KANISHK GUPTA

Advises business leaders on people matters across workforce planning and performance management.

Partners with stakeholders to translate business priorities into HR strategies.

Leads the annual performance review cycle, including goal setting and calibration processes.

Supports talent acquisition with hiring decisions, workforce planning, and onboarding experience.

Identifies skill gaps and partners with L&D to design capability programmes.

Drives employee engagement initiatives, culture building, and change management programmes.

Analyses HR metrics, feedback, and attrition trends to recommend actions.

Maintains policy adherence and resolves employee relations issues with fairness and compliance.

Champions HR best practices to improve process efficiency and business impact.

• Developed and maintained excellent client and commercial contact relationships to maintain and expand firm's client base.
• Developed company goals and targets based on previous performance and predicted forecasts.
• Oversaw the firm's financial management, including budgeting, forecasting, and financial reporting.
• Closely monitored operations to ensure processes stayed within targets and matched or exceeded forecasts.

• Strategic Partnership & COE Collaboration: Partnered with senior leadership to design and execute HR strategies for a 200+ employee workforce. Served as the primary HRBP, closely managing the execution of HR activities including performance management, talent planning, and compensation cycles to drive organization goals.
• Dashboards & Metrics: Architected real-time MIS dashboards tracking headcount, attrition prediction, and workforce demographics, improving workforce planning efficiency by 15%. Delivered actionable attrition trend reports adopted by leadership to shape retention strategy.
• Employee Engagement & Lifecycle: Managed key aspects of the employee lifecycle by designing a modern onboarding program with 30-60-90 day goal plans, increasing satisfaction scores by 40%. Championed mental well-being programs, cutting absenteeism by 25% and improving overall engagement.
• Performance Management: Implemented a competency-based performance appraisal system, achieving 95% employee satisfaction and 100% participation in review cycles.
• HRIS Implementation: Architected an integrated HRIS covering payroll, benefits, and performance, achieving 100% data accuracy and eliminating process redundancies.

• Business HR Partnering: Served as HRBP for Operations, BD, and Customer Support teams, ensuring 100% compliance with labor laws. Coached and advised managers on employee relations, performance, and local policies.
• Talent & Succession Planning: Led talent review sessions, identifying high-potential employees and resulting in five internal promotions within six months, strengthening the leadership pipeline.
• Employee Feedback Channels: Initiated town halls and structured feedback channels, improving leadership communication scores by 60% and proactively addressing potential employee challenges.
• Retention Strategies: Revamped new hire assimilation programs with mentorship, increasing first-year retention by 25%.

• Employee Relations: Managed end-to-end employee relations, resolving 90% of grievances within defined SLAs.
• Learning & Development: Delivered 15+ internal training programs, averaging 4.8/5 satisfaction ratings, addressing specific skill gaps identified within the business units.
• Engagement Analysis: Launched engagement and turnover dashboards, which provided critical insights that improved overall employee engagement scores by 20%.

• Process Standardization: Standardized onboarding processes, reducing redundancies by 20% and improving the new hire experience.
• Performance Reviews: Introduced and facilitated quarterly performance reviews, which boosted goal attainment and performance visibility by 20%.