Radhika M

Talent Acquisition and Onboarding:

• Conducting interviews: Scheduling and managing interviews for potential night-shift employees.
• Onboarding new hires: Ensuring a smooth and efficient onboarding process for new employees, including setting up their workstations, providing necessary information, and answering questions.

Employee Relations & Support:

• Responding to HR inquiries: Answering employee questions and concerns related to HR policies, procedures, and benefits during the night shift.
• Handling employee relations issues: Addressing and resolving employee grievances and conflicts, maintaining a positive, and productive work environment.
• Employee engagement: Organizing and participating in employee engagement activities, surveys, and programs to improve workplace culture.

HR Operations & Compliance:

• Payroll management: Overseeing payroll processing and ensuring accuracy and timely payments for night shift employees.
• Benefits administration: Managing employee benefits programs, including health insurance, retirement plans, and other benefits.
• Compliance: Ensuring compliance with labor laws, regulations, and company policies related to work.
• HR reporting and analytics: Generating reports and analyzing HR data to support decision-making and improve HR practices.

Other Responsibilities:

• Training and development: May be involved in organizing and facilitating training programs for night-shift employees.
• Performance management: Assisting with performance evaluations, and providing feedback to employees.
• Maintaining employee records: Keeping accurate and up-to-date records of employee information.

Attendance & Time management process:

• Execute daily reports during pay week (Week 1 of each pay period) to identify missing personnel actions, missing time, and attendance reports, and distribute them across the organization.
• Send late submissions to NFC for manual entry when appropriate.
• Communicated with all necessary parties to research and resolve rejected timesheets.
• Identify and take necessary action on all unresolved issues that result in non-payment via the normal payroll process.
• Regularly work on identifying the unpaid employees, and coordinate manual payments if appropriate through the appropriate workforce.
• Worked with timekeepers to resolve corresponding leave errors that automatically occurred as a result of the manual payroll payment.
• Worked with timekeepers, supervisors, and master timekeepers on researching and resolving leave errors.

Payroll and Compensation:

• Gathered the complete information on hours worked for each employee.
• Calculate the correct amount, incorporating overtime, deductions, bonuses, etc. with assistance of a computer system.
• Receive approval from upper management for payments when needed.
• Prepare and execute pay orders through an electronic system, or distribute paychecks.
• Administer statements of payment to personnel, either electronically or on paper.
• Process taxes and payment of employee benefits.
• Keep track of hour rates, wages, compensation benefit rates, new hire information, etc.
• Address issues and questions regarding payroll from employees and superiors.
• Prepare reports for upper management, the finance department, etc.

Recruitments:

• Identifying the hiring needs.
• Preparing the Job Description.
• Talent Search.
• Screening and shortlisting.
• Interviewing.
• Evaluation and Offer of Employment.

New Hire Management Process:

• Organize orientation programs (first day, first week, first month, and first quarter).
• Act as a consultant to new employees.
• Monitor new hire turnover and retention rates.
• Schedule and oversee training sessions.
• Introduce new hires to current employees.
• Add new employees' information to the company's payroll system.
• Communicate with new hires before their start date to provide necessary information (e.g., work schedules, and contract details).
• Process employment paperwork.
• Coordinate relocation procedures for expatriates.
• Communicate with internal teams to create corporate accounts for new employees.
• Assist existing employees when they move to a new department or position.

Introduction and Orientation Process:

• • Explain company overview.
• Provide a brief description of the Mission, Vision, and Values.
• Explain the business verticals, management team, and hierarchy.
• Provide complete details about policies and dress code.
• Business conduct guidelines.
• Joining and statutory guidelines.
• Presentation and videos.
• Information sessions and online learning.
• Information on procedures and processes.
• Information about work assignments, jobs, and clients.
• Introduction to team members and key contacts.
• Information about employment terms and conditions.

Reference check & BGC Process:

• Verification of education and academic credentials.
• Verification of prior employment, including position, longevity, salary, job performance, and reference check.
• Testing to confirm skills and knowledge.

Employee Relationship:

• Transparency in communication is essential for healthy employee relations.
• Encourage group activities at the workplace. Motivate individuals to work together, probably in a group, so that the comfort level increases.
• Explain to employees how to avoid politics and blame games at work.
• I have treated everyone as one, and every individual must respect each other’s privacy and avoid being too friendly.

Performance management:

• Collaborating on the development of performance objectives. Individual development goals are updated.
• Developed a performance plan that directs the employee's efforts toward achieving specific results to support organizational excellence and employee success.
• Goals and objectives are discussed throughout the year during check-in meetings. Which provides a framework to ensure employees achieve results through coaching and mutual feedback.
• At the end of the performance period, I reviewed the employee's performance against expected objectives.

Exit formalities:

• Provide the Payroll Office with the information needed for salary pro-ration, payroll deduction instructions, and possible leave payouts.
• Enter the end date on the current employee contract, demographics, and deductions in the personnel/payroll system.
• Complete a Request for Removal from Systems Form, and submit it to IT, deleting the employee from all system profiles.
• Notify Information Technology (IT) within one week to remove from Nexus.
• Release the employee's final check. If an employee is terminated for cause, different procedures will be followed upon the direction of the President and/or Vice President.

Attendance & Time management process:

• Execute daily reports during pay week (Week 1 of each pay period) to identify missing personnel actions, missing time, and attendance reports, and distribute them across the organization.
• Send late submissions to NFC for manual entry when appropriate.
• Communicated with all necessary parties to research and resolve rejected timesheets.
• Identify and take necessary action on all unresolved issues that result in non-payment via the normal payroll process.
• Regularly work on identifying the unpaid employees, and coordinate manual payments if appropriate through the appropriate workforce.
• Worked with timekeepers to resolve corresponding leave errors that automatically occurred as a result of the manual payroll payment.
• Worked with timekeepers, supervisors, and master timekeepers on researching and resolving leave errors.

Payroll and Compensation:

• Gathered the complete information on hours worked for each employee.
• Calculate the correct amount, incorporating overtime, deductions, bonuses, etc. with assistance of a computer system.
• Receive approval from upper management for payments when needed.
• Prepare and execute pay orders through an electronic system, or distribute paychecks.
• Administer statements of payment to personnel, either electronically or on paper.
• Process taxes and payment of employee benefits.
• Keep track of hour rates, wages, compensation benefit rates, new hire information, etc.
• Address issues and questions regarding payroll from employees and superiors.
• Prepare reports for upper management, the finance department, etc.

Recruitments:

• Identifying the hiring needs.
• Preparing the Job Description.
• Talent Search.
• Screening and shortlisting.
• Interviewing.
• Evaluation and Offer of Employment.

New Hire Management Process:

• Organize orientation programs (first day, first week, first month, and first quarter).
• Act as a consultant to new employees.
• Monitor new hire turnover and retention rates.
• Schedule and oversee training sessions.
• Introduce new hires to current employees.
• Add new employees' information to the company's payroll system.
• Communicate with new hires before their start date to provide necessary information (e.g., work schedules, and contract details).
• Process employment paperwork.
• Coordinate relocation procedures for expatriates.
• Communicate with internal teams to create corporate accounts for new employees.
• Assist existing employees when they move to a new department or position.

Introduction and Orientation Process:

• • Explain company overview.
• Provide a brief description of the Mission, Vision, and Values.
• Explain the business verticals, management team, and hierarchy.
• Provide complete details about policies and dress code.
• Business conduct guidelines.
• Joining and statutory guidelines.
• Presentation and videos.
• Information sessions and online learning.
• Information on procedures and processes.
• Information about work assignments, jobs, and clients.
• Introduction to team members and key contacts.
• Information about employment terms and conditions.

Reference check & BGC Process:

• Verification of education and academic credentials.
• Verification of prior employment, including position, longevity, salary, job performance, and reference check.
• Testing to confirm skills and knowledge.

Employee Relationship:

• Transparency in communication is essential for healthy employee relations.
• Encourage group activities at the workplace. Motivate individuals to work together, probably in a group, so that the comfort level increases.
• Explain to employees how to avoid politics and blame games at work.
• I have treated everyone as one, and every individual must respect each other’s privacy and avoid being too friendly.

Performance management:

• Collaborating on the development of performance objectives. Individual development goals are updated.
• Developed a performance plan that directs the employee's efforts toward achieving specific results to support organizational excellence and employee success.
• Goals and objectives are discussed throughout the year during check-in meetings. Which provides a framework to ensure employees achieve results through coaching and mutual feedback.
• At the end of the performance period, I reviewed the employee's performance against expected objectives.

Exit formalities:

• Provide the Payroll Office with the information needed for salary pro-ration, payroll deduction instructions, and possible leave payouts.
• Enter the end date on the current employee contract, demographics, and deductions in the personnel/payroll system.
• Complete a Request for Removal from Systems Form, and submit it to IT, deleting the employee from all system profiles.
• Notify Information Technology (IT) within one week to remove from Nexus.
• Release the employee's final check. If an employee is terminated for cause, different procedures will be followed upon the direction of the President and/or Vice President.

Admin Responsibilities:

• Administrative Support: Managing schedules, coordinating meetings, handling correspondence (emails, phone calls, etc.), and preparing reports and presentations.
• Office Management: Overseeing office supplies, maintaining office equipment, and ensuring a clean and organized workspace.
• Communication: Serving as a point of contact for incoming calls and inquiries, and ensuring effective communication within the organization.
• Coordination: Working with various departments and stakeholders to coordinate projects, events, and other initiatives.
• Record Keeping: Maintaining accurate and confidential files, databases, and records.
• Budget and Expense Management: Assisting in budget preparation and expense monitoring, ensuring adherence to company policies.
• Travel and Logistics: Coordinating travel arrangements, preparing expense reports, and managing logistical aspects of meetings and events.
• Data Entry and Management: Inputting, updating, and managing data in various systems and databases.
• HR Support: Assisting with employee records, attendance tracking, and other HR-related tasks.
• Problem Solving: Identifying and resolving administrative issues, and ensuring a smooth workflow.
• Confidentiality: Maintaining a high level of discretion and confidentiality with sensitive information.