Priyanka Chakraborty Karanjai

I provided strategic HR leadership by designing a policy handbook to ensure compliance with Indian labor laws and the school’s Guiding Statements. I streamlined internal processes, including safe hiring practices, job descriptions, interview questionnaires, leave procedures, payroll processes, and ERP systems, ensuring efficient HR operations. Additionally, I established clear SOPs and evaluation frameworks to maintain consistency and accountability within the institution.In talent acquisition and workforce planning, I led the recruitment and selection of academic and non-academic personnel while implementing background checks, child protection protocols, and onboarding processes. I optimized hiring by leveraging technology-driven screening methods, reducing time-to-hire, and enhancing recruitment efficiency. I also designed competitive compensation structures through benchmarking, developed salary scales, and introduced staff benefits, including transport, meals, accommodation, Mediclaim insurance, and retirement plans, to attract and retain top talent.I played a pivotal role in employee relations, financial planning, and compliance, resolving workplace conflicts with professionalism while implementing retention strategies and guiding senior leaders on corrective actions. I developed and monitored the HR budget, providing quarterly financial reports to the Board. Additionally, I led staff well-being, POSH, and crisis management committees, ensured compliance with labor laws, and oversaw facilities management to support operational efficiency. To enhance internal communication, I introduced newsletters, bulletins, and training sessions, while proactively analyzing workforce trends to address potential skill gaps and future staffing needs.

As Head of HR, I spearheaded staff well-being initiatives, fostering an open and communicative work culture through structured programs such as One-on-One sessions, HR Helpdesk, Townhalls, and Grievance Redressal. I implemented key personnel policies, including DEIJ, Safe Recruitment, and Anti-Discrimination, while collaborating with the Pastoral Care team to introduce mental health support and external counseling. Additionally, I rebranded the HR function as the People & Culture Department, introducing structured communication tools like the Annual HR Calendar and Weekly Bulletins to enhance employee engagement.

I led strategic workforce planning, budgeting, and compliance, ensuring efficient resource allocation and financial oversight. My role encompassed compensation benchmarking, payroll collaboration, and policy development, aligning salary structures and staff benefits such as Long Service Awards, Resigning Bonuses, and Referral Programs. I played a critical role in school accreditation by ensuring all policies adhered to CIS standards, labor laws, and health and safety regulations. Additionally, I managed outsourced vendors and facilitated HR training programs, including POSH and POCSO compliance.

To strengthen HR operations, I developed and streamlined key processes, including hiring, onboarding, performance management, and retention strategies. I introduced a structured HR documentation and reporting framework, leading MIS presentations and tracking key HR metrics such as attrition, hiring trends, and statutory compliance. Through continuous improvement and policy refinement, I ensured a high-functioning HR ecosystem that supported employee growth, organizational effectiveness, and long-term sustainability.

I led the recruitment process for both academic and non-academic staff, collaborating with the Senior Leadership Team (SLT) to source talent globally through platforms like Search Associates and Schrole, as well as local channels and an internal candidate database. I implemented structured assessment centers, conducted thorough background and reference checks, and streamlined internal job postings. Additionally, I played a key role in redesigning personnel policies and contract templates, ensuring alignment with industry benchmarks and compliance standards.

Beyond recruitment, I enhanced HR processes by overseeing onboarding, grievance redressal, annual renewals, and staff attendance management. I introduced and managed well-being initiatives, including the HR Helpdesk, Grievance Redressal Cell, POSH training, and staff engagement events, fostering a positive workplace culture. Ensuring compliance with statutory regulations, I monitored adherence to state laws, GDPR, and POCSO policies while serving as an ICC member. I also led Council of International Schools (CIS) Accreditation efforts for Domain 'F,' ensuring HR operations met global standards.

To modernize HR functions, I spearheaded digitization efforts by integrating HRMIS systems, digitizing personnel files, and introducing Canva for HR event design. I conducted HRMIS training to improve system efficiency and dashboard utilization. Additionally, I facilitated professional development by training the administration department in effective communication and ensuring meticulous documentation, record-keeping, and compliance with legal formalities such as police clearance certificate (PCC) records.

I led the execution and moderation of Assessment Centers in alignment with monthly plans and quality standards, ensuring timely delivery and adherence to Volkswagen Germany’s recruitment and promotion protocols. I conducted multi-technique, multi-observer assessments such as Recruitment Assessment Centers, Short Assessment Centers, and Leadership Assessment Centers, managing both pre- and post-assessment processes. Additionally, I played a key role in continuous process improvement within the department, ensuring best practices and efficiency in assessment and training methodologies.

As a trainer and facilitator, I designed and delivered training programs tailored to insights from assessment centers, covering topics like Interviewing Skills, Observer Training, and Role Play for junior and middle management. I developed need-based training modules, prepared the Annual Training Calendar, and served as the Single Point of Contact (SPOC) for legal, maintenance planning, and steering departments, achieving 3TMD training targets. My role also involved conducting training sessions for 80% of the department, supporting leadership assessments such as ACL and MAC, and ensuring structured talent evaluation.

Beyond assessments and training, I managed budgeting, KPI tracking, and documentation of training initiatives, ensuring planned vs. actual reporting accuracy. I also conducted 5S audits and internal departmental audits to maintain various quality standards. Additionally, I collaborated with fellow moderators to foster a safe, inclusive online environment and played a key role in coordinating NOW programs, enhancing employee engagement and professional development across levels.

I led Training & Development initiatives by identifying Training Needs (TNI) through job analysis and regular consultations with business managers. I designed and expanded training programs to align with organizational goals, ensuring effective induction programs and producing in-house training materials. By collaborating with teams, I developed programs that catered to the needs of all stakeholders, enhancing employee skill sets and overall organizational growth.

In Coaching & Mentoring, I delegated responsibilities, allocated portfolios, and conducted structured review meetings with mentees to support their professional growth. I demonstrated strong leadership and problem-solving skills, facilitating team-building activities and development programs to foster a collaborative work environment. Additionally, I effectively resolved critical issues in a fast-paced setting using analytical and decision-making expertise.

I also played a key role in Process Training, defining the structure and philosophical approach to learning while implementing diverse training strategies. I integrated the skills and strengths of all individuals, encouraged feedback-driven learning, and continuously refined training content based on participant engagement and insights. This approach ensured a dynamic and adaptable learning experience, aligning employee capabilities with business objectives.

I led the end-to-end recruitment cycle, ensuring smooth execution of the Recruitment Calendar and overseeing monthly manpower planning to align staffing with organizational needs. My responsibilities included conducting interviews, negotiating salaries and benefits, and performing detailed reference checks to secure top talent. Additionally, I managed compliance by coordinating with FRRO officials for registration and verification of international employees.In Training & Development, I analyzed the Training Calendar and delivered soft skills training tailored to organizational needs. I also facilitated workplace safety training, including fire drills and hazard identification, ensuring a secure and compliant work environment. My training initiatives supported skill development and enhanced staff preparedness for workplace challenges.I spearheaded the Performance Appraisal process for teaching and non-teaching staff, defining Key Responsibility Areas (KRAs) and Key Performance Indicators (KPIs) through competency mapping based on job descriptions. This structured approach ensured fair evaluations, supported employee growth, and reinforced a performance-driven culture within the institution.