Priyanca Mittal

HR Business Partner for GMR Airports Limited. Independent responsibility of managing Business Partnering Role for 400+ employees of Finance, Secretarial, BD, Regulatory, Marketing, EPC, Aviation Academy, Legal, Chairman Office, and HR Function in PAN India.
Worked directly with Functional Heads, Senior Leadership, CEOs and CHRO.

1. Talent Acquisition- Development and implementation of Hiring strategy to support talent requirement of Business basis revenue and manpower planning. Working closely with Talent Acquisition team for closures within TAT followed with salary negotiations and final offers.

2. Learning and Development- Identification of TNIs along with HODs for trainings aligned with employee's growth and business requirement. Timely closures of TNIs in collaboration with internal and external trainers along with cost analysis and training bonds if applicable. Visioning key roles for management courses or skill based seminars for employees.

3. HR Operations- End to end HR operation activities including Transfers, Confirmations, Induction, Exit Interviews, ASP and AOP Budgeting with cost and variance analysis, Audits, F&F Analysis, HR MIS, Data Analysis and Presentations. Handling the entire process on SAP Success Factor.

4. Performance Management- Ensuring timely & effective implementation of all performance management processes (Goal setting, Mid-year review and Annual Review) throughout the year for the responsible functions. Collation and analysis of PMP data and ratings followed with performance dialogue with HOD and finalization.

5. Employee Engagement- Ideate, develop and implement employee engagement and team building initiatives to create a positive work environment which further leads to improve productivity. Managing skip level meetings, Reward and Recognition, Town hall, CEO and HOD connects, employees surveys, GPTW surveys , survey analysis and presentations.

6. HR Strategy & Stakeholder Management- Handling critical internal and external stakeholders including Expats, Senior Leaders, CEOs, Chairman Office and Clients for alignment of HR with business needs. Preparation of different HR Strategies in line with business strategies and cascading to employees and stakeholders.

7. Talent Management- Drive Talent Review process: Review of critical positions & key talent. Creating Career paths and opportunities for the work force in a planned and structured manner. Developing the succession plan; highlighting the transition and readiness risk.

8. Organization Development & Analytics: Looking at continuous ways of streamlining the Organization Structures, JD Evaluations, Cascading Business Strategy with employees for overall development. Analyzing the people data w.r.t demography, structures, progression, attrition, L&D, compensation, performance, niche positions etc.

9. Compensation & Benefits: Looking after Compensation & Benefits and Policy Formulation. Lead for Compensation & Benefits benchmarking surveys analyzed market data and used it as decision tool for compensation related interventions.
10. Change Management and HR Automation- Involved in conceptualization, development and implementation of new policies in the Organization in line with business needs. Looked for various avenues of automating HR processes & policies including Expats.

11. HR-IR and related disciplinary actions and processes.

1. Talent Acquisition- end to end responsible for sourcing the new and replacement positions as per business with salary negotiations and offers.

2. HR Operations- end to end completion of activities such as transfers, confirmations, inductions, preparation of F&F in SAP , audits, exit interviews, subsequent data preparation and analysis etc.

3. Learning and Development- TNIs identification, finalization, trainings via internal and external trainers, cost analysis on trainings conducted and its implications on employee's learnings and business.

4. Employee Engagement- Launch of EE surveys and data analysis, conducting regular festive events, job rotations, identification of specified courses for role enhancement etc.

5. Change Management

6. Performance Management- End to end handling of PMP activities along with goal settings, preparation and calculation of data, ratings discussions with HODs and finalization as per bell curve.

7. Budgeting and HR MIS

Responsible for temporary and permanent US recruitments along with client handling-implementation partners like TCS, Apple, Delloite etc for entire US demography. Handling clients for various requirements, H1B visas and closures.

Handled end to end HR activities like Talent Acquisition, HR Operations, Employee Engagement, HR-IR, Learning and Development, Stakeholder Management including Expats, Talent Management, JD Evaluations and Assessment, Preparation of DISC profiling data for sales and marketing employees, Preparation of different MIS like attrition data, recruitment data, cost analysis etc.

Handled end to end HR activities like Talent Acquisition, HR Operations, Employee Engagement, HR-IR, Preparation of different MIS like attrition data, recruitment data, cost analysis etc.

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