Neha ,

• Led & Supported clients in managing change by conducting change readiness assessments, developing change management strategies, and executing change plans to ensure successful adoption and sustainability of change initiatives. • Conducted HR due diligence activities for clients undergoing mergers and acquisitions, including HR policy and program reviews, HR compliance audits, and organizational structure assessments. • Designed and facilitated Assessment and Development Centres for clients to identify and develop talent and provide feedback to enhance leadership and employee development. • Conducted job analysis, competency mapping, and job evaluation activities to support clients in developing and implementing performance management and career development programs. • Contributed to business development efforts, including proposals, client presentations, and market research. • Led the delivery of HR consulting services to clients across various industries, including healthcare, technology, and finance. • Developed and implemented HR strategies to align with clients' business objectives and drive organizational change. • Contributed to business development efforts, including proposals, client presentations, and market research. • Conducted research and analysis to identify best practices and emerging trends in HR.

Working on Succession Planning, Change management, Talent Management and Performance management projects.

Recruited to manage HR Partner Department for Jindalx managing the entire spectrum of HR activities from Hire to Retire.  Manage identify and develop Talent Management  Identify and champion engagement and employee experience programs to support employee motivation, focus and retention and assist in building a robust employment brand and value proposition  Partner with the business leaders on Workforce planning, Change Management Initiatives, Leadership effectiveness  Working on solutions to implement People strategy across the business units to enable the achievement of the strategy and direction of the business  Partner with business, supporting solutions to enhance employee engagement and to ensure people plans are integrated with wider HR strategy, policies & priorities  Deliver across a range of HR practices such as workforce planning, performance, employee engagement, organizational design and development, and talent & leadership development and employee relations to meet current and future personnel needs.  Coaching and developing leaders, managing and mitigating people-related risks to ensure retention of key employees, developing leadership succession plans, managing capability and driving high performance  Collaborating with Business units on plans to have right skills in the right place, at the right time, supporting the development integrated Strategic workforce plan.  Support recruitment activities, resourcing, absence, performance, and employee relations in conjunction with specialist HR teams to deliver people plan and its strategy.

 Working with the India Team & Teams abroad to develop and implement HR policies and solutions to achieve business objectives and organization.  Resolve complex employee relations issues including but not limited to disputes, employee complaint, retention, termination, etc.  Contributing to talent management activities in conjunction with management and HR functional experts to ensure alignment with strategic priorities.  Supporting managers and employees on the annual performance management process  Managing and/or contributing to local and/or global projects and strategic initiatives in support of the HRM network, as required.  Introduced & launched an on the go Rewards & Recognition Platform (Toluna Ascent)  Facilitate productive change; Encourage others to seek opportunities for difference and innovative approaches when addressing problems and opportunities; Facilitate the implementation and acceptance of change within the workplace  Working on solutions to implement People strategy to enable the achievement of the strategy and direction of the business  Partner with business, supporting solutions to enhance employee engagement and to ensure people plans are integrated with wider HR strategy, policies & priorities  Deliver across a range of HR practices such as workforce planning, performance, employee engagement, organizational design and development, and talent & leadership development and employee relations to meet current and future personnel needs.  Coaching and developing leaders, managing and mitigating people-related risks to ensure retention of key employees, developing leadership succession plans, managing capability and driving high performance  Collaborating with Business leaders on plans to have right skills in the right place, at the right time, supporting the development integrated Strategic workforce plan.  Handle all POSH related cases as an active member of the POSH committee.

Handling Employee lifecycle for LOBs (line of business) of more than 600 employees. •Onboarding & Orientation •Introducing employees to various company policies •Initiating Background Verification checks for the new hires •Training & Development •Liaising with L&D department for conducting the process trainings for new hires and other trainings for existing employees •Monitoring training batches during training period •Handling Referred to HR cases basis transition performance •Employee Retention & Employee Engagement •Liaising with Business Heads for process Improvement •Rolling out & conducting IJP's •Conducting Focus groups in coordination with WFM •Monitoring Early Waning System to maintain organization health •Attrition analysis & reporting •Organising regular meetings with supervisors/Managers and LOB heads on Attrition Analysis. •Conducting team building activities off-site and within the office premises – ensuring that people get to know each other in a better way in order to build team cohesiveness •Organizing events on festivals & other occasions to keep the team tempo high and build camaraderie •Performance Management & Appraisal •Liaison the Heads of different departments to finalize the KRAs for each level of employees •Coordinate with Finance Department for Budgeting of appraisal •Ensuring the team finishes the initial appraisal process on time •Grievance & Disciplinary Action •Addressing employee grievances and closing them. •Taking disciplinary actions in case of any policy violation or breach. •Issuing Performance improvement plan/Performance development plan with managers. •Taking Disciplinary Action in cases of BGV Failure •Full & Final Settlement factoring in the balance Earned Leaves and other cash-outs like LTA •Conducting Exit Interviews to understand employee motivation to leave the current job. Sharing the feedback with business • future employment references of ex-employees

 Managing recruitment consultants  Planning new Recruitment needs  Interviewing Shortlisted Candidates  Increasing the contribution of hiring through consultants  Ensuring that the given number targets met along with the quality of hires  Rolling out employment letters and contracts to all the new recruits  Work force management for Vendor management team  MIS Management, documentation and background verification  Training the team to ensure maximum quality output Achievements:  Awarded Champion recruiter for over delivering my targets on several occasions  Awarded team player for over delivering my targets and helping other team members to achieve their target  Trained and Certified for Competency based interviewing (CBIS)

 Planning new Recruitment  Liaising across all the hiring channels, direct, referral and Vendor management.  Interviewing Shortlisted candidates  MIS Management, from documentation process to background verification process.  Induction, orientation and on boarding procedure handling.  Ensuring all background checks and employee verification details to be completed on time  Rolling out employment letters and contracts to all the new recruits  Training and Development process handling.  Handling Audits (Internal and External) and making sure that compliance is maintained.  Driving employee engagement initiates during lean periods of hiring  Training new recruits in the team Achievements  Awarded and appreciated for consistently meeting targets and maintaining the quality of hires  Awarded for increasing contribution through the referral channel  Awarded for delivering the best Induction program in the organization  Awarded with highest incentives in the team for best performance  Awarded for recruiting in shortest turnaround time  Promoted as a senior executive for consistent delivery and performance