KEERTI DUBEY

· Leading a team of 3 HRBPs & 1 L&D Manager. Managing Editorial & Revenue Vertical of 500+ employees and reporting to AVP-HR

· Partnering with business to anchor manpower planning, budgeting & end-to-end employee life cycle for Editorial Content, Sales, Programmatic, Network Sales, Partnership & Alliances, Videos, Branded Content, Production House & Studio, SEO, EduTech & HR Teams and Managed and advised key stakeholders to align HR strategies with business objectives

Talent Acquisition & Onboarding

1. Attracting & hiring right-fit talent by building a healthy channel mix with a sharp focus on key metrics like Hiring TAT, Early Attrition, Diversity, Cost per Hire, Candidate Experience Score etc.

2. Recruited 150+ employees including critical & leadership hiring with an average hire duration of 30 days. Competitor mapping for critical roles to ensure quality and timely hiring. Establish robust relationship between organization and campus to facilitate campus hiring. Developed a talent pool of outliers to ensure continuity and excellence in workforce management.

3. Onboarding & Functional Induction: Reviewing, updating and maintaining the proper filing of documents, joining kit and HR communications. Coordinating with various departments to streamline induction procedures & improve employee experience. As a senior resource, I am also responsible for taking HR Induction.

4. New HC Hire as per assigned timeline, Replacement within 40 days cycle, critical hire in 35 days timeline, Maintaining the budgeted cost of new and replacement, hires, increase the Cost Saving, Building External Database for Critical Positions (HODs & Next Lines)

5. Talent Management & Capability Building: Promoted increased focus on internal talent mobility. Developed and nurtured talent with a focus on succession planning, performance management and career growth programs. Assisted Head HR to coach 750+ employees to set measurable goals & KRAs, align them with organization’s mission and vision.

6. Built the entire production house team from scratch and currently assembling the team for our newly launched venture, Khojle.com. Leading efforts to attract and retain top talent for both ventures.

HR Business Partnering

1. Training & Development: Mission is to build an ecosystem of learning and growth that simplifies and enhances the everyday lives of people. Identify training needs and assist the L&D team in aligning training programs with business objectives. Manage the strategic design and delivery of learning programs and interventions that foster a culture of learning and growth across the organization. Planning, Creating, Implementing, Executing & Post training assessments- Data insights & training analysis along with maintaining the training budget. POSH Compliant training organization wise.

Implementation of E-learning, Implementation of LMS & LXP (Enthral), Training need assessment and Analysis, Leadership Development programs, soft skills training, Talent Retention strategies, Data- driven decision making, Change Management, Excellent Communication Skills.

2. Talent Engagement: Executing 30-60-90 days plans for new hires contributed to reduction in attrition. Planning and coordinating skip level meetings to enhance communication, address concerns and improve team performance. Planned and executed employee engagement activities in line with set annual calendar and submitted a post event analysis report to Head HR. Conducting timely process and policy refreshers.

3. Performance Management: Anchoring performance management cycle – Goal Setting, Reviews, Year End Compensation cycle and promotions. Bottom performer reviews and PIP discussion. Closure of disciplinary cases along with the respective HRBPs, keeping track of PIP cases, performance discussion with the respective head and helping them with interventions.

4. Rewards & Recognition: Re-designed business-focused Rewards & Recognitions policy for driving Team Productivity & Employee Motivation. Executing R&R awards like Bell of Fame, Max Traffic, Story of the Month, etc

5. Stakeholder Management (HoDs, Functional Heads, CRO, COO, Editor-in-Chief, Chief Managers & above): Conduct weekly or bi-weekly meetings with business leaders and provide HR advice where necessary. Helping line managers in addressing organizational, people, and change related issues. Weekly meeting with the stakeholders & Skip Level Meetings. Trust and Credibility: Developing trust through consistent and transparent interactions. Engagement: Actively engaging with stakeholders to understand their concerns and needs. Build strong relationships, align HR initiatives with business goals, and contribute to the overall success of the organization. Organization Structure update communication as & when the position is filled. Joining intimation.

6. Exit Management & Attrition Analysis: -Taking exit interviews and working on the improvement areas with the HR Head. Exit data analysis- Data Collection, Trend Analysis, Quantitative and Qualitative Insights. Managing the process of employee departures, including exit interviews and documentation. Drafted and implemented exit form based on Gallup & GPTW.

7. Employee Relations: Solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, ensuring compliance with organizational policies and legal requirement sand decrease unwanted turnover. Grievance Management- POSH, Behavioural concerns. Legal Team Collaboration- Absconding, Termination letter, Contract renewals, Consultant agreements, Physical assault & death cases, NDAs, be up to date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance. Documentation:Record all grievances in a standardized format, noting the details of the complaint, the individuals involved, and the dates of relevant events along with proofs. Investigating Grievances- Timely Response, Fair Investigation, & Objective Analysis. Mediation and Facilitation. Regular updates to the HR Head. Skill Development: Work with the HR Head to implement training programs that enhance the conflict resolution skills of managers and employees and making them capable to handling tough, crucial & constructive conversation.

8. Change Management: HRMS- Darwin Box. Introduction of LMS- Enthral. Ensuring that the organization navigates transitions smoothly, achieves its strategic objectives, and maintains a positive and productive work environment.

9. Employee Engagement and Internal/External Communication: Implement HRM interventions on employee wellness, diversity and inclusion. Developing & executing HR policies and procedure organization wise. Driving internal pulse survey across all departments & submitting the department wise report with the action plan. Achieve a Score of 90 & Drive Action Plan with the heads & Assisting the head HR in GPTW survey and culture audit. Strengthened and enhanced employer brand through 60% increase in Glassdoor ratings and 40% increase in Ambition Box ratings. Developed and executed Buddy Program to ensure smooth onboarding and employee experience of new hires. Achieved Candidate Experience Score of 4.5/5 in FY 22-23 and 4.8/5 in FY 2023-24. Drafting internal & external communications for employees and external for branding purposes. Engagement calendar based on Events and business requirements (Social events, award nights, festivals, CEOs initiatives, fun events, need based engagements, wellness week, Quarterly town halls, informal employee connect, “Chai Par Charcha” with the leadership team, etc). Barter with vendors and other brands along with price negotiations. Maternity kits for new mothers and fathers.

10. Culture Building: Employee Value Proposition (EVP) and driving culture change through an engagement framework, Core Values: Collaborate with leadership to define the core values and behaviours that reflect the desired culture. Vision and Mission: Ensure the culture aligns with the organization’s vision, mission, and strategic objectives. DEI Audits: Conduct DEI audits to assess the current state of diversity, equity, and inclusion within the organization. Data Analysis: Analyse workforce data to identify representation gaps, pay disparities, and other DEI-related issues.

11. Team Management: Team and self certifications, weekly meeting with my team and reviews, task list updates and address any gaps & challenges, Effective Delegation: Assign tasks and responsibilities based on team members’ strengths and areas of expertise. Empowerment: Empower team members by providing autonomy and encouraging them to take ownership of their work.

Special Projects:

1. Development and Formulation of Organization SOP: Assisted Head HR and collaborated with HODs to lead the development and implementation of comprehensive organizational SOPs and functional frameworks. This included creating a detailed dependency matrix, integrating a balanced score card system and designing manpower planning, tools & support systems, all aimed at enhancing operational efficiency and aligning with business objectives.

2. Revamp of Career Page: Currently working on the project to revamp Jagran New Media’s career page to enhance UX and attract top talent. Overseeing the project from conceptualization to implementation, ensuring alignment with brand guidelines. Improving page navigation, layout, and content to drive increased engagement and applications.

3. HR News Letter: Successfully launched HR newsletter and driving it independently

4. Employer Branding & Business Elegance: Handling official pages of Ambition Box, Instagram, Facebook, LinkedIn, X, etc. Communicating with candidates in a professional manner, providing a positive candidate experience, & conducting interviews in a polished and respectful manner, Informative & Insightful JDs, Smooth interview process, clear, effective & constant communication with the candidates. Flawless onboarding, well-structured onboarding program & functional induction, elegant welcome kits, organizing orientation sessions with key stakeholders, Culture video, fun games and fun banters on social media, etc

• Individual Contributor Role reporting directly to the HR Head
• HR Business Partner for Video Services and Editorial
• End to End Employee Life Cycle Management
• Managed 2000+ Stringer PAN India
• Recruitment, Onboarding, Induction, Employee Life Cycle
• Employee Engagement, HR Operations, Stakeholder Management, Talent Management & Performance Management
• Exit Management & Analysis
• Consultant Hiring, Contract Renewals, Legal Compliances
• Mediclaim Data
• Internal and External Communication
• Stakeholder Management
• Employer Branding
• Employee Pulse & Assimilation
• Learning & Development
• GPTW, Surveys & Feedbacks
• Canva, Naukri, LinkedIn Employer
• Culture Building
• People & Diversity
• Standard Operating Procedures (SOPs)
• Change Management
• End-to-End Employee Lifecycle

• Individual Contributor Role reporting directly to the Founders
• Managing end-to-end Employee Life Cycle & Performance Management
• Designing and implementing of effective HR systems, policies and practices across the company, SoPs
• Creating and executing high-quality systems and processes in the areas of Recruitment and Onboarding, Exit Management
• Internal and External Communication
• Consultant Hiring, Contract Renewals, Legal Compliances, Administration handling, Warehouse handling
• HRMS- Qandle

• End to end Recruitment, Hiring, On-boarding, Induction, Joinings, On Boarding
• HR Data Management- Organization Structuring, Personal File Maintenance, Employees' Data Maintenance, Letters' Generation i.e
• Appointment Letter, Increment Letter, Absconding letter, Termination Letter, Warning letter, Experience & relieving letters, Position Management, Internal Movements
• Performance Management- Periodical reviews & discussions with each employee and their respective managers for Appraisals, Review & Manager's feedback analysis, Individuals/functions' KPI finalization & Implementations, Increment analysis & finalization
• Employees grievances & queries Related to Payroll /Tax/Compliance, Employees grievances & queries Related to Performance Management/Increment
• Process & Policy, Legal Compliances, Exit Management, Incentive Pay Out to Revenue team

• Workforce Planning - Forecasting talent and capability requirements required to execute the business strategy
• Responsible for creating and driving recruitment strategy in alignment to business needs
• Responsible for on-boarding of new joiners
• Responsible for the learning and development of the business teams
• Drive the goal setting and performance appraisal process
• Work with HR COEs to deploy the organization wide programs by customizing it to the business needs
• Revenue Team Incentive Management and Error Free payout
• Aon Hewitt Certified
• Human Resource Professional Program
• EMPLOYEE ENGAGEMENT & INTERNAL COMMUNICATION
• Sparking connections across businesses & teams, through business specific, need-based engagement initiatives
• Conceptualize and run talent engagement programs
• Upgrade the internal communication channel mix
• Content management for HR portal, help desk, corporate website career page etc
• Launch and marketing communication for HR initiative
• Develop strategies to enhance employee engagement and morale within TIL., including organizing employee events, conducting surveys to gather feedback, and implementing initiatives to promote work-life balance and employee wellbeing.

INTERNSHIP

• ORGANIZATION TRANSFORMATION AND TALENT

INTERNSHIP

• PREPARED VARIOUS CHECKLISTS UNDER DIFFERENT LEGISLATIONS APPLICABLE TO DIFFERENT INDUSTRIES ACROSS INDIA
• VENTURED INTO VARIOUS COMPLIANCES IN RELATION TO LABOR, COMMERCIAL, TAX AND LAWS RELATED TO ENVIRONMENT
• EXTENSIVELY RESEARCHED CENTRAL AND STATE ACTS AND RULES