Jaya Singh

• Employee records management. Keeping employee records up to date and accessible, including personal information, job information, and emergency contacts.
• Employee relations: Maintaining positive relationships between employees to create a good employee experience.
• Training and development, helping employees develop new skills and polish existing ones, to help them grow in their careers.
• Benefits administration. Ensuring employees are healthy and happy while working by administering benefits programs, like health insurance and retirement plans.
• Onboarding: Providing a warm welcome and a proper workflow for new hires, so they can get up to speed quickly.
• Performance management. Using appraisals, SMART goals, KPIs, and job evaluations to determine and utilize human potential in a smart way.
• Recruitment and interviewing: Conducting interviews as an essential part of the recruitment and selection process.

• Providing HR leadership to the business for implementation of HR strategies in line with business requirements, managing HR services to support the overall business strategy of the organization.

People development: This is a strategic process where I used to work with employees to grow their skills and knowledge, to contribute to the success of the organization.

I am also responsible for implementing and managing people development initiatives.

• Training programs: Design and deliver training programs that address employee needs, such as skill gaps, performance, and feedback.
• Career progression: Created career paths and opportunities for employees to advance.
• Personal development plans: Worked on employees and their managers to identify learning needs, set goals, and find resources.
• Development opportunities: Explored development opportunities such as mentorship programs, job shadowing, and peer coaching.

I have been working to optimised Human Capital which is referring to strategies and practices aimed at maximising the value and productivity of an organisation's workforce.

This concept views employees as assets, whose skills, knowledge, and abilities can be developed and leveraged to improve organizational performance. Here's a brief overview :

Employee enablement roles, shaping company culture, driving :Engagement, and enhancing performance.

• Led initiatives to align company values with day-to-day operations, resulting in a 20% increase in employee satisfaction scores.
• Implemented a new on boarding program that improved new hire retention by 11% within the first year.
• Designed and executed an employee recognition program that increased overall engagement scores by 25% over two years.
• Developed and managed a mentorship program, matching 100 junior employees with senior leaders, leading to a 30% increase in internal promotions.
• Implemented a goal-setting framework across the organization, resulting in a 15% increase in goal achievement rates.
• Created and delivered leadership training programs for middle managers, leading to a 20% improvement in team performance metrics.
• Established a continuous learning platform, achieving 90% employee participation and completion of at least 2 courses per quarter.
• Designed and implemented skill-based training programs that reduced skill gaps by 40% in critical roles.
• Introduced a company-wide feedback system, increasing the frequency of performance discussions by 50%.
• Launched an internal communication strategy that improved information flow, with 85% of employees reporting better access to company updates.
• Initiated wellness programs that reduced absenteeism by 10% and increased productivity by 7%.
• Developed flexible work policies that improved work-life balance satisfaction scores by 35%.
• Implemented HR analytics tools to track and analyze employee data, leading to data-driven decisions that improved resource allocation by 25%.
• Conducted regular pulse surveys, achieving a consistent response rate of 80% and using insights to drive targeted improvements.

ESG DRIVE in PLANT