Manoj Pusarapu

Performance, Stakeholder, and Exit Management:

• Merit and Bonus - Partner with Global HR Partners, provide analytics for the business on promotions, merit, and bonuses for a headcount span of 1,100+ for the assessment of the calendar years 2023 and 2024.
• Managers provide calibration support through analytics for business stakeholders at levels L4 and L5, in line with organizational guidelines.
• Low Performer Management - Partner with managers (L6/L7) to initiate PIP & probation extension/terminations.
• Reduced approximately 4% attrition for respective businesses for the year 2024 through HIPO retention, counter offers, and off-cycle adjustments.
• Talent management through internal reviews and to build a pipeline for succession.

HR Advisory:

• Develop and implement HR strategies aligned with organizational goals to manage mid-year market adjustments and promotions.
• HR advisory to business leaders and people managers related to policies and procedures.
• Partner with COEs for respective business IJPs, benefits, insurance, L&D, IT, ER, and compliance teams for HR-related matters.

Employee Relations:

• Enhance associate engagement through regular check-ins, oversee rehire eligibility, ensure compliance, and conduct leadership and HIPO connects.
• Disciplinary actions, including but not limited to inappropriate behaviors, absenteeism, financial/non-financial frauds/errors, compliance issues, etc.

HRIS:

• Adept in HCM tools like Workday, ServiceNow, and Visier, ADP payroll, and Glint.

Reporting & Analytics:

• Collaborate closely with business teams to analyze data, identify trends, and propose solutions to ensure increased engagement from hire to exit of the employees.

• Onboarded 300+ employees and briefed HR policies.
• Hired more than 200 FTE's & 280 Interns from IIM's & Top B School's.
• To perform employee grievance redressal as an IC, picked up 600+ queries with an effective 85% resolution.
• Jumped into the Performance evaluation of more than 150+ employees.
• OKR module as reference for Setting KPI's & Adherence to SLA's for respective teams.
• Slashed recruiting costs 20% by negotiating pricing and fees, while ensuring the continuation and enhancements of services.
• RnR, Peer - Peer recognition to maintain motivation across team members.
• Conducted exit interviews, implemented retention strategies, and reduced the employee turnover ratio by 6%..

• Non Technical Process: Digital Operations, Content Reviewing Abusive & Non Abusive.

• TA, Induction Support, Offer letter/Appointment letter tasks.