PALAK AGGARWAL

• Strategic HR Leadership
  Accomplishment: Developed and executed a comprehensive HR strategy aligned with business growth, supporting the company’s expansion from 800 to 1,200+ employees.
  Benefit: Enabled scalable HR operations and ensured seamless integration of new hires, supporting business scalability and market competitiveness.
• Talent Management
  Accomplishment: Oversaw dynamic talent acquisition and retention strategies, reducing time-to-fill by 20% and improving quality of hire through innovative sourcing and employer branding.
  Benefit: Accelerated project staffing, enhanced team capabilities, and reduced onboarding costs.
• Performance & Succession Management
  Accomplishment: Redesigned the performance evaluation process, driving a 30% improvement in performance review completion and alignment with business KPIs.
  Benefit: Increased employee accountability, supported merit-based promotions, and improved leadership pipeline.
• Employee Engagement & Culture
  Accomplishment: Launched quarterly engagement surveys and recognition programs, increasing employee satisfaction scores by 15% and reducing attrition by 10%.
  Benefit: Boosted retention, reduced turnover costs, and fostered a positive, inclusive workplace culture.
• Learning & Development
  Accomplishment: Orchestrated leadership development and technical upskilling programs, resulting in a 25% increase in employee certification rates and a 30% reduction in leadership pipeline gaps.
  Benefit: Strengthened internal talent, reduced external hiring costs, and improved service quality.
• HR Digital Transformation
  Accomplishment: Led the implementation of an HRMS/ATS system, automating 70% of HR processes and reducing administrative time by 20%.
  Benefit: Streamlined operations, improved data accuracy, and enhanced HR service delivery.
• Compliance & Policy Development
  Accomplishment: Ensured 100% compliance with labor laws, POSH, and data privacy regulations.
  

Talent Acquisition and Management:

• Managing the recruitment life cycle for sourcing the best talent from diverse sources after identification of manpower requirements for new/existing departments.
• Conducted international recruitment drive of 200+ engineers in Singapore.
• Conducting time to time campus recruitment drives to maintain a pipeline of potential hires.
• Introducing Internship plans for additional bench resources.
• Implement Talent Management Strategy covering leadership retention plans, succession and development plans.
• Conduct restructuring exercises, span of leadership reviews and retention assessment.
• Create comprehensive HR scorecard with key metrics related to attrition, census, hiring, rewards and training.

Implementation of HR processes

• Support in driving Performance management system activities & coach/train the leaders in execution of PMS.
• Involved in salary benchmarking, conducting timely performance reviews and appraisal

Training coordination

• Responsible for the delivery of department wise trainings within the company
• Maintenance of training material, training attendance, feedbacks and questionnaires.

Employee Engagement

• Conduct team integration exercises.
• Conducted CSR activities on behalf of the company.
• Implement Rewards strategy and ensure effectiveness of the recognition systems.

Exit Management

• Exit Formalities
• Responsible for conducting the exit interviews.
• Attrition report generation.

• Acting as talent acquisition subject matter expert and driving end to end recruitment process in India.
• Proactive sourcing and talent pipeline building for various business needs.
• Create high quality job ads and business need/role specific sourcing strategies to identify the right talent for every role.
• Create and run referral bonus programs.
• ERP implementation (Digitization of HR processes).
• Well verse with ATS like ZOHO, Naukri RMS.
• Identified candidates who were potential exits in the month and successful in counselling as well as retaining them in coordination with the concerned operational heads.
• Responsible for managing succession planning for critical positions
• To suggest and strategize policies and interventions in almost all sub functions of HR like talent acquisition, training, Compensation and Benefits to support the overall business proposition

• Responsible for full spectrum of Employee Lifecycle management.
• Carrying out induction/orientation programs for new recruits.
• To carry out all the formalities for on boarding of candidate
• Involved in recruitment cycle management and ensuring a smooth process till the position is closed and the candidate joins the organization.
• Liaised with Tech Mahindra and Ford Motor Company to fill their vacancies in a timely manner.
• Develop and implement HR policies and initiatives aligned with the overall business strategy including POSH, Leave management, Reward & Recognitions, flexible work schedule policies, Referral Bonus Programs and relocation policy