Shrish Rajvanshi

Responsible for: Business HR functions with a strategic focus on People & Culture. Key processes include Employee Experience & Engagement, Talent Management, Learning & Development, Performance Management, Employee Relations, Diversity & Inclusion, Well-being Initiatives, Change Management, and Organizational Culture Development. 𝐀𝐫𝐞𝐚𝐬 𝐨𝐟 𝐄𝐱𝐩𝐞𝐫𝐭𝐢𝐬𝐞: HR Business Partnering – Aligning HR strategies with business objectives to drive organizational success. Employee Experience & Engagement – Creating a high-performance culture through motivation, recognition, and well-being programs. Talent Management & Development – Implementing training programs, leadership development, and career progression initiatives. Performance Management – Driving goal setting, feedback mechanisms, and performance enhancement strategies. Change & Transformation Management – Leading HR-driven change initiatives, restructuring, and culture transformation. Diversity, Equity & Inclusion (DEI) – Promoting an inclusive, diverse, and people-centric workplace. HR Analytics & Strategic Workforce Planning – Utilizing data-driven insights to support business decisions. Employee Relations & Well-being – Resolving grievances, fostering work-life balance, and implementing mental health initiatives. Policy Formulation & Compliance – Ensuring HR policies align with company values, ethics, and labor laws. Rewards & Recognition (R&R) – Driving programs that celebrate achievements and reinforce company values. As an HRBP - People & Culture, the mission is to create an environment where employees thrive, contribute meaningfully, and grow with the organization.

Responsible for Business HR Functions for the entire LOB. Processes aligned – Induction & Orientation, Employee Relation Management, Policy Formulations, Onboarding and BGV, Performance Management, Training & Development, HR Policies, Vendor Management, Employee Engagements and LOB Events and Employee Exit. 𝐀𝐫𝐞𝐚 𝐨𝐟 𝐄𝐱𝐩𝐞𝐫𝐭𝐢𝐬𝐞: HR Business Partner, Performance Management, HR Ops & Operational Design, Talent Acquisition, Employee Engagements, Training & Career Development, Team Management, Policy Formulation, Strategic Initiatives, R&R, Grievance Handling & People Management and Attrition Management, Onboarding and BGV, Induction and Internship Management, Vendor and Stake Holder Management.

Current PROJECT - HCL TSS - TechBEE , FC, Scholars - Central Team Handling Locations: PAN India Major Roles: -Vendore Management -Stakeholders Management -Closely working with the entire stake holders for all the locations of the Hcl TSS project for the new hiring and onboarding of the candidates -Onboarding Process - Documentation, Offer Release, Joining Formalities, End-To-End Onboarding Process of New Employee. -iTAP -ITAPEDGE -Talview -Pre-BGV Process of Employees (Clearance and Initiation) -Assissting in Post-BGV Process of Employee (Clearance) -ETS Excel (Employee Tracking System - New Joiners) -Grievances Handling (During Onboarding Process) -Data Management -Other HR Operations -Timely Onboarding of the candidates -Maintain Effective work procedures -Rectify the errors and relove the issues which are faced by the candidates during the onboarding process with iOnboard and Smart Verify (for pre-joining formalities) -iTAPEDGE - Screen of the candidate till Screen-Select -HR Feedback (Feedback Form of the new/fresh candidate) -Rate Negotiation, Offer Form and Rate Approval to be filled and get approved for FTE/TP/CR hirings -Regular follow-ups with the current updates employees/candidates/teams -Closely working with the vendors for new hirings/onboarding/Bgv clearance/NDA Also Worked on - NEW VISTA Project

Major Parts: -BGV Process -Recruitement Lead -Performance & Appraisal Mgt -Grievances and Employee Engagements -Legal & Compliances -Compensation & Payrolls -Attendance & Leave Mgt -HRMS | HRIS -ATS & HR Analytics -Employee Life Cycle~Documentations,Onboarding/Offboarding & Exit Process/Formalities,Orientation,Induction,Training & Development,Evaluations & Structures Roles & Responsibilities: -Hiring,guiding & evaluating performance of Team&Employees -Ensuring all procedures are in compliance with legal regulations -Develop and lead the team and employees,ensuring that HR goals are aligned with business goals & global HR initiatives & programmes within set HR budgets -Lead implementation&change of system,consistent & flexible performance mgt system,linked to the remuneration system,putting Talent Mgt framework in place,Leading Change Mgt and OD initiatives -Collaborate with leadership team on the formulation of key strategies by anticipating HR issues&solutions as appropriate also be a part of design and implementation of policy and process from scratch -Design company policies&procedures -Track key HR metrics like cost per hire and retention rates -Measure effectiveness of our benefits programs & recommend improvements -Coordinate employee training&development initiatives -Oversee our payroll/performance evaluation systems -Managing company staff,including coordinating & supporting recruitment process -Hiring-Inhouse Recruitment,Interview Line-Ups & Taking Interviews,Salary Negotiation Process,Shortlisting & Search of Candidates according to company requirement & progress -Company Policies formation & implementation process -Employee Induction & Onboarding process -Payrolling -Employee Exit formalities -Documentation of employees-Experience Offer/Appointment Letter,Confirmation Letter,Recognitions,Promotion/Salary Increment Letter,Etc -Assisting with performance management/review process -Overseeing staff attendance & absence monitoring

Profile and Work: -BGV Process -Generalist -Operations -HRMS -HRIS -HR Business Process -Sourcing & Talent Management -Payroll and Attendance Management -Legal and Policies -Grievances and Employee Engagements -Leave and Performance Management -Appraisals and Documentations -Employee Life Cycle Roles & Responsibilities: -Prepare and review compensation and benefits packages -Implement training and development plans -Update employee records with new hire information and/or changes in employment status -Maintain organizational charts and detailed job descriptions along with salary records -Forecast hiring needs and ensure recruitment process runs smoothly -Develop and implement HR policies throughout the organization -Monitor budgets by department -Process employees’ queries and respond in a timely manner -Applicant Tracking Systems -Solid understanding of labor legislation and payroll process -Familiarity with full cycle recruiting -Onboarding / Offboarding Process -Employee Documents and documents verification -Employee Inductions and Orientation and Joining formalities -Policy formation and implementations -Employee engagement activities -Listing on portals and postings on Social Media platforms -Taking interviews and salary negotiations -Recruitment for IT / Non-IT and Technical -Set objectives for the HR team and track progress -Organize learning and development programs -Coordinates with line departments to review organizational structure and makes recommendations regarding work assignments; conducts detailed audits of work assignments and performance and makes recommendations for change. -Coordinates the activities of subordinates -Conducts candidate recruitment process; reviews and evaluates employee qualifications; maintains eligible applicant pools and refers candidates to hiring departments.

-End to End Recruitment Process -BGV Process -Worked on IT/Non-IT and Technical/Engineering Profiles -Client Retention. -Client Handling. -Team Handling. -Interview Lineups and taking interviews for required positions. -Create Jd for open positions  -Design compensation and benefits packages -Salary Management  -Implement performance review procedures (e.g. quarterly/annual and 360° evaluations) -Develop fair HR policies and ensure employees understand and comply with them -Implement effective sourcing, screening and interviewing techniques -Assess training needs and coordinate learning and development initiatives for all employees -Monitor HR department’s budget -Manage employees’ grievances -Create and run referral bonus programs -Review current HR technology and recommend more effective (including HRIS and ATS) -Measure employee retention and turnover rates -Oversee daily operations of the HR department -Coordinate and supervise the work of specialists and staff -Oversee recruitment and hiring process -Direct disciplinary procedures -Attendance Reports. -Hiring, Recruiting, and Retention -Vision, Value, and Branding -Employee Advocacy and Conflict Resolution -Employee Benefits -Compensation and Evaluations -Training and Development -Employee Records and Performance Reviews -Employee Incentives -Compliance -Terminations -HR Process -Reports and Analysis -Onboarding/Offboarding -HR Admin Works. -Bulk Mailing. -Cold Calling. -Tie-Ups and Collaborations on B2B Level

HR Process:- Recruitment,Employee Engagement, Attendance Management, Orientation, BGV Process,Onboarding Process, Stake-Holder Management and Vendor Management. 1-Online Listing on Portals 2-Tie-Ups and Collaborations 3-Kyc and Police Varification of Tenants on ERP 4-Prepared all Clusters Reports 5-Prepare and review compensation and benefits packages 6-Implement training and development plans 7-Work with Team Leads HR From different organisations 8-Update employee records with new hire information and/or changes in employment status 9-Maintain organizational charts and detailed job descriptions along with salary records 10-Forecast hiring needs and ensure recruitment process runs smoothly 11-Monitor budgets by department 12-Process employees’ queries and respond in a timely manner 13-Applicant Tracking Systems 14-Understanding of labor legislation and payroll process 15-Familiarity with full cycle recruiting 16-Onboarding / Offboarding Process 17-Employee Documents and documents verification 18-Employee Inductions and Orientation and Joining formalities 19-Policy formation and implementations 20-Employee engagement activities 21-Listing on portals and postings on Social Media platforms 22-Taking interviews and salary negotiations 23-Recruitment for IT / Non-IT and Technical 24-Set objectives for the HR team and track progress 25-Organize learning and development programs 26-Coordinates with line departments to review organizational structure and makes recommendations regarding work assignments; conducts detailed audits of work assignments and performance and makes recommendations for change. 27-Coordinates the activities of subordinates 28-Conducts candidate recruitment process; reviews and evaluates employee qualifications; maintains eligible applicant pools and refers candidates to hiring departments.

This was my 45 Days Internship and Topic was "Karvy's Drive For Effective Implementation Of GST" 1-Tie-Ups with CA & Associates and with Corporates. 2-Location Target :- Complete Lucknow to be covered within a Month 3-Meetings & Presentations 4-Per Day Target of 7 Leads Generation and Conversion. 5-Cold Callings 6-Follow-Ups 7-Marketing Activites. 8-Live Video Conference Meetings and Presenations 9-Customer Relationship 10-Upselling

Modules Studied during Online Diploma Course: Module 1: Introduction to Human Resources Management Module 2: The Recruitment Process Module 3: The Selection Process Module 4: Diploma in Human Resources - First Assessment Module 5: Training and Development Module 6: Managing Employee Performance Module 7: Organisational Culture Module 8: Managing Employee Motivation and Retention Module 9: Diploma in Human Resources - Second Assessment Module 10: Course assessment Alison University

BBA Subjects (Scored 70.95%) Sem 1 Scored-62% Business Maths Computer Fundamentals Financial Accounts Marketing Fundamentals Principles Of Management Managerial Economics Assignments Sem 2 Scored-69.5% Business Communication Business Statistics Foreign Trade Of India Environmental Studies Financial Mathematics Indian Value System Rastra Gaurav Assignments Sem 3 Scored-76.7% Advertising Management Banking Operation Management Business Environment Management Accounts Organisational Behaviour Research Methodology French Assignments Sem 4 Scored-72.9% Business Law Financial Management Human Resource Management Information Management Operations Management Consumer Behaviour Assignments Sem 5 Scored-72.5% E-Commerce Financial Services Insurance & Risk Management Retail & Rural Marketing Taxation Law Managing Personal Finance Assignments Sem 6 Scored-71.2% Business Policy Company Law Entrepreneurship International Business Marketing Of Services Project Management Viva Voice Assignments