Nilabh Gupta

• Transformed HR from an administrative function to a strategic partner, aligning HR initiatives with business goals and objectives.
• Managing a dynamic team of 850+ employees, ensuring seamless end-to-end HR delivery.
• Implemented growth strategy to add 450+ headcount across functions at various levels (Associate to CXO).
• Developed and implemented innovative talent acquisition strategies resulting in a 15% increase in top-tier talent acquisition.
• Achieved a 40% reduction in vendor costs by empowering and enhancing the capabilities of the in-house Talent Acquisition team.
• Cultivated a positive work environment through continuous improvement initiatives and strong leadership.
• Championed diversity and inclusion efforts, promoting a more inclusive workplace resulting in achieving diversity of 42% overall & 35% at leadership level.
• Designed and implemented succession planning initiatives for Analytics, Brand & Care vertical.
• Implemented Keka HR for managing employee life cycle by automating and simplifying all HR processes.
• Streamlined HR processes for increased leading to an improved E-Sat from 3.2 to 3.9 over a span of 9 months.
• Enhanced employee engagement by implementing innovative HR policies and practices.
• Implemented comprehensive talent management programs, like, quarterly performance review, WoW Onboarding, buddy program, fast track career promotion, Amazing Rewards & Recognition program, Productivity analysis, flexi timings resulting in a high-performing workforce.
• Started making early progress in learning and development.
• Implemented workforce planning strategies to address hiring needs during periods of growth or contraction by setting quarterly targets (hiring numbers & budget, both) and doing deviation analysis.
• Managed complex employee relations issues, fostering a culture of trust, respect, and open communication.
• Reduced turnover rates by developing and executing effective retention strategies.
• Implemented around 12 HR policies like Team outing, attendance policy, WFH policy, PIP policy, Reimbursement policy, Flexi Benefit Plan (Payroll policy), robust exit policy, probation policy, POSH policy, salary advance policy, and, TA Policy
• Currently managing a team of 3 HRBPs, 3 TA & 3 HR Ops team members.

• Responsible for identifying, attracting, recruiting and retaining top talent during the rapid growth of 450+ employees.
• Serve as a strategic business partner to senior leadership focused on a broad-based and transformational talent agenda.
• Collaborated with functional heads to develop and implement talent management strategies customized for their function.
• Implemented monthly employee recognition programs leading to a 20% increase in employee satisfaction scores and a 15% decrease in voluntary turnover rates.
• Implemented HR best practices like: Employee connect (1-on-1, Skips, FGDs), FH connect, New Hire Induction, HR projects, Genesis, R&R, Celebrating Cuemath Values (Super 6), RAG analysis, Townhall, E-Sat, Succession planning, CRP, etc.
• Developed & implemented new HR policies to streamline the processes suiting the fast-paced startup eco-system.
• Responsible for implementing Darwinbox for managing employee life cycle by automating and simplifying all HR processes.
• Responsible for setting up the entire Abu Dhabi operations from people stand point, related to hiring, visa processing, policy formulation, Onboarding & Indiction, grievance management, R&R and exit management.
• Driving employee engagement initiatives and addressing employee grievances at all levels.
• Managed a company-wide restructuring effort resulting in a seamless transition, minimal disruption to business operations.
• Managing a team of 4 HRBPs (2 GGN & 2 BLR) directly and overseeing the TA & HR Ops sub-functions as well.

• Managing the people agenda for 1200+ employee base within the Hitech Manufacturing & Services vertical spanning across NCR, Kolkata, BLR & US.
• Lead the campus & laterals hiring for my span along with the TA team.
• Responsible for the end-to-end performance management & succession planning for employees’ growth & development.
• Driving employee engagement initiatives to ensure a strong organization connect and become an employer of choice.
• Ensuring best practice replication across regions to help standardize the HR processes. Drive joint initiatives under the virtual captive umbrella strongly with the client to help strengthen the brand value and employee retention.
• Addressing Employee Grievances and issues and maintaining Compliance & Integrity across my accounts.
• Manpower planning and on-time resourcing for the business to minimize process impact due to attrition/movement.
• Driving efficiency and cost effectiveness by strongly controlling and improving levers like bench, span, band mix etc.
• Initiatives: T.I.M.E., C.A.R.E., No Cabin Day, SPOT Awards, 1-on-1 Tool Automation, Retention Contest, E-Sat Survey.
• Implementing performance management processes, including goal setting, performance evaluations, and development planning using the 9 blocker.

Graduate Engineer Trainee

• 3 months Power Plant Familiarization at NPTI, Nagpur.
• Control Room Operation Engineer: Responsible for smooth Operation of Power Plant.
• Commissioning of Power Plant: Actively involved in erection and commissioning of Power Plant.

Assistant Manager- Corporate HR

• Corporate Training: Responsible for setting up Technical corporate training.
• Induction Training: New Hire Induction to fresh trainees and lateral recruits.
• Policy Formulation: Involved in several policy formulations like, campus hiring, employee engagement, etc.
• Training Coordinator: Responsible for meeting the requirements of our employees on the technical training.
• Internal Monitoring & Assessment: Feedback from the employees were taken to enhance the existing process.
• Performance Management System: Supported PMS team for data validation, filing MIS and letter printing.
• Talent Acquisition: Extended full support to Talent Acquisition Team for recruitment of Trainees and Laterals.
• Recruited almost 100 plus trainees and more than 40 laterals for different projects of Reliance Power Ltd.
• Budget Minimization: Wherever possible in-house faculty was identified for trainings.
• Cost Reduction: Sourcing of resumes done in-house, and no external consultants were hired.