• Sourced, qualified and conducted screening interviews with job candidates.
• Interviewed job applicants to obtain information on work history, education or job skills.
• Scheduled or conducted new employee orientations.
• Maintained and updated organizational charts, employee handbooks or performance evaluation forms.
• Searched for qualified job candidates using computer databases, media advertisements or employee referrals.
• Maintained current knowledge of equal employment opportunity and affirmative action guidelines and laws.
• Consulted with hiring managers to further understand business requirements and inform pipeline development.
• Conducted reference checks for all selected candidates.
• Interpreted and explained human resources policies, procedures or regulations.
• Engaged and collaborated with employees to coordinate development, assessment and succession strategies.
• Hired employees and processed hiring-related paperwork.
• Conferred with management to develop or implement personnel policies or procedures.