Pramila Banerjee

Strategic Business Partnering

- Partnering with Delhi businesses to drive growth, retention, and engagement.

- Collaborating with stakeholders to understand business needs and developing targeted HR interventions.

Talent Management

- Enhanced new hire induction and drove accountable outcomes.

- Profiled Team Leaders, identifying skill gaps, and planning interventions.

Performance Management

- Implemented monthly productivity interventions across functions.

Employee Engagement

- Executed employee engagement initiatives according to the calendar.

- Fostered a positive work culture through R&R initiatives.

- Conducted Gallup surveys to measure employee engagement and sentiment and facilitated insight sessions to discuss scores, gather feedback, and develop action plans.

Attrition Management

- Achieved 100% outreach coverage and closure of open points.

- Conducted comprehensive People Process reviews.

HR Processes

- Implemented rigorous HR processes, adhering to defined TAT.

- Conducted weekly governance meetings with the internal team to drive closure.

Major Initiatives

a) Onboarding Initiatives:

- To set clear sales expectations: Push and Pull Sale leads, Prospect creations per day, sales conversions per day.

- To provide cluster and important contact numbers during onboarding.

b) Business Partnering Initiatives:

- Creating a grievance redressal platform.

- New Joiner LT connect.

- Monthly Ask HR Sessions

- Mid-month performance review for Ghaziabad.

- Zero SEs connect call for all branches.

- Connect with Sales and SD employees for 1st biller churns.

• Implementing an effective talent acquisition strategy by prioritizing internal talent evaluation through Internal Job Postings and employee referrals for filling open positions, ensuring opportunities for career growth and talent retention before resorting to external recruitment methods.
• Sourcing top talent through diverse channels and conducting thorough screenings and interviews; managing end-to-end recruitment processes, fostering positive candidate experiences.
• Building strong relationships with hiring managers and stakeholders; implementing effective sourcing strategies for a higher TAT, HMSAT, and CSAT.
• Acting as an HR Business Partner: Strategized company's Values & Competencies with the guidance received from top management and Business heads.
• Conceptualizing policies for effective management of available human resources and development of human capital across the organization; providing HR policy guidance and interpretation on business unit restructures, workforce planning, and succession planning.
• Engaging with prestigious institutions like IIM A, IIM B, IIM C, IIM L, XLRI, Wellingkar, and Chetna Institute for targeted talent attraction.
• Conducting interviews, assessments, and evaluations to identify top talent; managing a successful internship for talent development and future hiring opportunities.
• Developing and implementing comprehensive learning and development programs tailored to meet the specific needs of employees at all levels, enhancing their skills and knowledge.
• Implementing a 3-day IFRS training in collaboration with Grant Thornton, benefiting 60 Mauritian employees.
• Conducting a 2-day Leadership by Design workshop for 30 mid-level managers, preparing them for upcoming promotions, leveraging design thinking principles.
• Contributing to the successful implementation of Oracle for time and attendance, HR policies, payslips, and Performance Management System.
• Designing and executing employee engagement initiatives, including surveys and feedback mechanisms for Mauritius employees to gauge employee satisfaction and identify improvement areas
• Collaborating with cross-functional teams to develop and implement recognition programs on Essar Radio, fostering a culture of appreciation and motivation.
• Managing end-to-end HR processes, including employee onboarding, offboarding (F&F), and life-cycle management
• Facilitating the onboarding process for new employees, including arranging induction sessions and providing them with an induction toolkit.
• Coordinated payroll and benefits administration with a focus on accuracy and compliance with company policies.
• Updating organization structure to reflect changes in roles, positions, and reporting relationships; facilitating the transfer of all subsidiary Essar Family Office companies - Essar Advisory, Futura, and Essar Services - to one company - Essar Abhinand.
• Organizing assessment centres with a confidential panel of three members, including 2 Functional Heads and 1 HR Head, to thoroughly assess the promotability of employees before making promotion decisions.

• Led to immediate contact for 1,142 employees and stakeholders, addressing all HR systems and process-related queries spanning across onboarding, payroll, leave, travel, exits, and escalations.
• Collaborated with corporate functions - Finance, Legal, and HR - to ensure a seamless end-to-end people experience and cater to day-to-day HR requirements.
• Accountable for knowledge management and providing insights for AI enhancement of technology platforms, UNA.
• Supervised pay and benefits administration, ensuring accurate and timely compensation to employees; conducted Annual Pay Review (APR) activities, contributing to fair and competitive remuneration practices.
• Successfully established and optimized a streamlined contingent workforce platform on a Managed Service Provider model for 400 employees, consolidating all contract employees onto a unified platform. Implemented and drove their seamless adoption of HRIS - Fieldglass.
• Developed and implemented standard operating procedures that ensured the platform's autonomous functioning, operating smoothly in autopilot mode within a span of 1.5 years.
• Acted as the primary contact for all stakeholders, promptly addressing queries related to the contingent workforce.
• Cultivated strong relationships with suppliers to ensure smooth operations and effective collaboration.
• Monitored and improved key metrics such as HM SAT score, NPS score, Average TAT of position closure, quality of hire, with a commitment to zero escalations and backdated extensions; maintained a weekly headcount report, offering clear visibility of workforce data.

• Successfully closed critical positions within a span of 45 days.
• Provided enriching recruitment solutions to hire the finest IT professionals for multiple MNCs.