Rashi Bhatia

Key Responsibilities - Talent Acquisition

Recruitment Strategy and Planning : Develop and execute recruitment strategies to attract top talent in the competitive IT market. Collaborate with hiring managers to understand staffing needs and align recruitment efforts with business goals. Analyze workforce trends and anticipate future hiring needs to proactively build pipelines for critical roles.

Candidate Sourcing and Assessment : Oversee the end-to-end recruitment process, including candidate sourcing, screening, and selection. Utilize various sourcing channels such as job boards, social media, networking events, and employee referrals to identify qualified candidates. Conduct in-depth interviews and assessments to evaluate candidates' technical skills, cultural fit, and potential for success within the organization.

Employer Branding and Candidate Experience : Enhance the employer brand through compelling job descriptions, social media presence, and recruitment marketing campaigns. Ensure a positive candidate experience throughout the recruitment life cycle by providing timely communication, feedback, and support. Gather feedback from candidates to continuously improve recruitment processes and employer brand perception.

Metrics Tracking and Reporting: Define key performance indicators (KPIs) for talent acquisition and regularly monitor metrics such as time-to-fill, cost-per-hire, and quality-of-hire. Analyze recruitment data to identify trends, patterns, and areas for improvement, and present findings to senior management. Implement data-driven strategies to optimize recruitment efficiency, reduce time-to-hire, and enhance the overall effectiveness of talent acquisition efforts.

Key Responsibilities - Talent Management

• Capability Building: Identifying the business requirement vs skills availability, worked closely with managers to identify the training and development needs, worked with central L&D team to provide tools and platforms for enabling skill development
• Responsible for developing and implementing employee engagement strategies, as well as creating internal communication and events plan to support the strategy.
• Tracking the progress of all the Interns & Trainees, Maintaining Learning & Development portal and adding new courses which help the
• Learners to upskill themselves.
• Plan and implement change management initiatives in collaboration with the CEO's and align the business with the objectives of the initiatives.
• Drive engagement initiatives like – New hire Buddy/ mentoring program, Voice of Employee, open talk sessions and inhouse clubs.
• Partner with business leaders and other support functions to maintain a highly motivated and engaged workforce.
• Establish and execute a Learning and Development strategy in keeping the 70:20:10 principle.

Key Responsibilities:-

• Managing the employee life cycle events of all full-time employees such as recruitment, onboarding, learning & development, performance management, job rotations, career progressions, engagement initiatives, exit formalities etc
• Recruitment and Selection: (IT and Non IT )
• Responsible for taking HR interviews to check cultural fit.
• Creating Job Descriptions & Job Specifications for each of the positions and getting them verified.
• Responsible for sourcing talented candidates according to the specifications through Internal databases, Employee referrals, Job portals, recruitment consultants, Head Hunting.
• Site Employee Engagement lead: Improving employee engagement through designing and implementing various engagement programs.
• Reference Checking, Document Collection, updating and preparing Excel Report.
• Maintaining Attendance & Leave Record of employees across the company
• Salary & Full and Final Settlement processing based on the attendance records
• Maintaining Employee Database & Personal File of Employees
• Issuing Letters(Offer, Appointment, Termination, internship certificate etc)
• Handling compliance aspects such as maternity, grievance, disciplinary etc