Janhavi Dhamal

Responsible for partnering with various functions across organization. Responsible for building strong HR relationship with stakeholders, driving performance management, engagement, and compliance with HR practices and guidelines.

Generalist:

• Being a catalyst for Business and driving HR policies & processes.
• Responsible to understand the business environment & its priorities
• Ensuring that sensitive issues are handled effectively and are brought to logical conclusion with constant communication to relevant stakeholders
• Being data-driven and comfortable with numbers.
• Driving strategic and day-to-day requirements around delivery of business HR plans
• Ideating & launching HR programs (employee development and R&R)
• Making impact in key areas such as change management, organizational design, employee engagement, and career progression.

Performance Management:

• Responsible to drive philosophy for PMS as defined in the process.
• Managing execution of performance management e.g. annual and mid-year promotions, goal setting & feedbacks with timeline adherence
• Handling employee grievances, disciplinary cases, and PIPs independently.

Resource Management:

• Responsible for preparation of people dashboards (headcount, new hires, attrition, etc.), analyze trends and publish reports
• Partnering with Functions to launch & implement initiatives planned for team/individuals concerning skill gaps and development areas
• Monitoring and mitigating employee attrition risks; developing and implementing strategies to increase employee retention

• Successfully led the team of HR Senior Analysts and Interns
• Partnered with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs
• Providing reports / Dashboards to team managers
• Design/implement strategies to improve the process
• Working on the ATS
• Stakeholder management to process the candidatures
• Provided constructive and timely performance evaluations of the team
• Overseeing the daily workflow of the team members
• Gathered and analyzed large amounts of data to determine improvement projections.

• Developing and implementing company policies that supported long-term and short-term goals
• Providing directions to team members for leadership and development initiatives
• Leading team members and guiding them to successfully adhere to best recruitment practices
• Establishing the internal HR organization; creating structure and functions including benefits, compensation, legal, compliance, staffing and employee relations
• Planned, monitored and appraised employee work results by training managers to coach and discipline employees.
• Improved office efficiency by effectively managing internal communications and correspondence.
• Coordinated implementation of people-related services, policies and programs through departmental staff.
• Enhancing team workflows and employee job satisfaction by coordinating communication between managers and employees
• Preparing monthly payroll and tracking data using excel and payroll system
• Assisting with performance management transformation activities aimed at simplifying processes and enhancing value for employees
• Designing and delivering employee training programs including individual, team, skill-based and management training
• Working on employee engagement metrics, like retention and turnover rates
• Managing sourcing and hiring procedures to ensure attract and select high-potential employees
• Worked on generated job specific candidate pool by strategically placing advertisements, evaluation of applicant credentials and conducted initial interviews & pre-screening assessments
• Arranged management interviews by coordinating schedules & managing administration
• Advised, coached and counseled managers and staff to support human resources policies and procedures
• Developed lists of qualified candidates for corporate hiring managers
• Led interview of job applicants as part of the screening process to get information on their work history, job skills, training and education, and informed them of the position’s duties and responsibilities, compensation, benefits and working conditions
• Gained in-depth understanding of Software Service Industry trends and hiring desires
• Determined applicant qualifications by interviewing; analyzing responses, verifying references, comparing qualifications to job requirements and so on

• Led Interview Coordination for meetings with the business across Pan India and USA
• Managed scheduling of interviews through various modes such as telephonic, face to face and
• Skype
• Assist with all internal and external HR related inquiries or requests
• Maintain both hard and digital copies of candidates and employees' records
• Assist with the recruitment process by identifying candidates via Workday
• Coordinate training sessions and induction
• Perform orientations and update records of new staff
• Produce and submit reports on general HR and onboarding activity via Workday.