Moazma Nesar

Talent Acquisition

• Managed end-to-end hiring lifecycle across Tech (SDE, DevOps, Product Manager, QA, Cyber Security) and Non-Tech (Ad Sales,Media Sales, Business, Marketing) roles.
• Partnered with function heads for intake meetings, created hiring plans, aligned sourcing strategies, and conducted pre/post interview debriefs.
• Collaborated on job description creation, aligning technical competencies with team leads and assessing behavioral traits through HR lens.
• Worked across hiring models: Lateral (Buy), Conversion/Internal Movement (Build), and Consultants (Borrow).
• Owned sourcing via LinkedIn, Naukri, IIMJobs, Hirist, referrals, and external agency partners.
• Maintained key hiring metrics: offer-to-join ratio,time to fill ratio, cost-per-hire, applications per hire, and quality of hire (PIP %, probation extensions).
• Led vendor management with recruitment agencies—served as POC, negotiated contracts, and co-drafted service agreements with legal.

HR Operations

• Managed the complete employee lifecycle for 150+ employees including onboarding, documentation, payroll inputs, database maintenance, and offboarding.
• Administered HRMS (Zimyo) for leave updates, reporting lines, and structural hierarchy; also maintained org charts using Figma.
• Handled payroll inputs for FTEs , Interns and contractors to ensure accurate and timely salary/stipend processing.
• Facilitated post-exit communication and full-and-final settlement resolution.
• Managed core HR Ops metrics including headcount reporting, attrition analysis, to support workforce planning and decision-making

Performance Management

• Facilitated sessions with HR Head and people managers to align on the performance evaluation process.
• Circulated performance evaluation forms and tracked completion timelines for self, manager, and function heads.
• Consolidated self and manager ratings in a structured sheet and identified critical roles and role holders.
• Coordinated department-level calibration meetings with function heads to finalize ratings.
• Drafted and distributed final Appraisal letters to all employees.

Succession Planning

• Designed a succession planning sheet capturing: critical roles, role holders, successor availability, and readiness timeline (immediate, 1–2 years, >3 years).
• Partnered with department heads to map development plans for identified successors to build a sustainable talent pipeline.

HR Business Partnering

• Assisted in drafting and updating company-wide HR policies (leave, social media, etc.) in collaboration with leadership and legal teams.
• Supported CXOs during performance calibration, internal movement discussions.
• Partnered with department heads to identify role-critical positions and enable lateral/internal growth pathways aligned to 1–3 year business goals.

Grievance Redressal & Employee Relation

• Acted as first responder to employee grievances; resolved cases within 48 hours, ensuring high employee satisfaction and policy compliance.
• Conducted informal and formal resolution processes for workplace concerns while ensuring documentation and alignment with HR policies

Employee Engagements & Analytics

• Organized employee engagement events to enhance workplace culture and team bonding.
• Built and presented HR dashboards and reports quarterly and annually: attrition data, hiring analysis, and engagement insights.
• Presented actionable insights to leadership by highlighting trends in headcount movement, hiring efficiency, and attrition risks.