Neelam Biswas

Pre- Placement Offer

-Research and benchmark against other companies to identify best practices in attracting and retaining female talent. -Develop and execute targeted employer branding campaigns to showcase Nivea as an inclusive and supportive employer for women. -Collaborate with internal stakeholders, including HR, marketing, and diversity and inclusion teams, to align employer branding initiatives with overall business objectives. -Create compelling content for LinkedIn and other social media platforms to highlight Nivea's commitment to gender diversity and inclusion. -Partner with recruitment teams to ensure a diverse pipeline of female candidates for open positions. -Analyze metrics and feedback to continuously evaluate the effectiveness of employer branding initiatives and make data-driven recommendations for improvement. -Stay up-to-date on industry trends and best practices in employer branding and diversity and inclusion to drive innovation and differentiation.

Exposure to entire employee lifecycle , starting with new joinee orientation, trainings, performance and compensation management, rewards & recognition, engagement and fun at work activities, retention and attrition analysis (~900 employees) I. Post - Onboarding and Induction -Deliver induction program for all the new joiners. -Mapping the new joiners with the training and development team. II. Employee Lifecycle -Streamline talent acquisition & development roadmap aligned to organizational HR strategy. -Design and generate awareness among employees with respect to policies. -Review policies from time to time to ensure they are relevant and in line with the industry best practices. -Drive Employee engagement, employee retention & rewards and recognition initiatives. -Build culture adhering core values of responsibilities, honesty, bravery, Diversity, Pride, Solidarity and Reliability. -Resolve complex employee relation issue and resolve/counsel/coach regulations of grievances -Handle all queries, grievances and escalations from agents on the floor and ensure the same are resolved within committed timelines -Responsible for the roll-out and closure of Internal Job Posting (IJPs) on the floor within specific time-lines;Creating Pulse surveys, employee connect framework to measure the voice of the employees and work on an action plan to better the employee happiness index of the business. III. Offboarding: -Coordinating with Employees for Exit formalities on HRIS/SAP along with timely closure of Non-Due Clearance from respective departments. IV. Employee relations -Conduct thorough investigations into employee-related issues. -Resolving complex employee relations issues and address grievances -Acting as a local point of people expertise for specialist teams that are implementing new people approach..

Exposure to entire employee lifecycle , starting with new joinee orientation, trainings, performance and compensation management, rewards & recognition, engagement and fun at work activities, retention and attrition analysis (~300 employees)