SWAPNIL MANE

Career Progression:

• Manager – HRBP (Head of HR) | March 2022 – March 2025
  Drove end-to-end HR operations, talent acquisition, compliance, payroll, and employee engagement. Built foundational HR processes including Performance Management (annual April appraisals), HRMS implementation, and structured employee lifecycle management.
• Senior Manager – HRBP (Head of HR) | April 2025 – Present
  Promoted to lead HR as a strategic business partner, shaping people strategy, driving organizational transformation, and representing HR in business discussions and leadership forums.

A. Talent Acquisition – Building Future-Ready Teams

• Partner with leadership to anticipate manpower needs and design hiring strategies aligned with business priorities.
• Position the company as an employer of choice through branding, referrals, and strategic sourcing channels.
• Govern recruitment efficiency via metrics such as time-to-hire, cost-per-hire, and quality of hire.
• Drive fairness and transparency through structured JD frameworks, interview panels, and evaluation systems.

B. Performance Management & Appraisals

• Lead the annual appraisal cycle in April, post-financial year closure.
• Oversee the Performance Management System (PMS) ensuring alignment of KRAs/OKRs with organizational objectives.
• Drive goal cascading, mid-year reviews, and year-end evaluations.
• Link appraisal outcomes to increments, promotions, and career progression.
• Ensure fairness and parity through leadership moderation discussions.
• Identify high-potential employees and implement Individual Development Plans (IDPs).

C. Compensation & Benefits – Ensuring Equity & Compliance

• Design and maintain competitive salary structures with market benchmarking.
• Ensure adherence to statutory requirements (EPF, ESI, Gratuity, Shops & Establishments Act, Maternity Benefit Act, etc.).
• Implement strategic rewards including performance-based incentives and recognition programs.
• Balance statutory and voluntary benefits to strengthen the Employee Value Proposition.

D. Employee Relations, Engagement & POSH Governance

• Actively serve as a POSH Committee Member, ensuring a safe, inclusive, and respectful workplace.
• Oversee grievance handling, conflict resolution, and disciplinary processes with fairness.
• Champion culture-building initiatives to foster collaboration, belonging, and high employee morale.
• Lead structured recognition programs and engagement surveys to enhance employee experience.

E. Learning & Development – Enabling Capability Growth

• Build capability frameworks aligned with business needs.
• Introduce blended learning interventions (workshops, e-learning, mentoring).
• Evaluate effectiveness of L&D through impact measurement and ROI analysis.

F. HR Operations & Technology Enablement

• Oversee the complete employee lifecycle – from offer issuance to exit management.
• Govern HR data accuracy, joining/exit MIS, and master records.
• Drive HRMS implementation and automation to enhance process efficiency and employee self-service.

G. Payroll, Benefits & Compliance

• Ensure accurate and timely payroll processing for 200+ employees with compliance to tax and labor laws.
• Resolve payroll queries effectively with transparency.
• Conduct regular payroll and compliance audits to mitigate risks.
• Govern compliance with central and Maharashtra-specific labor laws (Shops & Establishments, Bonus, Labour Welfare Fund, etc.).

H. HR Analytics & Budgeting – Data-Driven Decision Making

• Utilize HR analytics to assess workforce trends, attrition, engagement, and diversity.
• Provide leadership with predictive insights for manpower planning and retention.
• Govern HR budgets, ensuring optimal allocation across hiring, training, rewards, and benefits.

I. Business Partnership & Strategic HR Consulting

• Collaborate with leadership on business discussions and strategic decisions impacting workforce design, scalability, and organizational development.
• Drive change management and organizational transformation initiatives.
• Conduct HR Due Diligence for investor requirements, identifying people-related risks and integration opportunities.
• Act as a trusted advisor on talent strategy, succession planning, and culture alignment.

J. Contractual & Contingent Workforce Management

• Oversee staffing partnerships for project-based/temporary workforce requirements.
• Negotiate vendor contracts and monitor SLAs for efficiency and compliance.
• Maintain accurate governance records and reporting for contractual staffing.

Leadership Impact

• Strategic HRBP: Partnered with business leaders in decision-making, workforce planning, and scaling strategies.
• Performance Management: Institutionalized a transparent April appraisal cycle, linking performance to growth and rewards.
• POSH Governance: Actively contributed as a POSH Committee Member, strengthening workplace safety and compliance.
• People-Centric Culture: Built an inclusive, engaging, and high-performance culture through recognition, engagement, and capability-building.
• Data-Driven HR: Leveraged analytics for workforce insights, reducing attrition and optimizing HR processes.
• Business Enabler: Transformed HR into a strategic enabler of business success, aligning people practices with organizational growth

• Managed end-to-end recruitment across departments including Sales, Projects, Site Engineers, Accounts, Purchase, and Administration.
• Posted job advertisements on LinkedIn, engaged with consultants, and sourced candidates through Naukri.com.
• Conducted Level 1 screening, evaluating candidates on experience, communication, and technical skills.
• Facilitated Level 2 shortlisting and coordinated interviews with Department Heads.
• Handled CTC negotiations and finalized offers with selected candidates.

• Collected and verified candidate documents (Aadhar, PAN, educational certificates, references, etc.).
• Conducted background verification and ensured compliance before issuing offer letters.
• Generated appointment letters and followed up with candidates until successful joining.
• Managed onboarding, including registration on Pocket HRMS, induction scheduling, and training coordination.
• Created and maintained employee personal files with complete documentation.

• Gathered payroll inputs and validated accuracy.
• Processed monthly payroll and ensured statutory compliance.
• Managed payroll accounting and timely payouts.
• Prepared detailed payroll MIS reports for management.

• Designed and implemented a robust PMS framework aligned with organizational goals.
• Facilitated goal setting, planning, and continuous feedback mechanisms.
• Conducted periodic performance reviews and recommended improvement actions.

• Coordinated with Reporting Managers/Department Heads for resignation acceptance.
• Oversaw recovery of company assets and ensured clearance formalities.
• Conducted exit interviews to capture employee feedback.
• Ensured smooth and compliant offboarding process.

• Drafted, updated, and implemented HR policies as per organizational needs.
• Developed and maintained policies covering:
  Attendance and punctuality
  Health and safety
  Pay and timekeeping
  Meal and break timings
  Leave and time-off guidelines
  Non-discrimination and anti-harassment
  Social media usage

• Fostered a positive work culture by ensuring transparent communication between employees and management.
• Handled grievance redressal promptly and effectively to maintain harmony and employee satisfaction.
• Conducted employee engagement initiatives to boost morale and productivity.
• Provided guidance to employees on career development and workplace challenges.

• Oversaw general office administration, ensuring smooth day-to-day operations.
• Coordinated with vendors and service providers for office facilities, infrastructure, and supplies.
• Monitored housekeeping, security, and workplace safety measures.
• Controlled administrative expenses and optimized resource utilization.

• Conducting Training Needs Assessment to identify skill gaps and requirements.
• Defining clear and measurable Learning Objectives.
• Considering Learning Styles to ensure effective engagement.
• Selecting appropriate Delivery Modes (classroom, virtual, blended, etc.).
• Preparing and managing the Training Budget.
• Finalizing the Delivery Style (interactive, experiential, lecture-based).
• Factoring in Audience Considerations (experience level, job role, department).
• Content Development aligned with organizational goals.
• Establishing Timelines for program roll-out.
• Communicating Training Programs effectively to all participants.
• Measuring Effectiveness through feedback, assessments, and performance improvement metrics.

• Understanding manpower requirements from respective managers.
• Drafting and posting Job Descriptions on job portals, professional networks, and social media.
• Sourcing candidates through portals, referrals, and databases.
• Screening resumes and shortlisting suitable profiles.
• Conducting initial telephonic/virtual interviews for assessing skill fitment and cultural alignment.
• Coordinating and scheduling technical/managerial interviews with relevant stakeholders.
• Managing offer roll-out, negotiations, and documentation.
• Ensuring candidate engagement until joining to reduce dropouts.

• Sending Communication to the Reporting Manager regarding the employee’s exit.
• Scheduling a Discussion Meeting between the employee, Reporting Manager, and Department Head.
• Obtaining Resignation Acceptance from Reporting Manager / Department Head.
• Coordinating Asset & ID Card Recovery.
• Conducting a structured Exit Interview to gather feedback and insights

Recruitment:

• Client Interaction: Actively engage with clients to understand their specific recruitment needs, ensuring a deep comprehension of the job requirements and company culture.
• Candidate Sourcing: Utilize various job boards, social media platforms, and professional networking to identify and attract highly qualified candidates who align with client expectations.
• Initial Screening: Conduct thorough initial screenings to assess candidates' qualifications, skills, and cultural fit, ensuring a streamlined process for both clients and candidates.
• Candidate Presentation: Prepare comprehensive candidate profiles, highlighting key qualifications and accomplishments, and present them effectively to clients.
• Interview Coordination: Schedule interviews between candidates and clients, ensuring timely communication and efficient coordination.
• Position Closure: Work diligently to close positions within designated timelines, providing exceptional service to both clients and candidates.

Operations:

• Documentation Management: Collect and manage necessary candidate documents, including resumes, references, and required certifications, ensuring compliance with client and legal standards.
• Offer Letter Processing: Coordinate with clients to ensure timely issuance of offer letters, addressing any candidate concerns or negotiations.
• Candidate Onboarding: Provide comprehensive onboarding support to new hires, including facilitating communication with HR departments, answering questions, and ensuring a smooth transition into the role.
• Invoice Management: Raise invoices promptly and follow up on payments to ensure timely receipt of funds.