•Human Resource Budgeting and Planning
-Head Count planning
-Ops budget matrix (Sales vs Gross)

•Job Descriptions & Performance Appraisal
-Preparing and Analyzing Job description and Job specification for each department and position
-Designed Position Profile along with departmental and line managers
-Designed and Introduced Performance Appraisal
-Conducted one on one meeting with departmental heads and head of HR

•Organizational Development (Policies/ Procedures/ SOPs)
-Involve in HR planning with departments
-Prepared & maintained Organogram
-Working closely with all departments, assisting line mangers to understand and ensure implementation of the HR policies and procedures
-Involved in developing Cultural Standards and conducting awareness sessions

•Recruitment & Selection
-Sourcing Candidates for relevant positions through social media, headhunters and networking
-Preparing job adverts, Checking application forms, Conducting interviews, short listing and background check and selected candidates
-Develop a pool of qualified candidates through internal sourcing, advertisements, college recruitment initiatives, career fairs and references
-Maintain up-to-date recruitment progress report and talent database

•Employee Orientation Program
-Introduced Orientation program
-Designed a handout for employee orientation
-Arranging and Conducting the Orientation session and ensuring all formalities are conducted smoothly

•Training & Development
-Direct training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company
-Designed and Implemented a Crash Course for the Non-Ops Department

•Employee Benefits
-Participated in the implementation of the Provident Fund Policy along with the involvement of Finance and Legal Department
-Handling Health Insurance for corporate employees, including coordination Addition, Deletion and Claim reimbursement

•Employee Relations, Grievances & Separations
-Facilitates communication among employees and management
-Guide managers and employees on problem solving, dispute resolution, regulatory compliance and litigation avoidance
-Handling employee grievances and exist matters
-Ensuring resignation acceptance is given on time, along with conducting exit interviews with complete handing taking of the employee

- Responsible to review, forecast and manage the resourcing needs for the contact center recruiting
- Liaise with business managers in order to identify staffing projections
- Building resource pipeline and short listing talent through different recruitment channels such as job fairs, campus-drives, employee referrals programs and job portals
- Handling day to day affair related to the contact center including hiring issues, placements and attritions
- Taking interviews and maintaining the data of the candidates on daily basis