Arun Kumar S

• Managing the core HR Team (Talent Acquisition +HR Operations + Business Partnering)
• Achieving recruitment targets as per manpower budget
• Driving recruiting lifecycle from sourcing to on-boarding for both lateral and campus hiring (sourcing, interviewing, salary negotiation, on-boarding, dropout backfills etc.)
• Ideation, Formulation and Execution of policies and practices to enable and impact business through people function
• Driving employee touch points - employee one on one, skip-levels, open houses etc
• Resolving employees' grievances in a prompt and effective manner; maintaining effective relations with employees across all hierarchical levels through continuous engagement initiatives such as role enrichments, feedback sessions
• Designing and implementation of Employee Engagement programs
• Driving Performance Management yearly performance appraisal process across; ensuring transparency and 100% completion of appraisals; administering matters related with salary & revisions
• Leading HR Operations -On-boarding, Payroll, Leave, Benefits administration, Employee Mobility, Expat Management etc
• Exit/Attrition analysis and formulation of Retention plans.

1. RESOURCE PLANNING & RECRUITMENT

• Handling End-to-End Recruitment process
• Sourcing of CVs from different sources (Job sites, Job posting, internal database and Employee Referrals)
• Screening and short listing the resumes based on Skills, Projects, and Educational background etc
• Taking initial interview round & scheduling Technical and Final Interviews
• Coordinating interviews between Hiring Manager and candidates efficiently to make the event a success
• Negotiation with candidates about salary package
• Keep a track on selected candidates with joining date and updating to the management

2. ONBOARDING & JOINING FORMALITIES

• Handling Induction & Orientation sessions to the new joiners
• Ensuring the completion of joining formalities (Issue Offer Letter / Appointment Letter, collection of required documents from new joiner) and Verifying of documents and monitoring new employees and issuing ID cards with access control
• Updating the complete details of the new joiners in the internal Database, Co-ordination with technical team for official Email ID Creation

3. PERFORMANCE MANAGEMENT

• Ensure periodic Performance Appraisal of the employees and coordinating with the Project Leads on timely implementation of status change
• Qualitative and quantitative performance monitoring and appraisals
• Providing the Increment letter to the appraised employee
• Identifying problematic areas and eradicating them to ensure lesser set-backs

4. EMPLOYEES RELATIONS & ENGAGEMENT ACTIVITIES

• Addressing employee queries
• Analyzed the issue by giving warning through verbally or written by issuing warning letter till termination of employee due to continuous absenteeism, no prior intimation before taking leaves, unable to reach assigned targets or lack of ownership & responsibility
• Employee engagement activities like Birthday Celebration, Team lunch, Festival celebration and Team get-together party etc

5. PAYROLL ADMINISTRATION

• Handling monthly payroll for all employees
• Ensuring timely disbursement of salaries
• Full and final settlement, exit procedure for employee separation

6. STATUTORY COMPLIANCE

• Enrolment of all new joiners into PF and ESI
• Supporting the employees by providing the PF related forms
• Solving the employee grievances related to PF
• Updating the UAN / KYC details of employees
• Gratuity and Bonus
• TNLWF

7. MAINTENANCE OF EMPLOYEE RECORDS

• Maintaining and updating personnel records of all the employees
• Maintaining attendance & leave records; inputs for salary depending on leave & attendance

8. Exit Formalities

• Ensure the Full & Final Settlement of Exiting employees according to defined Standards
• Handling relieving formalities, conducting exit interviews and relieving letter & service certificate to the employee.

• Handling recruitment of both entry level and middle level positions
• Co-ordinate with the Delivery Manager and assess the manpower requirements
• Obtain the approval of DGM-Operations and senior Manager- HR for the manpower requirements
• Identification and Planning of the Recruitment source (Internal / External)
• Doing Initial Screening with the Candidates to evaluate their communication skills, conduct, reliability etc & Make them understand their Job role
• Communicate the Interview schedules to the Delivery Managers and other Interview Panel Members
• Recruited around 780 candidates within a span of 15 months includes entry and middle level positions too
• Handling Joining formalities for the selected candidates
• Plan and Schedule appropriate orientation program for the new recruits, along with the Management and the respective Delivery Managers
• Taking care Training Process for new joiners
• Attrition Analysis
• IJP: Posting internal job requirement in the HRMS after receiving RRF from concern Delivery Managers
• Coordinating within the team for IJP Test & Results
• Publishing the Results in HRMS
• Uploading Attendance report Day to Day presence and absence of every employee in HRMS Tool
• Deletion of the employees in HRMS after getting conformation from operations team which is shown in Daily Attendance to avoid manpower count mismatch
• Evaluating the appraisal assessment report to the employees based on their attendance & punctuality sharing the data to concern Delivery Managers and project coordinators on time to avoid late delay of the appraisal process
• Responsible for maintaining the candidate database, requirement list, weekly and monthly report
• Exit Formalities.