ALOK RAJGURU

• Develop and execute HR strategies aligned with organizational goals and objectives.
• Established and optimized the HR Department, revolutionizing the Human Resource Management Process for enhanced efficiency and effectiveness.
• Collaborate with senior leadership to identify long-term workforce needs and create strategic plans to address them
• Oversee the full recruitment lifecycle, including sourcing, interviewing, and onboarding high-caliber talent.
• Develop retention programs and initiatives to promote employee engagement, satisfaction, and loyalty.
• Design and implement performance management systems to assess employee performance, provide feedback, and facilitate continuous improvement.
• Provide guidance and support to managers and employees on performance-related issues, including goal setting, performance evaluations, and development plans.
• Design and facilitate training and development programs to build employee skills and capabilities.
• Crafted comprehensive HR policies, meticulously ensuring alignment with pertinent employment laws, regulations, and internal company standards.
• Generate reports and dashboards to provide insights into key HR metrics, trends, and performance indicators.
• Lead change management initiatives to support organizational transformation and growth.
• Led the implementation of an ERP system from scratch and streamlined processes across departments for optimal efficiency.
• Partner with stakeholders to design and deliver effective training and development programs.
• Drive employee engagement initiatives and promote a culture of continuous improvement.
• Collaborate with the CEO and other senior executives to develop and execute the organization's strategic vision, goals, and objectives.
• Monitor key performance indicators (KPIs) and metrics to assess operational performance and identify areas for improvement.
• Lead, mentor, and develop a high-performing team of operational and functional leaders.
• Identify opportunities for business growth and expansion, including new markets, products, and services.
• Develop and refine the organization's long-term strategic vision and goals in collaboration with the CEO and executive team.
• Translate strategic objectives into actionable plans and initiatives, ensuring alignment with the organization's mission and objectives.
• Collaborate with sales, marketing, and product development teams to execute business development strategies and achieve revenue targets.
• Monitor industry trends, competitor activities, and market dynamics to identify potential threats and opportunities.

• Administered human resources plans and procedures company-wide to guide both management and employees.
• Direct all HR functions, including executive coaching and counseling of all the business unit president in India and other business units in US side.
• Execute multiple HR programs related to the employee life-cycle, such as onboarding, employee development, employee relations, Employee Engagement, Payroll Data, Performance Evaluation, Training & Development, Offboarding, Exit Interview, PIP, Data Management, Monthly Report making and presenting to the Leadership team and contract management.
• Head the Culture Committed of the organization and plan engaging events for a better work environment.
• Meet with current and leaving employees to conduct surveys and determine areas in need of improvement. Conduct Exit Interview and maintain Attrition data for better understanding of pain areas.
• Work on the companies Attrition rate and also develop new Learning and Training plans for better Onboarding process.
• Conducted new employee orientation to introduce employees to policies, culture and objectives.
• Established and led the implementation of a new Performance Management System company-wide, while also overseeing operations for our India region.
• Planned and executed special events such as holiday parties for employees to improve work culture.
• Conducted employee performance reviews and implemented corrective actions to increase productivity.
• Meet all the teams once in a month for understating there issues and building team connect with the HR.
• Handled employee discipline and termination to address policy infractions. Guide the Mangers and the business unit heads for PIP and also drafting the PIP.
• Established and led the implementation of a new Performance Management System company-wide, while also overseeing operations for our India region.
• Conducted employee relations investigations into safety complaints, allegations of harassment and civil rights issues.
• Worked with business leaders to evaluate and optimize human resources policies.
• Served as link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Partner with US People Team Heads for making centralize system and also guiding them on India side rules and regulation.
• Regularly updated HR databases to reflect employee information, changes in benefits and other details.
• Worked with department managers to assess needs.
• Guided startup and management of HR operations, systems and programs for new location within company.
• Created and updated personnel files by entering information in HRIS.
• Communicated with supervisors to plan and review employee evaluations.
• Proactively identified and solved complex HR problems that impacted operations management and business direction.
• Maked the HR Policies like Attendance Policy, Leave Management Policy, Work from Home Allowance Policy, Marriage and Child Gift Policy, Garden Leave, Exit SOP's, Compensatory Pay Policy, Internal Job Mobility Policy, Maternity Leave Policy, Employee Referral Policy and POSH Policy.

1. Setting up an HR Department with Developing and implementation of HR strategies and initiatives aligned with the overall business strategy.

2. Leading the organization’s HR departments, including talent acquisition, learning and development, employee engagement, compensation and benefits, talent management HR information systems (HRIS) and financial planning of the department.

3. Full Recruitment Cycle with Organizing an induction program for the new joiner. Ensuring Full & Final Settlement is done, issuing Experience and Relieving Letters, and completing other Exit Formalities, Taking exit interviews.

4. Maintain employee records according to company policy and statutory requirements.

5. Interact with teams/ individuals as part of formal/ informal groups so as to feel the pulse of the organization and bring about changes/ improvements

6. Maintain HRBP dashboards.

7. Monitor Staff attendance, leave and overtime record & validation records.

8. Oversee and manage a performance appraisal system that drives high performance.

9. Contributing to long-term goals around business and people development, including succession planning and talent acquisition.

10. Payroll management; knowledge on statutory matters.

11. Training new and existing employees.

12. Communicating and explaining the startup’s HR policies to the employees.

13. Preparation of salary statement.

14. Plan Employee Engagement activities, with the aim of creating a better working environment and engaged culture.

15. Coordination and assistance with project teams for the Appraisal process.

16. Provide Employee Counseling and Guidance.

17. Nurture a positive working environment.

18. Handling Query and grievances of the Employees.

19. Work closely with the business/employees to improve work relationships, build morale and improve retention.

20. Communicated with supervisors to plan and review employee evaluations.

1. Talent Acquisition responsibilities include sourcing candidates through various channels, planning interview and selection procedures.

2. Conduct recruitment activities for all open positions including temporary hires in coordination with the HOD & Directors.

3. To ensure timely completion Hiring, Confirmation & Exit formalities are done

4. Handle all employee queries and act as the first line of response to all their HR-related queries.

5. Recording, maintaining and monitoring attendance to ensure employee punctuality.

6. Reporting and tracking through the time tracking system.

7. Conducting employee orientation and facilitating newcomers joining formalities.

8. Maintaining and regularly updating the master database (personal file, personal database, etc.) of each employee.

9. Resolving grievances or queries that any of the employees have.

10. Coordinating with team and candidates for scheduling appointments with the management team for sourcing.

11. Conducting the first round of telephonic interview for the candidates to schedule interviews.

12. Plan and monitor the day-to-day running of operations to ensure smooth progress.

13. Documenting the overall performance of Employees by gathering, analyzing and interpreting data and metrics.

14. Finish all the Operational work like making Joining letters, Appointment letters, Calculating the Comp-Offs of the Employees.

15. Plan Employee Engagement activities, with the aim of creating a better working environment and engaged culture.

16. Update the Employees Documents on the Company's Software like HRMS.

17. Conduct an Employees Documentation Audits.

18. Reviewed referral candidates and contacted qualified individuals to request applications.

19. Negotiated candidate salaries and prepared employment contracts.

• Guided new hires through orientation and on-boarding.
• Answered employee questions regarding employee benefits.
• Checked accuracy and completeness of benefits applications and documents.
• Process the documents in the company software for reimbursement.