Prakshi Jain

• Own the complete hire-to-retire lifecycle for the Technology function, supporting 150+ employees.
• Independently manage full-cycle recruitment for tech roles including staff engineers, dev leads, and engineering managers – from sourcing to offer closure.
• Partner with senior tech leaders on organization design, workforce planning, and talent development aligned with strategic goals.
• Lead execution of performance management, employee engagement, and career growth initiatives across the tech org.
• Resolve employee relations issues, coach managers, and drive retention and team effectiveness.

· Supporting the entire Tech-operations and People Technology space as a People Business Partner

· Developed and implemented HR strategies aligned with business goals

· Successfully drove the entire people cycle for the scope (hire to retire)

· Responsible for the overall engagement planning of the People team

· Partnered with senior leadership to drive organizational development and change initiatives.

· Led talent management and retention efforts, enhancing workforce capabilities

· Managed employee relations issues, ensuring compliance with labor laws and fostering a positive workplace culture

· Designed and executed performance management systems to drive employee engagement and productivity

· Conducted workforce analysis and provided data-driven insights for decision-making

Automated workflows for internal processes using Microsoft PowerApps

· Leading and managing a scope of the Talent Acquisition team for end-to-end pre- onboarding, background verification, post-onboarding processes, Campus onboarding, Database Management Internal Job Postings and TA Transformation

· Fostering continuous growth and development, and strong mentorship resulting in SMEs and high performers

· Introducing advanced technological tools, reducing FTE hours by 8/week & cutting costs by 45%

· Achieved 93% cost saving and 100% compliance by integrating Azure Cloud as DMS

· Implementing process maps and SOPs for smooth transition to complete offline onboarding

· Elevating team and candidate experience with a mature tool, maintaining YTD candidate NPS at 85 and HM NPS at 93

· Implementing action-based workflow with routine audits, achieving 100% adherence to No BGV No Onboarding policy in 2023

· Leading comprehensive revamp of background verification process, ensuring 100% compliance training adoption

· Showcasing consistent KPIs and results over two years despite various variables

· Owned and managed complete pre-boarding and onboarding process for GCC India, including lateral and campus hires

· Spearheaded hiring processes, stakeholder & vendor management, & onboarding sessions

· Owned Hiring and Onboarding processes on Workday HRIS, elevating employee experience and increasing Onboarding NPS from +63 to +97.5 within a month

· Maintained average NPS of +95 & achieved overall NPS of +100 with response rate of 91%

· Achieved 50% reduction in costs for the Employee Background Verification Process, emphasizing resource optimization and efficiency