Monika Verma

Talent Acquisition and Recruitment:

• Sourcing, interviewing, and onboarding new hires.
• Collaborating with department heads to understand hiring needs.

Employee Relations:

• Resolving conflicts and ensuring a positive workplace environment.
• Acting as a liaison between management and employees.

Policy Implementation:

• Developing and enforcing HR policies and procedures.
• Ensuring compliance with labor laws and company standards.

Training and Development:

• Organizing learning programs to enhance employee skills.
• Conducting performance evaluations and career development plans.

Compensation and Benefits Management:

• Administering payroll, benefits, and rewards programs.
• Ensuring competitive compensation practices.

HR Strategy and Planning:

• Supporting organizational goals through workforce planning.
• Analyzing HR metrics to improve employee engagement and productivity.

Recruitment and Talent Acquisition:

• Talent acquisition for the organization, including the requisition process, sourcing, application process, screening and interviewing, employment offers, and notification of non-selection.
• Handling campus recruitment for summer internships and management trainees.
• Using tools like external vendors, job sites, IJPs, headhunting, and social networking to fill the mandates within the specified TAT, maintaining the standard sourcing mix.
• Adept at preparing JDs, screening resumes, conducting face-to-face and telephonic interviews, scheduling final interview rounds with the business heads, closing positions, and negotiating notice periods and salary fitments.
• Designs, develops, and maintains the recruitment process in the organization (including its description, recruitment measurement definitions, regular measurement reporting, and taking proper actions to close gaps).
• Designs the selection matrix for choosing the optimum recruitment channel and recruitment source.
• Explores the market's best practices in recruitment and staffing, and implements appropriate best practices in the organization.
• Builds a quality relationship with internal customers and external recruitment agencies.
• Monitors and constantly reduces the costs of the recruitment process.
• Sets the social media communication strategy for different job profiles and functions in the organization.
• Conducts job interviews for the managerial job positions (or key jobs in the organization).
• Manages and develops the team of recruiters.
• Acts as a single point of contact for managers regarding recruitment topics.
• Designs training, recruitment for HR recruiters, and line managers.
• Responsible for the recruitment of all the job roles (sales/marketing, technical, operations, commercial, etc.)
• Managing the recruitment cycle from start to end, i.e., initial screening, scheduling interviews, conducting interviews, offer negotiation, salary fitment, inducting an employee, and analysis based on the psychometric tool PDP for person-job fit.
• Actively involved in the Campus Recruitment Process: undertaking tests, conducting assessment centers, group discussions, and interviews for selecting candidates.
• Handling exit formalities and analyzing exit.

Joining Formalities and Induction:

• Completing joining formalities and documentation.
• Scheduling and conducting an induction program.
• Preparing New Joiners' Personal File
• Generating employee codes and login process in bio-metric machine.
• Coordinating with the IT and Admin departments for the system, ID, and access card for new joiners.
• Opening of bank accounts for employees.
• Preparation and issuance of appointment letters to the new joiners.

Management Information System:

• HR database management.
• Monthly and annual report generation as required by the management, for example (Recruitment MIS, Attrition Analysis, headcount, Employee Master data).
• Updating employees' personal and salary data information in the HRIS.
• Employee personnel files: arranging all personal files of employees.
• Maintaining HR policies related to leaves, office timings, lunch break timings, office decorum, usability of mobile phones, and working hours.

Performance Management:

• Leading and managing midyear and yearly performance appraisals of all employees – one-to-one rating discussions with management and arriving at hike percentages.
• Keeping track of appraisals and promotions taking place on a regular basis.
• Responsible for preparing the analysis sheet for the salary review and annual increment of employees of the company.
• Involvement in defining KRA and KPI build-up for frontline to upper management.

Training and Development:

• Identifying the training needs across levels through the mapping of skills required for particular positions, and the analysis of the existing level of competencies of individuals.
• Responsible for the training plan, record, arrangement, and maintenance of the training MIS for employees.
• Taking quarterly training needs feedback from HODs and arranging the trainings accordingly.
• Evaluation and measure of training effectiveness by survey and feedback.

Employee Relations & Employee Grievances:

• Rewards and recognition (policies and implementation)
• To ensure the implementation of all the rules and guidelines, as per the recruitment policy of the company..
• Providing end-to-end resolution of HR-related queries: salary, leaves, attendance, and transfer.
• Motivation and team-building activities.
• Employee Counseling.
• Welfare activities like birthday celebrations, day celebrations, and festival celebrations.
• Reward and recognition activities are conducted every month for best performance.
• Conducting various employee involvement forums, like grievance redressal meetings and contests.
• Issuing various certificates, like Salary Certificate, Address Proof Certificate, Employment Letter, Experience Certificate, etc.
• Issuing various letters, like offer letters, appointment letters, transfer letters, termination letters, warning letters, and abscond letters.

Exit Formalities:

• Collecting the copy of the resignation letter and taking the acceptance from the reporting manager, HOD, and management.
• Managing the No Dues Clearance Certificate from the entire department and conducting the Exit Interview.
• Preparing the full and final settlement, and coordinating with the accounts department for the final settlement of resigned employees.
• Preparation of relieving letter/experience letter.

• My job was to track the orders that are submitted to the Order Entry Wipro queue, and ensure they are launched in time.
• Picking up the orders and checking if they are clean or unclean, then processing the order.
• Any issues should be highlighted to the ASG classic team with a bridge ticket, and we should chase to get them resolved.
• Ensuring the target is achieved on a daily basis.
• Handling escalations, giving timely and accurate responses.
• Participate in the team hurdle to explain new updates and clarify any doubts.
• Performing One Validation Role (OVR) and B-end validation with customers.
• Communicate clearly and effectively with clients.