Tripthy Ganapathy

(Ezetap Was Acquired By Razorpay In August 2022)

Performance Management:

• Managed OKR's, mid year and annual appraisal cycles organization wide.
• Driving performance related decisions. Helping business in identifying high performing employees and monitoring bottom performers.
• Performed salary bench-marking and created salary range across organization.

Engagement: Led organization wide engagement initiatives for 400+ employees. Some of the key engagement activities included the Townhall and mixer post acquisition, annual day celebrations, annual Diwali celebrations and Hackathon.

Talent Management:

• Ensuring employee information is maintained in all appropriate systems; monitor actual headcount, new hires, attrition, analyze trends.
• Handling grievance on cases to cases basis in alignment with relevant stakeholders.
• Partnering with Talent acquisition by taking HR interview.
• Drive HR Policies and Processes.

Integration Post Acquisition:

• Level Harmonization: Ezetap and Razorpay had different numbers of levels and grades (16 and 10) with different designations. As part of this level harmonization, the titles and levels were standardized.
• Performance Management: Actively contributed to the integration of performance management cycle during the post-acquisition phase. This involved ensuring a seamless transition of performance evaluation processes between the two organizations.
• Policy Integration: This initiative aimed to streamline policies across merged entities.
• BillMe Acquisition: Crucial part of the integration team responsible for handling the post-acquisition HR integration for BillMe. This involved various activities aimed at bringing BillMe into alignment with the broader organizational structure and policies.

Team Management: Managing my team's performance by identifying their strengths, motivations and improvement areas.

HRBP (Talent & Culture) - June 2021 to April 2021

Talent Acquisition: Developed a consistent and cost-efficient recruiting process positioning Ezetap as an employer of choice. This included work force planning, end to end recruitment across levels.

Talent Management:

• Developed and implemented the competency framework for the tech teams.
• Building executive relationships and influence through expertise, data and persuasion.
• Worked with the businesses to ensure succession planning for key positions, developing and managing talent and leadership initiatives.
• Regular connects with teams to understand the pulse of the teams through one on one interactions and focused group discussions.

Employee engagement: Owned employee engagement initiatives to ensure active internal communication.

Separation: Conducted exit interviews and reviewed attrition for taking corrective actions on regular basis.

• Based on daily traffic to the website, analyze conversion rate and identify process gaps leading to sales conversions.
• Improve overall sales conversion rate monthly.

• Managed end to end hiring process while working with various stakeholders.
• Built talent pool by sourcing technical candidates (job portals, employee referrals and social networking) through different platforms to strengthen out candidate pipeline.
• Coordinate interviews ranging from phone, video, onsite schedules after evaluating and assess candidates on required competencies.
• Organized and facilitated weekend hiring events and participated in campus recruitment.
• Responsible for salary negotiations, freeze joining date and ensure seamless onboarding experience for candidates.

• Responsible for end to end recruitment process for technical requirements for various clients.
• Closed positions ranging from Software Developers, Network Engineers, Project Managers, Program Managers, Devops, Application Developers, DBA's, Quality Assurance Engineers, UX/UI Designers.
• Worked as a SPOC for clients.