Pavan Kumar DKS

Responsible for handling the end-to-end HR function, collaborating with CEO and other leadership teams to shape the organizational culture and implement effective HR processes

• Developed employee orientation and training programs for new hires.
• Manage full-cycle human resource operational activities to maximize HR employee performance.
• Developed processes for onboarding new hires into the organization's culture.
• Proactively identified and solved complex HR problems that impacted operations management and business direction.
• Organized career development initiatives such as workshops, seminars, and networking events.
• Collaborated with other departments to create a positive work environment that promotes collaboration among teams.
• Used data and analytics to improve company processes for recruitment, selection, and onboarding.
• Liaise between management and employees by relaying work information, adjustments, and grievances.
• Maintained relationships with external stakeholders regarding employment issues or concerns.
• Organized and facilitated team-building activities, including monthly staff meetings.
• Prepared presentations to company executives regarding employee performance and retention trends.
• Conducted the recruitment process for new hires, including job postings, interviews, and background checks.
• Facilitated and processed payroll using Paybooks and Zoho.
• Worked with management to create performance measurement, employee development, and employee compensation strategies.
• Advised managers on how best to motivate employees and increase their satisfaction levels.
• Developed and implemented HR strategies to improve employee engagement and retention.
• Handled sensitive employee and company information with highest level of confidentiality and discretion.
• Analyzed employee surveys to identify areas of improvement in workforce productivity.
• Handled employee discipline and termination to address policy infractions.
• Cultivated community relations with referral agencies to maintain strong applicant flow.
• Held exit interviews and documented information discussed with employees.
• Helped with employee transfers and referrals.
• Modified existing software systems to enhance performance and add new features.
• Worked with cross-functional teams to achieve goals.

Responsible for the complete recruitment cycle along with other various aspects of the HR function like administration, onboarding, and keeping records.

• Conducted new hire orientations to provide information about company policies and procedures.
• Assisted in employee recruitment, hiring, and interview processes.
• Developed employee orientation and training programs for new hires.
• Held exit interviews and documented information discussed with employees.
• Scheduled meetings with employees to address concerns and grievances.
• Performed regular audits of HR processes to ensure the accuracy of information stored in HR systems.

Responsible for implementing effective recruitment strategies, fostering a positive workplace culture, and ensuring compliance with HR regulations

• Manage end-to-end recruitment processes, including sourcing, screening, interviewing, and onboarding.
• Utilize various recruitment channels, including job boards, social media, and professional networks
• Foster a positive work environment and employee engagement through communication and initiatives
• Ensure compliance with HR policies and procedures
• Respond to employee inquiries regarding benefits and assist in problem resolution.
• Ensure data accuracy and integrity in HRIS databases
• Facilitate the onboarding process for new hires, ensuring a smooth transition.
• Conduct exit interviews and analyze trends to improve retention and address issues

Managed the complete recruitment cycle, from preparing the JD to identifying the best-fit hires, along with other aspects of HR like onboarding and payroll.

• Organized and maintained personnel records including new hire paperwork and changes to employment status.
• Initialized background checks for potential new hires.
• Prepared and set up new employee orientations.
• Processed onboarding paperwork for new hires and rehires.
• Ensured that employees received proper training on safety regulations and other relevant information necessary for their job duties.
• Processed payroll data including hours worked, overtime approval, vacation time tracking, garnishments and deductions.
• Conducted exit interviews to identify reasons for employee termination or resignation.
• Interviewed job applicants to obtain and verify information for screening and evaluation.
• Drafted letters of offer to new hires outlining terms of employment.
• Prepared and posted job openings to appropriate job sites and newspapers.