Smriti Singh

• Developed and implemented comprehensive HR strategies aligned with the company's business objectives, utilizing Strategic Workforce Planning to enhance productivity, optimize workforce capabilities, and improve overall employee satisfaction.
• Spearheaded initiative achieving Top Employer Certification in the first year of participation. Initiatives for improvement in Great Place to Work Trust index score by 31%.
• Led a team of 5 HR professionals across multiple departments, ensuring compliance with labor regulations, improving HR service delivery, and fostering a cooperative workplace environment through proactive conflict resolution and positive employee relations initiatives.
• Streamlined recruitment processes, achieving more than 15% reduction in time-to-hire and 70% reduction in hiring cost, while significantly improving candidate quality and fitment through targeted sourcing and selection strategies.
• Oversaw compensation and benefits programs, benchmarking against industry standards to ensure competitiveness and retention
• Collaborated with senior leadership on succession planning, talent management, and organizational design initiatives, ensuring leadership continuity, aligning talent with business needs, supporting long-term organization growth and agility.
• spearheaded diversity and inclusion efforts, booting management diversity by 50% and integrating contractor hiring into payroll program for streamlined operations.
• Directed HR systems upgrades, implementing a new HRIS for improved reporting, data capturing, tracking, and compliance management.

• Provided leadership, direction, guidance, and expertise for the full scope of HR functions.

• Set up HR - Process, Policies, Frameworks.

• Handled the role of Business HR – Translating business needs into effective employee engagement programs and HR initiatives.

• Talent Acquisition – Meeting all the Recruitment deadlines across different levels within the target timeframe.

• Resourcing and Onboarding – Spearheading the organization’s Recruitment and Managing new employee on boarding plan including Induction training, Orientation, Buddy program to help them assimilate into the organization – both for internal and external.

• Trained team members on Interviewing techniques that contributed to sound hiring decisions. Conducted coaching sessions along with providing continuous guidance and directions for improving the inter-personal skills and fostering a harmonious and healthy working environment.

• HR Operations administer HR policies, processes and practices which enable the company to attract, develop, motivate and retain high caliber talent. Led the corporate initiative for employee’s health and safety by introducing Group Health Insurance policy. Exit processes and managing employee’s full and final settlement.

• Compensation & Benefits – Salary, PF/ESI, Perks, Reimbursements, Bonus etc.

• Performance Management – Annual Appraisal, Salary Comparisons with Industry

• Statutory Compliances like PF and ESI along with interaction with Finances.

• Client Management – Resourcing, Onboarding and Invoicing and Client Liaoning & Support.

• Employee engagement – Mentoring, Career Planning to keep Productivity & morale high, Keeping Attrition Rate low through HR interventions and events to keep Employees Engaged.

• Talent Acquisition: - Managed entire hiring for new Steel unit at north east and ensured effective recruitment delivery for Corporate Functions, through efficient utilization of low-cost sources and internal sourcing of talent.

• Employee Engagement and Welfare: - Implementation of employee engagement strategies, annual employee engagement calendar and to address issues on employee motivation, attrition and organization culture.

• People Development: - Conceptualizing & effectuating training & development initiatives for improving employee productivity, building capability & quality enhancement. - Identifying the training need across levels through mapping of competencies required for different roles & analysis of the existing level of competencies, by developing the Competency Module alongwith the inputs of Annual Performance Management and developing the framework of training programs for improved performance levels.

- To work out Annual Training Calendar by conduct training need analysis across the functions/departments, with the help of respective business heads. - Coordination activities for training programs as per the Training Calendar with external Trainer and other agencies (as and when required). - Involved with monitoring the effectiveness of training programs through feedbacks from the participants and their seniors, maintaining training records.

• Organizational Development: - Conceptualizing, evolving and documented various policies like Suggestion Scheme, Retirement Policy, Mediclaim Coverage Policy, Performance Linked Pay, Attendance Policy, Management Trainee Policy, Education Assistance, Re-employment, TA/DA & Local Conveyance (Revised), Increment Policy for First-Time Appraisee & many more. Skilled at HR Employee Handbook, HR Manual & subsequently framing procedure to align the systems / processes / policies with the business goals (Organization alignment).

• Performance Management: - Re-engineering & Operationalize online Performance Management System for pan-India operations. Designing of KMOs / KRAs / Job Responsibilities for the individual / department & reviewing them on quarterly basis.

• Corporate Communication: - Corporate communication and coordination for pan-India operations.

Recruitment Process in HCL Technologies BPO Services Ltd., Noida. Objective was to study in detail the recruitment process in HCL BPO and compare it with other major players in BPO industry. Key Responsibilities: • Scheduling of interviews upto team leader level. • Coordination and Maintenance of interview process. • Preparation of Offer letters & Letter of Appointment. • Lead induction formalities of new joinee