Lavanya Margam

HR Manager

Neev Systems

7 2021 - Current

Talent Acquisition:
-Directed a team to align talent acquisition strategies with business objectives, ensuring seamless fulfillment of organizational staffing needs.
-Collaborated closely with multiple vendors and hiring managers to effectively meet recruitment requirements.
-Streamlined and optimized processes to accelerate talent acquisition, delivering precise and high-quality results.
-Implemented efficient and effective methods for candidate screening, interviewing, and selection.
-Strategized and executed plans to attract top talent, aligning hiring efforts with organizational demands.
-Partnered with cross-functional teams to enhance employer branding, optimize recruitment marketing, and leverage diverse sourcing channels.
Employee Development:
-Introduced targeted programs to advance employee skill development and educational growth.
-Meticulously designed succession plans and mentoring sessions for mid-level management, ensuring seamless transitions and leadership continuity.
-Maintained low attrition rates by aligning employee needs with organizational goals, fostering retention and engagement.
-Collaborated with various business units to ensure associates meet accreditation standards, supporting overall practice excellence.
-Developed and implemented strategies to sustain high employee satisfaction levels, contributing to a healthy organizational culture.
-Navigated and optimized complex situations to balance the needs of both employees and the organization effectively.
Performance Management:
-Integrated goal setting as a critical component of employee development, directly contributing to organizational growth.
-Successfully led the implementation of a third-party portal for goal setting and performance appraisals, enhancing process optimization and efficiency.
-Introduced SPOT rewards to recognize and reward employees who consistently excel in their performance, fostering a culture of continuous achievement.
-Ensured regular employee check-ins based on identified KRAs and KPIs, facilitating smooth and effective annual appraisals.
Employee Relations:
-Strategically scheduled monthly meetings with all business units to assess teamwork dynamics and professional development needs.
-Organized and conducted regular one-on-one sessions with a diverse group of associates to ensure employee satisfaction contributes to organizational growth.
-Designed and implemented employee engagement activities to maintain high levels of satisfaction, morale, and retention.
-Facilitated team surveys to ensure employee needs are aligned with organizational objectives.
Developed a comprehensive exit interview process to identify areas for organizational improvement and address potential issues proactively.
Compliance and Legalities:
Ensured the organization’s full compliance with all applicable labor laws, regulations, and employment standards, minimizing legal risks and fostering a fair work environment.
Regularly reviewed and updated HR policies to reflect changes in legislation, industry standards, and best practices.
Developed and implemented workplace policies and procedures that promote a positive, inclusive, and productive work culture.
Conducted training sessions and workshops to educate employees and management on organizational policies. Provided guidance to management and employees on policy interpretation and application, ensuring consistent and fair enforcement across the organization.
Change Management:
Developed and executed strategic plans to manage organizational change, ensuring smooth transitions and minimizing disruption to business operations.
Designed change management frameworks and methodologies tailored to the organization's specific needs and goals.
Facilitated clear and transparent communication to keep employees informed about upcoming changes, reducing uncertainty and resistance.
Implemented training programs and workshops to equip employees with the skills and knowledge needed to adapt to new processes, systems, or structures.
Provided coaching and support to leaders and managers to help them effectively guide their teams through periods of change.
Monitored and assessed the impact of organizational changes on employee morale and productivity, making adjustments as necessary to support a positive work environment.
Fostered a culture of resilience and continuous improvement, encouraging employees to embrace change as an opportunity for growth and innovation
Diversion and Inclusivity
Developed and implemented strategies to promote diversity across all levels of the organization, ensuring a workforce that reflects a wide range of perspectives and experiences.
Fostered an inclusive workplace culture by creating programs and initiatives that celebrate and respect diverse backgrounds, identities, and viewpoints.
Collaborated with leadership to integrate diversity and inclusion goals into the overall business strategy, driving organizational growth and innovation.
Launched targeted recruitment efforts to attract talent from underrepresented groups, ensuring a diverse candidate pool for all positions.
Organized and facilitated diversity training sessions to educate employees on the importance of inclusivity and to reduce unconscious bias in the workplace.
Workforce Planning:
Strategic Workforce Planning: Developed and implemented comprehensive plans to address current and future staffing needs, aligning talent acquisition and retention strategies with organizational goals and evolving market trends.
Proactive Talent Forecasting: Analyzed market conditions and industry trends to anticipate staffing requirements, ensuring the organization is well-positioned to meet future demands with the right skills and expertise.
Succession Planning and Talent Development: Identified high-potential employees and created targeted development plans to prepare them for key leadership roles, ensuring a strong pipeline of internal talent for future organizational needs.
Leadership Continuity Planning: Collaborated with senior management to establish succession plans that secure the long-term leadership and operational continuity of the organization.
Talent Identification and Mentorship: Implemented mentorship and career development programs to cultivate internal talent, ensuring readiness for advancement and mitigating risks associated with key role vacancies. Data-Driven Decision-Making: Utilized workforce analytics to assess talent gaps, forecast future needs, and inform strategic staffing and succession planning decisions
Guided leaders and employees on company policies, programs, benefits and salary administration
Led decision-making and implementation of HR policies, procedures, programs and functions
Managed employee relations, investigating and resolving conflicts to maintain a positive work environment
Managed employee disputes by employing conflict resolution techniques
Streamlined HR processes for increased efficiency with the use of HRIS systems
Monitored and handled employee claims involving performance-based and harassment incidents
Oversaw payroll functions, ensuring accuracy while maintaining strict confidentiality standards for sensitive employee information
Motivated employees through special events, incentive programs, and constructive feedback
Facilitated organizational change through effective communication and collaboration with senior management
Enhanced employee retention by implementing effective onboarding and training programs
Maintained payroll and benefits for employees in various locations and diminished financial discrepancies through expert program management
Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset
Implemented performance management systems, providing constructive feedback and coaching opportunities for employees
Promoted a culture of continuous learning through the coordination of professional development opportunities and workshops for employees at all levels within the organization
Improved workplace culture through the development and implementation of diversity initiatives
Ensured legal compliance with labor laws by conducting regular audits and updating policies as necessary
Collaborated closely with department heads in executing strategic workforce planning initiatives that aligned human capital resources with company goals
Developed comprehensive training programs, empowering employees to reach their full potential within the organization
Optimized benefits programs, resulting in increased employee satisfaction and reduced turnover rates
Conducted internal investigations related to harassment claims and other workplace conflicts, providing resolutions that preserved the integrity of the company''s values
Reduced recruitment costs by establishing strong relationships with job agencies and universities
Oversaw legal compliance with federal, state and local laws and regulations in addition to compliance with company policies and procedures
Maintained company compliance with local, state, and federal laws, in addition to established organizational standards
Motivated employees through special events and incentive programs
Maintained payroll and benefits for employees in various locations, minimizing financial discrepancies through detailed program management
Facilitated onboarding sessions and on-the-job training for new hires bolstering position knowledge and skillset
Implemented performance reviews and motivational strategies to elevate HR team results
Evaluated employee onboarding programs and presented strategic improvement recommendations to upper management
Processed employee claims involving performance issues and harassment
Organized and led staff orientation programs and training to promote collaboration
Used technologically relevant digital systems to manage payroll and benefits programs
Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes
Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees
Recruited top talent to maximize profitability
Facilitated successful policy implementation and enforcement to maintain legal and operational compliance
Discovered and resolved complex employee issues that affected management and business decisions
Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance
Created and implemented forward-thinking initiatives to improve employee engagement
Identified and implemented appropriate strategies to increase employee satisfaction and retention
Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness
Distributed employee engagement surveys to identify areas of improvement
Structured compensation and benefits according to market conditions and budget demands
Fostered positive work environment through comprehensive employee relations program
Devised hiring and recruitment policies for employee company
Instructed senior leaders on appropriate employee corrective steps
Liaised between multiple business divisions to improve communications
Reduced process gaps while supervising employees to achieve optimal productivity
Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks
Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams
Collaborated with legal and compliance teams to review paperwork, obtain feedback, and procure available information for new training processes

Summary

Overview

Work History

HR Manager

Assistant HR Manager

Assistant HR Manager

HR Executive

Education

Masters -

Skills

Timeline

Assistant HR Manager

Assistant HR Manager

HR Executive

HR Manager

Masters -

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