RUCHITA GAUR

Talent Acquisition Strategy

• Developed and implemented a talent acquisition strategy to attract and retain the best candidates.
• Implemented and administered comprehensive talent acquisition strategy to drive quality, response time, and cost-effectiveness.
• Evaluated existing policies and processes related to talent acquisition, learning and development, and other HR activities.
• Advised senior leaders on best practices in talent acquisition, retention, and succession planning.
• Developed strategies that supported organizational growth while meeting business objectives through effective talent acquisition practices.
• Advocated for diversity initiatives within the organization's talent acquisition efforts.
• Assisted in developing a succession plan for key executive positions within the organization as part of an overall talent management strategy.
• Monitored industry trends related to talent acquisition initiatives.
• Maintained up-to-date knowledge of industry trends, tools, and technologies in talent acquisition.
• Evaluated existing processes related to talent acquisition and retention efforts in order to make recommendations for improvement.
• Managed talent acquisition and general operations staffing to maintain effective service delivery and mentoring.
• Maintained relationships with external recruiters, staffing agencies.
• Monitored trends in the labor market in order to stay abreast of competition for talent acquisition.
• Researched industry trends related to talent acquisition practices and processes.
• Coordinated recruitment, interviewing, and hiring for positions to keep talent acquisition in line with program targets and business requirements.
• Maintained relationships with hiring managers to understand their needs and preferences regarding talent acquisition.
• Worked closely with Talent Acquisition team to ensure all tasks were completed efficiently.

Selection & Hiring & ONBOARDING

• Coordinated with departments across the organization to ensure the successful integration of new hires into their roles.
• Conducted employee intake interviews to assess skills, abilities, and job requirements.
• Developed metrics for measuring success rates among newly hired employees within six months of starting work.
• Assisted in the development of employee performance reviews and evaluation processes.
• Maintained an organized database of information about newly hired employees.
• Tracked completion of required paperwork for each hire during the onboarding process.
• Onboarded new hires on Zoho Portal and provided HR Training to new joiner, to ensure a smooth transition into their role.
• Monitored progress of new hire orientations, providing feedback as needed.
• Oversaw background checks, reference checks.
• Communicated regularly with supervisors regarding progress made by each new hire during their first month of employment.
• Facilitated workshops and training sessions for skill development among new employees.
• Organized and maintained confidential records for office employee files, health records and protected information.
• Evaluated the effectiveness of onboarding initiatives and reported findings to senior management.
• Advised department managers on best practices for integrating new team members.
• Collaborated with IT department to ensure timely setup of computer accounts and email for new hires.
• Promoted a positive company culture from the first day of employment to increase retention.
• Tracked completion of mandatory training and compliance requirements for new employees through onboarding checklist.
• Aided communication between candidate and hiring manager, reaching out to candidates directly.
• Created orientation checklist and reviewed with new hires.
• Conducted end-to-end process monitoring from candidate introduction to exit interviews for accuracy and regulatory compliance.
• Developed and maintained onboarding documentation, including guides and checklists.
• Planned and presented training and mentoring to new team members.
• Motivated and inspired employees to achieve goals and meet business objectives.
• Scheduled meetings with employees to address concerns and grievances.
• Handled employee discipline and termination to address policy infractions.

Employee Relations

• Organized team building activities and other initiatives to foster better relationships among employees.
• Analyzed data from exit interviews to identify trends in employee turnover rates.
• Investigated complaints from employees about unfair treatment or discrimination in the workplace.
• Served as Presiding Officer of Internal POSH Committee.
• Monitored performance reviews and feedback sessions for fairness and accuracy.
• Responded promptly to inquiries from employees regarding benefits or other matters related to employment.
• Collaborated with leadership teams to develop policies that promote a positive work environment.
• Advised management on disciplinary procedures, terminations and grievances.
• Maintained records of all employee relations cases, including outcomes, resolutions and follow-up actions taken.
• Developed and implemented strategies to improve employee engagement.
• Organized events such as recognition ceremonies or appreciation days for employees.
• Worked closely with senior leadership team on long-term strategies for improving morale within the organization.
• Facilitated communication between employees and management to ensure effective flow of information across departments.
• Resolved conflicts between staff members through mediation or other methods of dispute resolution.
• Conducted telephone and onsite exit interviews for all employees.
• Enhanced employee welfare by adhering to established procedures for duration of investigations and disciplinary actions.
• Facilitated new hire orientations, processed transfers and managed employee separations.
• Conferred with management to develop or implement personnel policies or procedures.
• Conducted exit interviews and completed employment termination paperwork.
• Hired employees and processed hiring-related paperwork.
• Sourced, qualified and conducted screening interviews with job candidates.
• Searched for qualified job candidates using computer databases, media advertisements or employee referrals.
• Maintained current knowledge of equal employment opportunity and affirmative action guidelines and laws.
• Informed job applicants of duties and responsibilities, compensation, and benefits.
• Scheduled or conducted new employee orientations.
• Addressed harassment allegations, work complaints or other employee concerns.

Change Management

• Reviewed existing policies and procedures and
• Identified, evaluated and prioritized organizational change initiatives.
• Conducted gap analyses to identify areas of improvement in change processes.
• Communication plans for informing staff about upcoming changes.

Training and Induction

Manage the entire employee lifecycle

Employee Relations

Performance Management

Zoho HRMS Management

Employee Background Verification

Benefits Administration

Employee Engagement

Compliance and Policy Management

Payroll Management

HR Policies and Procedures

HR Reporting and Analytics

Employer Branding

Recruitment Metrics and Reporting

Candidate Experience

Team Management

Exit formalities

• Job Hiring needs and Job preparation , Job posting. Worked on portals like Linkdin, Naukri.com, Indeed, Monster etc.
• Planned and managed recruitment activities for new hires using strategic personnel, staffing, and position management practices.
• Resolved employee complaints and grievances successfully through mediation and collaboration.
• Reviewed and screened applicant resumes to identify qualified candidates.
• Oversaw and managed hiring process and assisted human resources.
• Partnered with senior leadership to establish and develop corporate and HR policies and procedures.

Talent Acquisition – Provide administrative support for the HR new hire process.

• Submitting employment verification and background checks.
• Communicating background completions
• Communicate employment verification issues to Management.
• Administer the job requisition, internal and external job posting process and applicant tracking for all new and replacement positions.

HRIS – Reporting & Metrics

• Ensure new hire survey and compile results on a monthly basis
• Data entry of new hires and SS NA group level employment changes into PeopleSoft
• Maintain Background Check Status tracker
• Collect and communicate e- verify scorecard metric
• Coordinate the monthly organizational charts process & monthly metric
• Run various reports and provide analysis as needed.

Performance Management (OPR)

• Supports and the annual Organization & People Review (OPR).

Functional Excellence: Collaborate, Standardize, Improve – “Pride In Performance”

• Provide administrative support as required to support various HR Programs & Processes.
• Coordinate and deliver New Hire Orientation on rotational basis with HR Team
• Ensure New Hire Orientation and Employee Start Up Guide are updated timely.
• Provide group level administrative support for all HR related actions, including, but not limited to new hires, promotions, transfers, leave of absence, terminations etc.
• Drafted job descriptions based on current roles within the organization.
• Conducted recruitment process for new hires, including job postings, interviews and background checks.
• Monitored attendance records and leave requests for accuracy and completeness.
• Provided guidance on labor law regulations to ensure compliance with applicable laws.
• Created and maintained personnel records, such as hiring documents, benefits information and payroll data.
• Analyzed employee surveys to identify areas of improvement in workforce productivity.
• Developed and implemented HR strategies to improve employee engagement and retention.
• Coordinated training programs for new employees and existing staff members.
• Advised managers on how best to motivate employees and increase their satisfaction levels.
• Developed processes for onboarding new hires into the organization's culture.
• Prepared reports summarizing recruitment activities, turnover rates, absenteeism trends.
• Reviewed applications for positions within the company according to pre-determined criteria.
• Assisted in the development of policies related to human resources management.
• Managed performance reviews, disciplinary actions and salary negotiations.
• Responded promptly to employee inquiries about policies or procedures.
• Prepared and led new employee orientation to familiarize with company policies, procedures, culture and campus.
• Coordinated workers' compensation insurance and managed claims.
• Recruited applicants for vacancies to fill open positions with qualified staff.
• Communicated with supervisors to plan and review employee evaluations.
• Created and updated personnel files by entering information in HRIS.
• Proactively identified and solved complex HR problems that impacted operations management and business direction.
• Used data and analytics to improve company processes for recruitment, selection and onboarding.
• Directed HR programs, policies and processes to improve operational efficiency.
• Compiled reports to provide management with accurate information and comply with policies and procedures.
• Identified operational weaknesses to improve or innovate people, programs and processes.
• Advised leadership and personnel on driving HR policies, union negotiations, and business strategy implementation.
• Advised leadership on vacation and sick time, benefits, job services and employment discrepancies.
• Recruited new employees and built relationships, driving visibility.
• Supported top talent identification processes by interviewing candidates and executing onboarding, orientation, and benefits processes.
• Managed full-cycle human resource operational activities to maximize HR employee performance.
• Handled sensitive employee and company information with highest level of confidentiality and discretion.
• Worked with management to create performance measurement, employee development and employee compensation strategies.
• Investigated workplace issues with professionalism and sensitivity and detailed incidents in reports to senior executives.
• Initiated employee evaluation process and recommended policy changes to help staff progress toward desired readiness goals.
• Held exit interviews and documented information discussed with employees.
• Achieved desired work environment and performance by proactively advising and guiding employees on best practices and overseeing HR training.
• Provided HR consultation services to leadership and department heads.
• Scheduled meetings with employees to address concerns and grievances.
• Created and implemented employee retention strategies.
• Handled employee discipline and termination to address policy infractions.
• Conducted employee performance reviews and implemented corrective actions to increase productivity.
• Launched wellness plans to reduce stress, boost morale and increase productivity.
• Helped with employee transfers and referrals.
• Managed compensation, insurance and vacation days within employee benefits programs.
• Liaised between management and employees by relaying work information, adjustments and grievances.
• Reported on workplace health and safety compliance to superiors.
• Suggested promotions and wage increases according to employee performance.

• Interviewing, Screening candidates.
• Developed strong communication and organizational skills through working on group projects.
• Cultivated interpersonal skills by building positive relationships with others.
• Worked well in a team setting, providing support and guidance.
• Skilled at working independently and collaboratively in a team environment.
• Assisted with day-to-day operations, working efficiently and productively with all team members.
• Proven ability to learn quickly and adapt to new situations.
• Worked flexible hours across night, weekend and holiday shifts.
• Organized and detail-oriented with a strong work ethic.
• Demonstrated leadership skills in managing projects from concept to completion.

• Created and implemented forward-thinking initiatives to improve employee engagement.
• Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
• Coordinated technical training and personal development classes for staff members.
• Identified and implemented appropriate strategies to increase employee satisfaction and retention.
• Recruited top talent to maximize profitability.
• Structured compensation and benefits according to market conditions and budget demands.
• Discovered and resolved complex employee issues that affected management and business decisions.
• Instructed senior leaders on appropriate employee corrective steps.
• Liaised between multiple business divisions to improve communications.
• Fostered positive work environment through comprehensive employee relations program.

• Gathered and organized materials to support operations.
• Entered data, generated reports, and produced tracking documents.
• Evaluated operational practices and identified improvement opportunities to develop revisions for systems and procedures.
• Collected and analyzed business data from various departments to prepare reports and presentations for management.
• Handled incoming and outgoing shipping and receiving activities.
• Organized spaces, materials and catering support for internal and client-focused meetings.
• Resolved issues through active listening and open-ended questioning, escalating major problems to manager.
• Improved customer satisfaction scores through application of superior conflict resolution and problem-solving skills.
• Monitored front areas so that questions could be promptly addressed.
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• Collaborated with back-office team members to facilitate seamless business execution.
• Handling Chargeback and Refund
• Merchant Queries