Sujithkumar Sivakumar

• The HR Background Screening Specialist is responsible for conducting thorough background checks on prospective employees to ensure their credentials, employment history, education, and other personal details align with organizational standards and legal requirements.
• This role plays a crucial part in safeguarding the company’s integrity by verifying that candidates meet all necessary criteria for employment.
• Synthesized current business intelligence data to produce reports and polished presentations, highlighting findings, and recommending changes.
• Initiated and led the automation of multiple recurring reports using macro-enabled excel files, resulting in significant cycle time reduction and improved data accuracy.
• Analyzed vendor related issues, segmented them by severity and root cause, and delivered structured presentations to senior stakeholders to drive strategic decision making
• Collaborated cross functionality to implement data driven solutions aimed at streamlining workflows and enhancing productivity.
• Provided troubleshooting and technical assistance in use of PeopleAdmin system.
• Recommended process improvements to continually identify, analyze, and fix constraints and challenges.
• Developed and implemented onboarding and orientation programs for new employees.
• Collaborated with managers to identify and address employee relations issues.

• The HR Generalist in the BPO sector is responsible for managing all human resource functions, including recruitment, onboarding, employee engagement, performance management, and compliance.
• The role requires a deep understanding of the fast-paced BPO environment, with a focus on high-volume recruitment, retention strategies, and employee well-being.
• The HR Generalist will collaborate with operations, training, and management teams to ensure smooth HR processes and support the overall success of the organization.
• Implemented quality control initiatives to reduce downtime and increase revenue.
• Collected and analyzed information to monitor compliance outcomes and identify and address trends of non-compliant behavior.
• Reduced expenses by analyzing compensation policies and implementing competitive programs while ensuring adherence to legal requirements.
• Reviewed existing policies and procedures to make recommendations for enhancing work productivity, recruitment, hiring processes, and talent management.
• Incorporated employee feedback to improve processes and strategize long-term business plans.
• Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.
• Performed budget management to review estimated with actual results and set realistic targets.
• Implemented process improvements to automate office operations.
• Pre-screened resumes prior to sending to corporate hiring managers for consideration.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Completed human resource operational requirements by scheduling and assigning employees.
• Assisted with writing job postings and job descriptions for boards.
• Developed and monitored employee recognition programs.
• Conducted performance reviews and provided feedback to managers on employee performance.
• Created and delivered HR training sessions to staff, managers and executives.
• Improved office efficiency by effectively managing internal communications and correspondence.
• Generated and analyzed reports to monitor employee engagement and attrition trends.
• Synthesized current business intelligence data to produce reports and polished presentations, highlighting findings, and recommending changes.

• The HR Generalist in the manufacturing sector is responsible for handling a wide range of human resource functions, including recruitment, employee relations, compliance, training, and performance management.
• This role ensures that the workforce is productive, compliant with labor laws, and aligned with the company’s objectives.
• The HR Generalist also plays a critical role in maintaining a safe, positive, and efficient workplace in the manufacturing environment.
• Planned and managed recruitment activities for new hires using strategic personnel, staffing, and position management practices.
• Liaised between management and employees to deliver conflict resolution, alleviate problems, and interpret compensation and benefits policies.
• Reviewed and screened applicant resumes to identify qualified candidates.
• Maintained personnel records and statistical data to establish accuracy and compliance with applicable regulations.
• Monitored employee attendance and performance, addressing issues in accordance with company policies and procedures.
• Fielded employee inquiries related to insurance, pension plan, vacation, sick leave and employee assistance.
• Developed disaster and recovery strategy to prepare company for hazardous weather conditions, nuclear accidents and terrorist attacks.
• Planned, monitored and appraised employee work results by training managers to coach and discipline employees.
• Advocated for staff members, helping to identify and resolve conflicts.
• Worked alongside global business leader to deploy new training strategies.
• Coordinated implementation of people-related services, policies and programs through departmental staff.
• Improved organizational filing systems for confidential employee records, resulting in improved accessibility and efficiency.
• Developed and implemented onboarding and orientation programs for new employees.
• Collaborated with managers to identify and address employee relations issues.
• Administered employee benefits programs and assisted with open enrollment.

Project - Multiskilling – Welder to Fabricator Training

• Spearheaded a multiskilling project aimed at addressing absenteeism and skill gaps on the shop floor by cross-training welders to perform fabricator tasks.
• Identified operational inefficiencies during daily stand-up meetings and conducted a detailed process study of fabricator and welder roles.
• Discovered that welders were partially performing fabricators' tasks and proposed a structured training program to bridge the skills gap.
• Developed and presented a cost-benefit proposal to leadership, resulting in project approval and successful implementation.
• Achieved an annual cost saving of ₹600,000 through optimized workforce utilization and reduced dependency on high-cost resources.