Prachi Bhagat

Role as an HRBP (From Jan 2023-till today)

• Strategic HR Alignment: Partnered with senior Managers and leadership to align HR initiatives with business objectives, driving organizational growth and employee engagement.
• Talent Management: Led talent acquisition, development, and retention strategies, enhancing team capabilities and reducing attrition
• Performance Management: Provided expert guidance to managers on performance management, ensuring alignment with business goals and fostering a high-performance culture.
• Employee Relations: Addressed employee concerns and facilitated conflict resolution, contributing to a positive work environment and improved employee satisfaction.
• Change Management: Supported organizational change initiatives, including restructuring and culture transformation, ensuring smooth transitions and minimal disruption.
• Data-Driven Decisions: Utilized HR analytics to inform strategic decisions, including workforce planning, succession planning, and compensation strategies.

Role as an Associate Manager - HR Operations (From Jan 2019-December 2022)

• HR Process Optimization: Managed and streamlined HR processes, including onboarding, offboarding, payroll, and benefits administration, enhancing operational efficiency and reducing processing time.
• Employee Data Management: Oversaw the accurate maintenance of employee records in HRMS, ensuring data integrity and compliance with legal and company policies.
• Payroll Administration: Administered payroll processes, ensuring timely and accurate salary payments.
• Benefits Administration: Coordinated employee benefits programs, including health insurance and wellness initiatives, resulting in improved employee satisfaction and participation rates.
• HRMS Implementation and Management: Led the implementation and ongoing management of HR systems, improving data accessibility and reporting capabilities for HR and management teams.
• Employee Onboarding and Offboarding: Managed the end-to-end onboarding and offboarding processes, ensuring a smooth transition for new hires and departing employees, and maintaining compliance with exit procedures.
• Policy Development and Enforcement: Developed and enforced HR policies and procedures, aligning them with organizational goals and ensuring consistent application across the company.

• Compliance and Reporting: Ensured adherence to labor laws and company policies by managing compliance reporting and audits, reducing legal risks.

• Payroll Support: Assisted with payroll processing, including data collation, attendance tracking, and ensuring accurate and timely payroll distribution.

• HRMS Data Maintenance: Entered and maintained employee data in HR Information Systems (HRIS), ensuring data integrity and supporting HR reporting and analysis.

• Internal Audits: Responsible for performing thorough quarterly audits of updated employee data, including verifying the accuracy and completeness of the information. Additionally, ensuring timely provision of requested documents for the CAD audits conducted at the factory level.

• Exit Management: Managing the exit process and addressing final settlement queries for on-roll HUL employees. Additionally, successfully overhauled the process and portal for HUL exit management.

• Manage recruitment and onboarding processes
• Oversaw payroll processing, ensuring accurate payments while adhering to strict deadlines for submission.
• Facilitated open communication channels between employees and management to promote a positive workplace culture.
• Managing end to end employee engagement activities starting from employee's onboarding till exit.
• Handle employee relations and conflict resolution
• Oversee payroll and benefits administration
• Ensure compliance with labor laws and regulations
• Develop and implement HR policies and procedures.

• Assist with recruitment, interviewing, and onboarding processes
• Assisted in payroll processing, ensuring accurate compensation for all employees based on hours worked and applicable deductions.
• Maintained HRMS (PeopleSoft) and kept employee files up to date and accurate.
• Address employee grievances and provide HR-related support
• Assist with employee engagement and wellness programs
• Managing exit formalities for resigned employees.
• Managing employee life-cycle documents.

• Establishing relationship with new clients through business development.
• Partner with the client to understand their strategic and financial objectives and hiring needs.
• Research into client’s company, competitors and market place.
• Managed mapping role criteria define position description and document specification.
• Tracked and identified potential candidates using different sources.
• Present shortlisted candidates and provide detailed profile summary.
• Offer guidance and facilitate the negotiation process through to its completion.
• Follow up with clients and assist with the candidate’s change and on boarding process.