SRIVIDYA

Responsibilities:

• Managed 500+ consultants and conducted weekly meetings with business units and clients.
• Provided HR guidance to line management, analyzed trends, and developed solutions, programs, and policies.
• Implemented performance appraisal systems and guided managers.
• Aligned HR strategies with business goals.
• Acted as a trusted advisor to leadership on people-related strategies.
• Supported change management and culture-building efforts.
• Designed competitive salary structures and benefits.
• Used data to track HR metrics and make informed decisions.
• Addressed employee concerns and mediated conflicts.
• Resolved complex employee relations issues and conducted thorough investigations.
• Offered performance management guidance, including coaching, counseling, and career development.
• Improved work relationships, morale, productivity, and retention.
• Oversaw workforce planning, succession planning, and career development.
• Identified skill gaps and facilitated learning programs.
• Identified training needs and monitored training programs to ensure success.
• Provided HR policy guidance, developed contract terms, and supported business unit restructures and workforce planning.
• Ensured compliance with labor laws and company policies.
• Managed timesheet and attendance, and conducted Posh policy sessions.

Responsibilities:

Strategic HR:

• Managed 200+ consultants and conducted weekly meetings with business units and clients.
• Provided HR guidance to line management and analyzed trends to develop solutions, programs, and policies.
• Resolved complex employee relations issues.

Talent Acquisition:

• Interacted directly with hiring managers to understand requirements.
• Created recruitment plans, posted positions, and networked for referrals.
• Sourced, screened, and scheduled applicants.
• Assisted hiring managers in filling requisitions with top-quality candidates.
• Pre-screened resumes and followed up with technical panels.
• Managed escalations and maintained relationships with hiring managers.
• Provided solutions for niche requirements and issues.

• Responsibilities:
• Conducted technical hiring for IT and non-IT roles, from junior to lateral levels.
• Managed the entire recruitment cycle: sourcing, screening, short-listing, coordinating, interviewing, and closure.
• Interacted with clients (e.g., Credit Suisse) and identified suitable sourcing methodologies (job portals, referrals, networking).
• Performed technical phone screens and initial HR interviews to assess candidates' suitability.
• Maintained documentation and status reports to ensure smooth sourcing processes and timely fulfillment.
• Followed up on offers, onboarding, and relocation for outstation candidates.
• Collected pay-slips and released offers based on candidates' qualifications and experience.
• Engaged in employee activities and followed up with pending joiners.
• Negotiated pay rates for specific jobs.

Responsibilities:

• Conducted technical hiring for IT and non-IT roles, from junior to lateral levels.
• Managed the entire recruitment cycle: sourcing, screening, short-listing, coordinating, interviewing, and closure.