Swati Singh

Key Responsibilities:

• Led end-to-end HR operations and recruitment for senior and mid-level roles across departments.
• Managed transition and stabilization of the People & Talent function post-departure of the outgoing HR lead, despite lack of a formal handover.
• Oversaw and coordinated payroll processing and finance-related HR operations across three entities.
• Supervised junior team members; defined Scope of Work (SOW) and clarified role expectations in an evolving structure.
• Led implementation of KEKA (HRMS) – automating attendance, leave, payroll, and document processes.
• Maintained continuity of HR operations during high attrition and organizational ambiguity.

Key Achievements:

• Successfully closed key hired in Arthan and climate asia
• Took over payroll management for Arthan Consulting (AC) and Climate Asia (CA), streamlining disbursement formats and reimbursements.
• Demonstrated strong crisis management and adaptability during frequent role transitions and unclear organizational priorities.
• Stabilized HR functioning through structured interventions, despite limited mentorship and evolving expectations.

Strategic Contributions:

• Advocated for and initiated conversations around formalizing the recruitment requisition process to improve operational efficiency.
• Highlighted and addressed employee dissatisfaction around salary disbursement practices—proposing systematic and confidential handling.
• Recommended team restructuring and additional resourcing to balance HR operations and recruitment delivery needs.

Organizational Challenges Addressed:

• Tackled role ambiguity, lack of structured processes, and absence of mentorship through self-driven initiatives and team coordination.
• Raised concerns regarding workspace limitations, particularly affecting HR and finance teams engaged in confidential work.

Professional Development Goals:

• Seeking structured mentorship to strengthen capabilities in HR strategy, organizational development (OD), and workforce planning.
• Aim to contribute more actively to strategic HR discussions and decision-making at the leadership level.

Talent Acquisition & Strategic Sourcing:

• Strategically sourced and headhunted qualified candidates across diverse functions and levels.
• Leveraged multiple recruitment channels including job portals, LinkedIn, sector-specific networks, and associations to build a high-quality talent pipeline.
• Conducted exploratory screening calls to assess candidate fitment and alignment with project requirements; provided structured feedback to hiring managers.
• Managed the full recruitment lifecycle—from job description creation to onboarding and team introduction—ensuring a seamless experience for all stakeholders.
• Collaborated with the HR Coordinator to standardize reference checks and ensure thorough vetting of candidates.
• Compiled and presented weekly recruitment status reports using Excel to track key performance metrics and hiring progress.

HR Operations & Process Management:

• Oversaw monthly joiner and leaver data collection, review, and submission to the finance and accounts teams.
• Coordinated with the finance team to finalize salary disbursement sheets and ensure timely payroll processing.
• Supervised the creation, validation, and maintenance of monthly reimbursement sheets; guided the HR Coordinator in process compliance and accuracy.
• Conducted comprehensive HR induction sessions for new employees, supporting smooth assimilation into organizational culture.

Employee Engagement & Cross-functional Coordination:

• Led weekly check-in calls with project teams and departments to track progress, identify bottlenecks, and ensure alignment with organizational goals.
• Facilitated ongoing employee engagement through regular one-on-one check-ins to understand challenges, address concerns, and improve team morale.
• Contributed to creating a transparent and supportive HR environment by maintaining open communication with internal stakeholders across functions.

• Responsible for the development and implementation of recruitment at all levels within the organization for the achievement of strategic and company goals.

Recruitment & Talent Acquisition:

• Managed the complete end-to-end recruitment process—from job posting and candidate sourcing to interviews, selection, and onboarding.
• Regularly evaluated and updated job descriptions to ensure accurate reflection of roles, responsibilities, and qualification requirements.
• Forecasted personnel demands and implemented forward-thinking recruitment strategies to align talent acquisition with organizational needs.

HR Operations & Policy Implementation:

• Maintained accurate attendance records for all employees, ensuring alignment with payroll and compliance processes.
• Provided guidance on HR policies and grievance resolution procedures to promote consistency and fair outcomes across teams.
• Resolved employee concerns in a timely and empathetic manner, contributing to a healthier and more engaged workplace environment.

Employee Relations & Experience:

• Played a key role in improving team morale by addressing new hire concerns, managing employee inquiries, and supporting workplace integration.
• Fostered communication between managers and employees to streamline workflows and promote a collaborative work culture.
• Designed and introduced employee benefit programs and performance improvement initiatives to boost employee engagement and productivity.

Reporting & Documentation:

• Captured and documented recruitment and HR operational data to support decision-making and improve hiring and retention processes.