Shalini Lakra

• Manage the entire employee lifecycle, from onboarding to offboarding.
• Oversee performance management processes and provide guidance on employee development.
• Administer compensation and benefits programs, ensuring competitiveness and compliance.
• Manage employee relations, investigate and resolve conflicts to maintain a positive work environment.
• Coordinate employee grievances and disputes in a timely and professional manner by finding constructive solutions.
• Guide leaders and employees on company policies, programs, benefits and salary administration. Foster positive employee relations and address workplace conflicts.
• Developing and communicating HR policies and ensuring compliance.
• Driving initiatives to enhance employee engagement and workplace culture.
• Leading the GPTW efforts end to end.
• Monitoring training needs and managing employee training programs.
• Developing and managing employee engagement initiatives to foster a positive work environment.
• Handling the POSH IC and cases.

• Strong business knowledge – in-depth understanding of the Business, including key business functions and processes, skills, tools which has helped in bridging the gap between business and HR functions
• Employee Relation – Addressing all the employee queries pertaining to HR and Management. Taking care of all concerns related to employee-to-employee conflict, misconduct etc. Conducting regular 1:1’s, FGD’s to check the pulse of the organization and passing on the feedback to the management to take necessary action.
• Onboarding – Revamped the entire onboarding and induction process to make sure all the current trends are being followed to attract new talent. Take care of end-to-end employee onboarding and induction and collect feedback from employees on their first day experience; this helps to better the process when required.
• Policies and Processes – Introduced policies like Leave, POSH, Maternity, Creche, Referral, Fringe Benefits and Separation Policy. Reviewing the needs and necessities of the organization and forming new policies and processes and reviewing and updating existing ones
• Employee Engagement – to ensure the current employee population is engaged and happy and to boost their morale, introducing various engagement activities like bug hunting, quizzes, know your team etc. Preparing half yearly calendar with all the activities that must be conducted and forming an engagement committee comprising of individuals from the business for the same.
• Compensation – Handling the third-party vendor who takes care of our end-to-end payroll. Sending them new joinee details with the salary inputs, joining bonuses, one-time payments, salary increments, LOP details, Loans and Advances etc. Being the first point of contact for employees related to their payslips, salary differences, hikes etc. Taking care of all promotions, salary revisions/corrections for the organization
• Exit/Offboarding – Revamped the entire exit process (introduced exit questionnaire, email, and processes). Taking care of end-to-end exit, retention process. Conduct exit interview and document the feedback for further improvement
• HRMS Tool – Implemented BambooHR. Setting up the system, testing, approving modules and inducting managers and employees how to use it.
• Great Place to Work – Took part in GPTW survey for Cyware and handled end-to-end activity around it and got the certification.
• Miscellaneous – Preparing the Holiday calendar, taking care of PF and Insurance. Introduced Prevention of Sexual Harassment at workplace to make sure the employees feel safe and protected at work. Formed the IC committee to handle any POSH cases. Introduced service awards to keep the current employee population motivated and to retain good talent. Made designation library to standardize the designations across the organization.

HRBP – (Operations & Technology)

• Strong business knowledge – in-depth understanding of the Business, including key business functions and processes, skills, tools, stakeholders.
• Organizational Development – Understanding business needs and helping them in achieving maximum performance through, Talent Vitality Index like Competency Framework, 9-Blocker, Skills Matrix, Succession Planning and Role Orientation.
• Employee Relations - Addressing and resolving all aspects of employee related issue including, manager/employee issues, misconduct, policies and procedures, terminations, etc. Conducting 1:1’s, Focused Group Discussions & skips regularly to keep a track of employee health, concerns & queries.
• Talent and Performance Management - Coordinating, administering and facilitating the performance management and compensation process. Also providing advice and counsel to managers and employees on all performance related issues, succession planning, attendance issues, bonus management etc. Also facilitating the compensation exercise for the businesses.
• Staffing – Liaising with the Business and Talent Acquisition team to make sure hiring’s are completed on time. Bridging any kind of hiring gaps by having frequent hiring meetings.
• Training – Consulting with BU head and his directs on the training and development needs and liaising with the Learning and Development team to deliver the required trainings.
• HR Metrics - Assist in processing and analyzing data for reporting headcount, attrition and retention, etc.
• Workday - Workday is our new automated HR system which was launched in June 2015 to enable employees and Managers perform various HR transactions. I have end to end knowledge on transactions like opening/closing positions/requisitions, Supervisory Org creation, consolidation, name change, transfers, promotion, leaves, benefits and voluntary/involuntary terminations.
• Exits/Retentions – Conducting retention conversations & exit interviews for the concerned business. Tracking the feedback through Workday questionnaire & exit interview data.

HR Operations and HRBP (stretch role)-

• Letter Generation- Taking care of Promotion, Internship, Contract, Visa, Address Proof, Title Correction, Salary Revision & Exit letters for the entire Organization.
• Background Verification – Taking care of post joining verification (previous employment) and reports.
• Conducting employee engagement activities – Relay, walkathon, cricket, football, table tennis, Independence Day, Diwali, Christmas & Eid celebrations, potlucks, pottery, quizzes, and appreciation day.
• Training & Development-Preparing training calendars & assisting the HR Manager in planning and coordination of in-house training programs.
• Anti-Harassment Sessions – Conducting Anti-Harassment session for all the new joiners by engaging with an external vendor.
• HRBP – Handling employee queries and grievances. Conduct, document and analyze exit interview. Provide HR policy guidance. Assess training needs and monitor training programs.

Projects – Led three different projects:

• Service Awards – Put a plan together along with the budget for 5 years’ service awards. Decided on the goodies to be purchased and met with the vendors to finalize the products. Was responsible for planning and execution
• Car Lease – Met with 3 different vendors and finalized on the final vendor. Put a plan together for the launch by coordinating with the vendor and the launch team
• Promotion Goodies – Came up with the plan of sending letters and goodies to parents of the promoted employees

• Ensure complete on-boarding of new joiners – having all the statutory forms filled, collecting all the documents, conducting welcome lunch & induction, bank account/email id/ID card creation, Know your Insurance Sessions, Facility tour
• Taking care of the exit formalities & conducting exit interviews for employees between Level 1 to 3.

• Handling end to end recruitment process - sourcing, screening, scheduling, salary negotiations, offer rollouts.
• Ensure timely hiring of resources through job portals (Naukri, monster, LinkedIn, IIM Jobs), IJP's, Employee referrals, social media, campus recruitments, drives & walk-in's from executive to managerial level.

Job Profile:

• Handling disputes for US Credit card holders.
• Resolving the disputes within the specified time.
• Calling the customers for more info regarding their disputes.
• Sending mails to the customers after their disputes are resolved.