Harsha Joshi

(Multi-Vertical Business: Real Estate, Sports, and Interiors)| Managed team: 3 specialists and 1 coordinator.

• Built an end-to-end HR function from scratch, including governance frameworks, HR policies, compliance structures, and scalable people processes across multiple business verticals.
• Designed and implemented performance management and development frameworks, including scorecards, 30-60-90 plans, credit score matrices, and employee development roadmaps, to drive leadership readiness.
• Developed and executed a talent acquisition strategy, including leadership and niche hiring, structured job description frameworks, hiring scorecards, and competency mapping.
• Partnered with founders and business heads as a strategic advisor on people strategy, culture, organizational design, and workforce planning, driving engagement, business alignment, and high-impact outcomes across corporate, real estate, sports, and interiors divisions.

• Improved workplace culture by initiating diversity and inclusion initiatives, resulting in higher employee satisfaction levels.
• Assessed employee engagement levels through surveys and focus groups, implementing actionable feedback for continuous improvement.
• Partnered with business leaders to align HR strategy with organizational goals, driving company growth and success.
• Optimized talent acquisition process by leveraging data-driven insights, refining sourcing techniques and enhancing employer brand presence.
• Served as strategic HRBP to early-stage startups across restaurant, facility management, and wellness and fitness sectors; designed HR policy frameworks, organizational structures, and HR processes from the ground up.

(Managed team: 3 Specialists + 1 Coordinator)

• Partnered with business and operations leadership to deliver end-to-end hiring for tech, non-tech, and blue-collar roles, supporting approximately 40–50% workforce scale-up across operational and corporate functions.
• Enabled a leadership-led onboarding experience from the ground up, partnering with functional heads to design structured joining journeys and induction calendars.
• Implementation of KEKA HRMS, digitizing attendance, leave, payroll inputs, and employee data, reducing manual effort and process turnaround time by approximately 35% to 40%.
• Partnered with leadership to strengthen the employee value proposition, introducing insurance benefits and structured communication forums (town halls), improving employee engagement and trust indicators by ~20–25%.

(Managed 20-member Global TA team)- India / Colombia / Poland

• Owned end-to-end in-house HR operations, building policies, processes, and workflows from scratch, ensuring compliance, and operational efficiency.
• Reduced time-to-hire by approx. 25% through the recruitment process redesign, ATS optimization, which improved recruitment efficiency across global teams.
• Built and operationalized TA dashboards covering TAT, offer-to-join conversion, funnel efficiency, and leadership pipelines, enabling data-driven workforce decisions.

(Team: 2 HR Executives + 1 L&D Assistant Manager)

• Built the HR department from scratch, designing policies, processes, and governance frameworks, achieving 100% compliance scores across audits.
• Implemented HR dashboards, P&L-linked reporting, and workforce analytics, linking talent metrics to business outcomes.
• Led employee engagement initiatives, including pulse surveys, NPS tracking, and COVID-era contactless wellness solutions via QR check-ins, improving employee experience by approximately 30% to 35%.
• Led HR operations for approx. 250+ employees, including payroll, benefits strategy, and salary benchmarking, ensuring workforce alignment.
• Enabled learning and leadership development programs, overseeing onboarding, L&D initiatives, and career progression frameworks for operational and corporate teams.

(Team: 3 HR Executives, 1 HR Assistant Manager, 2 Associates)

• Directed recruitment and onboarding of over 380 employees across four properties, achieving 100% staffing targets within budget and timelines.
• Strengthened talent pipeline and departmental efficiency by implementing graduate recruitment and government-affiliated apprenticeship schemes, while optimizing staffing through data-driven insights (~₹48,000 NAPS benefits).
• Reduced recruitment costs by approximately 20% through vendor optimization and employee referral programs, while ensuring high-quality talent acquisition.
• Improved HR audit scores from 42% to 68% in six months through compliance initiatives and process standardization.