Nisha Singh

As an HR Business Partner, I served as a strategic link between business leaders and the HR function, ensuring people strategy was fully aligned with operational and organizational goals. Supporting multiple business verticals across manufacturing and corporate functions, I was responsible for enabling workforce productivity, driving organizational effectiveness, enhancing engagement, and supporting leadership capability building. My role demanded agility, business acumen, and deep functional knowledge across performance management, talent development, HR analytics, engagement, and organizational planning. Key Responsibilities Partnered with BU heads and COEs to create quarterly and annual manpower plans aligned with business growth, cost targets, and talent supply. Led workforce optimization initiatives, including internal mobility tracking, span of control audits, and cost-per-head benchmarks. Facilitated goal-setting workshops, calibrated KPIs with business heads, and drove end-to-end performance review cycles using SAP SuccessFactors PMGM. Employee Engagement & Culture Building Talent Development & Succession planning Attrition & Retention Strategy Projects: Pulse to Action : I initiated a 4-month intervention strategy based on pulse data insights. I was deeply involved in strategic workforce planning, talent development, analytics-based decision making, and building an engaged, future-ready workforce. My work contributed directly to the business's transformation journey by shaping a resilient and agile people ecosystem.

In my role as Head of HR Shared Services, I was responsible for leading the transformation, automation, and delivery of HR operational excellence across the employee lifecycle. I managed a centralized HRSS team focused on HR process digitization, compliance, service delivery, employee query resolution, and data accuracy, ensuring standardization and consistency across Trident’s multiple business verticals and locations. Key Responsibilities: HR Process Standardisation -Led the redesign and centralization of key HR processes—onboarding, employee master data management, exit formalities, and records digitization. Defined SLAs and SOPs for all HRSS functions to improve service consistency across plants and head office.Worked closely with IT and system owners to enhance SAP SuccessFactors usage, focusing on Employee Central, Onboarding 2.0, and Offboarding modules. Implemented data validation protocols and audit-ready documentation standards to ensure 100% accuracy in employee records.Created real-time dashboards for HRSS KPIs including service delivery TAT, error rate, and process completion status. Provided monthly analytics reports to HR leadership and business to aid workforce planning and policy enhancement. Projects: 1. Spearheaded the “OneHR” project, consolidating fragmented HR operations from 5 units into a central shared services hub. 2. Digital Records Management Initiative 3. Upgraded Onboarding 2.0 in SAP SF 4. Exit & Offboarding Process Automation

Key Responsibilities: 1. Campus Strategy & Planning Designed and implemented Trident’s pan-India campus hiring roadmap targeting 30+ engineering and management institutes (Tier I & II). Partnered with business units to forecast early-career talent needs, competency requirements, and role expectations. 2. Execution of Campus Drives Led on-campus and virtual recruitment drives across technical and non-technical colleges, managing logistics, pre-placement talks, assessments, interviews, and offer rollout. Coordinated with Superset and internal ATS systems for real-time tracking of candidate data, assessment performance, and offer status. 3. Selection & Assessment Design Introduced competency-based evaluation rubrics tailored for functional roles. Trained over 70+ panel members through interview calibration workshops, improving assessment consistency and fairness. Standardized selection processes to ensure alignment with Trident’s values and performance culture. 4. Onboarding & Early Engagement Designed and launched the structured onboarding program “PARICHAY” for campus hires—featuring corporate immersion, buddy connect, business simulation workshops, and leadership interactions. Instituted 30-60-90 day check-ins and feedback loops to monitor new hire adjustment and productivity. 5. Campus Employer Branding Repositioned Trident’s image as an employer of choice by organizing Leadership Guest Lectures, Webinars, and “Meet Trident” events across colleges. Rolled out digital campaigns on LinkedIn and campus platforms, showcasing career growth stories and employee testimonials. 6. Retention & Engagement Analysis Created and monitored dashboards for offer-to-join ratio, early attrition, and engagement scores for fresh campus hires. Projects: Conceptualized and executed “Mission 250,” a campus hiring project to onboard 250+ engineering and management graduates in 6 months.

As a Campus Hiring Associate at Cognizant, I was responsible for managing the end-to-end hiring process for early-career technical talent across engineering institutions in India. I supported high-volume campus drives, ensured candidate engagement, and maintained close coordination with internal stakeholders, placement cells, and assessment partners. This role sharpened my foundation in structured hiring, candidate experience, and cross-functional collaboration—forming the basis of my continued career in strategic talent acquisition.This experience gave me critical exposure to high-volume hiring, process efficiency, technology-driven recruitment, and stakeholder communication in a fast-paced, structured IT environment. It laid a strong foundation in campus hiring strategy, candidate relationship management, and recruitment systems

I had the opportunity to gain hands-on exposure to enterprise-level recruitment processes within a global pharmaceutical organization. Under the mentorship of the corporate TA team, I contributed to various projects aimed at streamlining sourcing, improving recruitment analytics, and enhancing the candidate experience.I developed practical skills in sourcing, recruitment analytics, candidate experience management, and HR documentation—while gaining exposure to pharma industry dynamics and compliance-focused hiring practices.

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