Prerna Arora

1. Strategic Responsibilities:

• Incharge of the compliance process at Rupeeredee, serving as a key authority on the subject, providing guidance to management, and educating stakeholders on compliance matters.
• Ensuring 100% legal compliance with labor laws and statutes.
• Effectively managing disciplinary matters and grievance cases.
• Establishing and overseeing controls to prevent and address violations of guidelines and policies.
• Contributing towards the development and enhancement of ER/HR policies, standards, procedures, and guidelines under company standards, ensuring their relevance to local culture, labor laws, and practices.
• Implementing periodic reviews of all processes, conducting gap analysis, reporting any severity, and sharing feedback in an impactful manner.

2. Operational Responsibilities

• Closely working with relevant stakeholders in Finance, Legal, and Compliance for the effective execution of required tasks
• Managing external and internal audits and inspections, submit findings, share key learnings, and create process improvement plans.
• Liaise with Statutory Bodies like PF & ESI, Inspector of Factories, Labor Department, Banks, and Insurance Authorities to ensure compliance under various labor laws such as PF, minimum wages, and employment exchanges.
• ensuring preparation and submission of statutory returns under various platforms.
• Maintaining an effective relationships with all contractual manpower vendors.
• Performing any other duties assigned by the reporting authority.

3. Talent Management:

• Supervising talent recruitment, development, and retention strategies.
• Succession planning and career advancement programs to ensure a strong talent pipeline.
• Implementing performance evaluation processes to enhance productivity and employee engagement.

4. HR Metrics: Conducted data analysis on key HR metrics such as employee turnover and absenteeism, identifying trends and suggesting areas of improvement.

5. Training and Development: Identifying training needs, developing programs, and facilitating employee development initiatives.

6. Performance Management: Supporting global stakeholders in setting performance goals, KPIs and guiding them in providing feedback and coaching to employees.

7. Culture Management :

• Initiated innovative ideas to cultivate a sustainable future environment. These included Diversity & Inclusion initiatives, Monthly Open Communication Forums, On Spot Awards programs, and Safety initiatives.
• Promoting heathy competitions and appreciations by reward and recognition program
• Organizing employee engagement activities, such as team-building events, Sports Day, festival celebrations, Monthly Communication, and recognition programs, to foster a positive workplace culture.

COMPANY LIFECYCLE

Business Process: Setting up the Business Process in India.

• Establishing Organizational Design
• Establishing Onboarding and Recruiting Procedures
• Establishing Policies and Procedures
• Collaborating with Senior Leadership to set up business objectives, goals, and strategy o Outlining & Setting Regulations for Compliance, Safety & Health
• Preparing Audits i.e., Documents, Personnel files, Performance evaluation, feedback forms, payroll, salary structures, etc.
• Employee Relations & Conflict Management: Responsible for proactively addressing concerns, having conversations, conducting investigations, and escalating where appropriate. (ICC Member of the company POSH policy)
• Employee Engagement, Retention / Reward programs & Responsible for Business initiatives across the site.
• Design and lead initiatives including research and diagnostics (e.g., annual employee engagement survey and exit interviews), to maximize the engagement of all employees and build organizational commitment to the desired culture.

• Background Verification: Responsibly taking care of BGV for all India Employees.

• Culture Management: Supporting communication processes within the region to ensure consistency of culture, values, experience, and engagement among employees.

• Leading the Culture Club and sustainability-related activities to maintain Unlimit’s purpose and results-driven culture, supporting staff wellness, connecting and appreciation strategies, and working towards commitment to Equality, Diversity, & Inclusion.
• Managing the People & Culture Unit towards annual goals and objectives.
• Sensitivity to cultural differences and understanding of the political and ethical issues surrounding Human Resource/People & Culture management on a global level.

• Vendor Management

• Maintaining HR Dashboards: Managing and analyzing key metrics and trends involved in the HR Processes.

PAYROLL & COMPLIANCE:

• Handling payroll for the India office.

• Looking Compliance for Payroll activities.

• Provide compensation support including salary planning, approval of salary actions, promotions, and job re-leveling.

EMPLOYEE LIFECYCLE:

• Stakeholder Management: Work with leadership for setting up OKR’s.

• Performance Management: Experienced in working on PMS systems, delivering on-time performance review processes.

• Setting up Career Development for employees at various levels

• Smooth Offboarding

TALENT ACQUISITION

• Subject Matter Expert for India

• Collaborating with recruiting firms (Vendor Management) and hiring managers to classify candidates for longer-term vacancies, as well as managing job postings to ensure delivery under timelines.

• Leading a team of Tech Recruiters (Tech stack: Frontend, Backend, Full stack, QA Manual and Automation)

• Implementing retention strategies, processes, and succession planning.

• Sourcing and Head Hunting for Niche roles and managing the end-to-end recruitment process.

• Managed end-to-end recruitment process for positions across India.
• Developed a sourcing strategy and assessed resource availability by understanding the technology.
• Managing Employee Referral \
• Utilized HRMS to its full potential for efficient data management and improved productivity.
• Campus Hiring & Operations
• Handled Invoice processing, Vendor Onboarding, and reviewed Contract terms and Renewal for vendors.
• Background verification
• Managed Policies & Procedures for the company, collaborating closely with the UK legal team to enforce and implement them.
• Employee Engagement, Grievance & Welfare Management
• Payroll software and management
• Member of POSH ICC
• Performance Management
• Exit Management & Employee Satisfaction Surveys

• Successfully utilized job portals like LinkedIn, Naukri.com, and IIM jobs for executing recruitment activities on a nationwide level in India.
• Campus Operations: Managing end to end campus operations.
• Ensured efficient coordination with Procurement in selecting vendors for all recruitment needs including ATS, BGV, and hiring agencies
• Responsible for managing the complete lifecycle of onboarding, induction, and training & development processes for new hires.
• HR Policies
• Developed comprehensive Compensation & Benefit plans in partnership with leadership
• Managed Employee Exit Management process, conducting exit interviews, processing F&F, and facilitating seamless employee departures.
• Demonstrated commitment to enhancing employee engagement by implementing various initiatives across the company's 4 Indian offices.

• Managed end-to-end campus operations processes such as offer letter preparation, documentation, relocation, and background verification.
• Effectively oversaw the complete Onboarding process, collaborating with colleagues and stakeholders to ensure a seamless induction experience each week.
• Background verification
• Maximized ATS capabilities by partnering with Talent Acquisition team to generate and analyze reports.
• Coordinating with respective functional heads to define recruitment requirements, job specifications, interview processes, prepare budgets and plans.
• Measuring and monitoring the recruitment cost by ensuring a good source mix as well as leveraging on cost effective ways of hiring.
• Effectively partner with Procurement to oversee vendor selection (ATS, BGV and hiring agencies) for all recruiting service.
• Focus on Optimizing operational efficiency and delivering a consistent experience to all stakeholders.

GENERAL:

• Grievance Handling
• Stakeholder Management
• Event management
• Cost Control
• Monitoring Overall Operations cost and Petty cash management

VENDOR MANAGEMENT & DEVELOPMENT:

• Vendor evaluation and development of vendor data
• Vendor relationship management and performance monitoring

PROCUREMENT AND QUALITY ASSURANCE

• Evaluating and processing service/ material requisitions
• Preparation of budgets and getting approvals
• Evaluation of bids and price negotiation