Paras Bhardwaj

HR Strategic Projects and Initiates Lead (Team Size 1)

• Manage end to end business Transformation of HRM from Adrenalin to Darwinbox
• Propagate HR Analytics via use of MS Excel Power BI and Anaplan
• Undertake Job Evaluation for leadership roles using Korn ferry Hay Method
• Design and Implement strategies to track and improve gender diversity in workplace
• Anchored annual organization structure revision, operating plan and budgeting exercise for 100+ employees
• Formulate plans for implementation of organization restructuring and delayering
• Track organization positioning on Great Places to Work Survey and Audit of Culture Document
• Setup competency framework for 100+unique roles and career paths for entire Enterprise Function
• Introduced performance - based incentive structure, leading to 10% rise in sales revenue
• Carried out succession and critical role planning for 50+ employees and drove their 360-degree feedback and IDP’s

Business Partnering – HR (Team Size 6; 3 Direct, 3 Indirect)

Responsible for managing employee relations for 1000+ employees (Sales, IT, Analytics, Digital Marketing, Corporate & Retail Sales, Customer Service, Risk, Credit, Legal, Compliance and Secretarial)

Recruitment

• Ensure delivery of qualified talent to all concerned lines of business through a team of 6 Regional HRBP
• Responsible for work force planning and forecasting, build recruitment and execute succession planning to ensure fulfillment of resource requirement
• Introduced pan India new joiners’ program for 5 verticals with focus on pre/post onboarding experience touchpoints across new hire lifecycle
• Quantified pre-post onboarding experience by introducing New Hire Pulse Score (4.2/5)

Employee Relations, Internal Control and Operational Risk Management

• Handle employee grievances, redeployment, business continuity and regulatory mandates
• Mitigate cases of financial, behavioral and performance impropriety

Learning and Talent Management

• Keep track of individual ambitions in line with organization needs and facilitate ideation of individual development programs
• Plan and execute training interventions for career progressions programs

Performance, Compensation and Reward Management

• Designed and established talent development journey and talent identification framework for HI-Pos
• Implement annual PMS process for business verticals to ensure fairness in appraisals as well as adherence to norms; handle effective closure of subsequent and escalation

Responsibility – Move the status quo by understanding the current organization, identifying area of opportunity and introducing interventions to enhance overall org effectiveness on the pillars of talent management, engagement, culture and efficiency.

• Business partnering for regional teams with employee strength of 500+ on-roll employees and 5000+ off roll employees.
• Ownership of initiatives around Managing Talent across various teams, Key projects include:
• Creating and sustaining a robust & objective potential identification framework.
• Defining desired competencies and proficiency level, and chalking out a path for action learning, individual development plans (IDPs)
• Succession planning for HI-Pos and owning IDP’s for Manager level and above.
• Talent review using 9 box plot (Potential Vs Performance) – Half Yearly
• § Manage performance Management including annual and mid-year compensation review for 1500 employees.
• Increased overall workforce productivity by identifying skill gaps within teams and providing targeted coaching or training solutions accordingly
• Developed metrics-driven performance appraisal systems, enabling objective evaluation of employee performance and identification of areas for improvement or growth opportunities

• Seasoned Sales HRBP managed 500+ plus employees in sales, key account management and operations. Spearheaded groundbreaking incentive programs, yielding remarkable results in revenue growth and heightened employee motivation. Proficient in Talent Management, Employee Relations, Performance Management, and HR Business Partner - Sales & Operations Performance Management and Talent Acquisition, consistently driving organizational excellence through holistic HR Strategies

Hired for U.S payroll processing for Aluminum Corporation of America (ALCOA). Taking care of end-to-end HR activities starting from joining till separation of employees and processing U.S payroll for 30000 employees with different pay groups.  Experienced global exposure, state of art professional tools like Siebel, Citrix, Imaging, AQT, Oracle (Peoplesoft), Outlook & Lotus notes and techniques, trainings.