NEERU ANAND

Talent Acquisition
 Comprehensive and exhaustive understanding of the business function and the respective hiring mandates; and devise Strategies to manage and execute the same
 Develop and update job descriptions and job specifications
 Develop strategies to ensure talent pipelines are continuously being strengthened in order to support the current as well as the future needs of the business

• HR Operations
   Audits: - Handling various internal audit & ISO audit independently
  ➢ Exit Process: - Handling full & final formalities of employees
   Documentation: - To effectively and accurately manage the absolute employee life cycle (onboarding to exit), employee offer letters, employment agreement, probation, transfer, resignation/termination related documents with a high degree of quality and timeliness.
• Performance Management system
   Facilitating all steps of Performance Management System includes KRA/ Goal Setting.
   Act as primary contact for handling queries related to Performance Management Process,
   Conduction methodology of KRA setting, review and annual appraisal.
   Calculation of performance linked pay.
   Participate in the performance management process with regard to goal setting, performance discussions, and yearly reviews.
• Human Management
   Resolving Employee Queries and Grievances
   Handling Confirmation Process of employees
   100% Focus on employees’ retentions formulate attrition rate & root cause analysis through exit interview.
   Responsible for sending weekly inspirational mail to across the company and it has been highly appreciate
   Formulation and Implementation of Corporate policies for existing as well as newly acquired division.
  Compensation and Benefits Management
  

• Engaged in analyzing and suggesting appropriate resources for technical opportunities.
• Ensuring resource fulfillment planning through internal bench, virtual pool allocation, internal rotation within account and recruitment/contracting.
• Driving annual headcount planning and talent acquisition plans for the year.
• Liaising with Delivery Heads /Managers for resources issues, fulfillment planning & bench management.
• Ensuring the visibilities for roll off/ramp-down, ramp-up, rotation planning for resource.
• Achieving daily/weekly/monthly and quarterly SLAs for resource allocation, ensuring that weekly overdue targets are met through allocations.
• Implement Workforce Management departmental policies and procedures as directed by the Workforce Management Director.
• Actively advise and provide guidance to the business units around scheduling, employee management and leave management.
• Providing inputs to Recruitment for planning external hiring.
• Partnering with the Business Development Team for gathering requirements, proposals, SOW's and SLA contracts.
• Creating and delivering strategies that positively impact productivity and bottom-line results.

• Organized regular networking events and career fairs, increasing brand visibility among potential candidates.
• Negotiated offer packages that satisfied both candidates and company objectives, contributing to employee retention rates.
• Leveraged social media platforms to advertise open positions, attracting passive candidates in hard-to-fill roles.
• Improved employer branding by collaborating with marketing teams on targeted campaigns.
• Reduced time-to-fill by creating efficient recruitment processes and leveraging technology tools.
• Conducted thorough pre-screening interviews, effectively narrowing down candidate pools for hiring managers.
• Streamlined applicant tracking system usage for consistency in data reporting, enabling better decision-making in future recruitment efforts.
• Managed end-to-end recruitment process for various roles across the organization, ensuring high-quality hires.