Shweta Rai

Strategic HR Leadership

• Leading the strategic HR partnership in business setup and expansion initiatives.
• Collaborated with the business to strategize, drive, and implement strategic business initiatives and HR programs, policies ensuring alignment with organizational goals.

Business Advisory & People Growth (HRBP Role)

• Demonstrated strength in designing and executing people strategies aligned with business goals, enabling talent development, workforce capability building, and organizational growth through strategic HR partnership.

Talent Acquisition

• Spearheaded end-to-end recruitment for senior, mid-level, and bulk hiring (EBOs and MBOs), aligning talent acquisition strategies with business goals to reduce time to hire and enhance workforce diversity. Collaborated with TA teams and external partners for effective sourcing, and seamless onboarding.
• Designed and executed strategic hiring plans and budget oversight, leveraging diverse sourcing channels (search engines, networking, job boards, referrals, etc.). To attract top talent and ensure efficient onboarding and integration processes.

Retention and Engagement Programs

• Served as the single point of contact for employee queries and grievances, ensured prompt resolution, maintained workplace discipline, and conducted regular HR connects and store-level one-on-ones to foster a supportive work environment.
• Implemented structured retention strategies such as pulse surveys, engagement surveys, and focus group discussions; executed recognition programs, incentive policies, and contests to boost morale, and reduce attrition.

Performance Management, Talent Review, and Succession Planning.

• Drove the full Performance Management cycle, ensuring timely goal setting, mid-year, and annual appraisals, and seamless execution of performance-linked reward systems across levels.
• Collaborated with leadership on talent reviews, succession planning, and identification of high-potential employees (HIPOs); facilitated IDP creation, and rolled out frameworks for career progression, promotions, and internal job postings.
• Proactively managed performance outcomes by identifying low performers, implementing Performance Improvement Plans (PIPs), and tracking progress to enhance productivity and align individual performance with business objectives.

Learning and Development

• Conducted training needs analysis in collaboration with business leaders and department heads, aligning learning initiatives with strategic business goals.
• Partnered with the L&D team to design and deliver targeted learning programs to strengthen leadership capabilities among high-potential talent.

Compensation & Benefit

• Conducted compensation benchmarking across brands to align pay structures with industry trends; provided expert guidance on C&B policies, and resolved team queries related to payroll, timekeeping, and leave management.
• Oversaw end-to-end payroll processing, ensuring accuracy of payroll inputs and compliance with statutory and organizational policies.
• Led the successful implementation of an HRMS system—from planning to execution—by identifying process priorities, managing integration tasks, and ensuring smooth knowledge transfer for ongoing system enhancements. Also responsible for generating and sharing monthly MIS, and dashboard reports with Head HR and business leaders.

Statutory Compliances

• Ensured full compliance with labor laws and statutory requirements by establishing robust HR processes, conducting internal audits, and supporting smooth completion of internal and external audits.
• Liaised with external agencies for compliance reporting and kept the organization updated on legal amendments to proactively mitigate compliance risks.

Separation Process

• Managed the full exit process, including conducting HR exit interviews, addressing employee grievances, and ensuring smooth separation formalities; leveraged insights to develop retention strategies for high-performing talent.

Recruitment and Onboarding.

• Managing the full recruitment process to ensure a steady and efficient supply of talent for the business.
• Utilized a variety of sourcing methods, including search engines, networking, web postings, references, and databases, to attract top talent.
• Managed the onboarding process to ensure a seamless and positive experience for all new hires, facilitating their integration into the organization

Compensation and Benefits

• Responsible for payroll, timekeeping, and leave management.
• Providing guidance and support to the team for all compensation and benefits queries.
• Complies with all applicable laws and regulations, and prepares.

Performance Management

• Driving a complete Performance Management System.
• Architect deployment plans to ensure effective rollout of performance management initiatives: role changes, promotions, internal job postings, and career progression framework for managerial roles.

Separation Process

• Managing the complete separation process.
• Conducting an exit interview.

Manpower Recruitment, Induction, and Orientation

• Managing the recruitment cycle through sourcing the best talent from search engines, networking, web postings, references, and databases.
• Company Orientation.

Salary, Compensation, and Benefits

• Wages and Salary Administration & Handling Wages-Related Issues.
• Salary and compensation structuring for new joiners and existing employees.
• Computation of Bonus and Gratuity.
• Preparing various MIS reports monthly and annually as per the requirements.

Exit formalities

• Initiating the full and final settlement of employees, settling their dues.
• Issuing of relieving and service letters to the resigned employee.