Motivated & Goal-oriented HR professional with experiences in (Payroll, Complian Resume
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Resume:
Senior People/ Strategic Business Partner
• Accomplished leader with over + years of extensive experience across various HR
disciplines on a global scale.
• Collaborated closely with senior executive leadership to devise and execute strategic
people plans.
• Demonstrated expertise in organizational design, talent management, and recruitment,
as well as in leading global HR and Finance transformations.
• Skilled in cultivating a culture of performance and driving operational excellence
through next-generation people operation practices.
Key Skills
• Business Partnering
• Organization Design
• Talent Management, including Acquisition
• Employee Relations
• People Operations/ HR Operations
• HR Transformations
• Labor compliance
• Compensation & Benefits
• Workday , ServiceNow
Deliveroo - Senior People Partner
July to January
Location: (Hyderabad-India)
Key Responsibilities:
• Strategic Partnership: Worked closely with the India MD and global tech
leadership to align the people strategy with Deliveroo’s vision, creating an operating
plan that supports the India Development Center (IDC) roadmap.
• Organization Design & High-Performance Culture: Fostered a high-performance
culture through organizational design, implementing performance management
systems, and leading employee engagement initiatives.
• Employee Experience Optimization: Established standardized people operations
using ServiceNow, setting up scalable processes to enhance the employee
experience.
• Compensation & Benefits: Partnered with the Compensation & Benefits team to
create a competitive India-focused rewards strategy tailored to attract top tech talent.
• People Programs Extension: Facilitated the rollout of global programs like
Diversity, Equity, and Inclusion (DEI), Learning & Development (L&D), and
performance initiatives within the IDC, increasing adoption rates among local teams.
• Talent Acquisition Support: Engaged in senior tech talent recruiting and
implemented graduate and internship programs, including boot camps, to build a
strong pipeline for global positions.
• Performance & Talent Review: Led the performance and promotion calibration
processes for global engineering teams, ensuring consistent evaluation standards.
• Employer Branding Initiatives: Partnered with global PR and marketing teams to
enhance Deliveroo IDC’s employer brand, positioning it as an employer of choice.
• Employee Relations & Case Management: Managed complex employee relations
cases, including grievances, performance issues, and downsizing processes.
Operational Responsibilities:
• Daily Advisory and Collaboration: Act as the primary HR advisor, providing
guidance to managers and employees on HR policies, organizational structure, and
career development.
• Employee Issue Resolution: Address day-to-day employee relations issues,
including handling grievances, managing conflicts, and supporting performance
improvement plans.
• Data Analysis and Reporting: Monitor HR metrics, track progress on engagement
initiatives, and produce reports to provide insights and inform strategic decisions.
• Recruitment Coordination: Support recruiting efforts by coordinating with hiring
managers, managing job postings, and assisting with the interview process for
critical roles.
• Onboarding and Orientation: Oversee onboarding processes to ensure smooth
integration of new employees, ensuring they are aligned with Deliveroo’s values and
objectives.
• Policy Implementation: Ensure compliance with global and local policies by
educating employees on key HR policies and updating local procedures as needed.
Harsco Corporation – HR Executive
Nov to Dec
Operational Responsibilities:
• Daily Collaboration with Hiring Managers: Partnered with hiring managers to
understand role requirements and align recruitment processes with digital
transformation goals.
• Process Improvement: Developed and streamlined the recruitment workflow,
ensuring consistency and transparency in candidate evaluations and promotion
criteria.
• Talent Pipeline Management: Actively monitored the talent pipeline to identify
high-potential candidates for key roles in tech, providing guidance to align hiring
with transformation needs.
• Stakeholder Engagement: Conducted regular check-ins with leadership to ensure
the new processes met organizational standards and effectively supported the digital
transformation objectives.
• Compensation Data Analysis: Analysed compensation data to ensure alignment
with market standards, providing recommendations to maintain competitive
positioning.
• Annual Compensation Review Coordination: Led the annual compensation
review process, working with managers to ensure fair and equitable adjustments
based on performance.
• Reward Governance Compliance: Monitored adherence to reward policies and
governance frameworks, addressing any discrepancies in compensation distribution.
• Communication of Compensation Changes: Ensured clear communication of
compensation adjustments, responding to employee inquiries and addressing
concerns.
Manpower Group (GAP inc) – Fixed Term Contract
Sep to Oct
• Strategy Development: Conducted a detailed analysis of the hiring needs for
various departments (R&D, Engineering, Product, and Program) to determine
immediate and future staffing requirements. Collaborated closely with department
heads to establish hiring targets aligned with business growth objectives.
• End-to-End Process Design: Developed structured recruitment workflows, from
candidate sourcing to onboarding, ensuring that each step was optimized for
efficiency and quality. Created standardized interview guides and evaluation forms
tailored to each role's competencies to maintain consistency in candidate
assessments.
• Policy Implementation and Training: Established clear recruitment policies to
streamline the hiring process across departments, which included setting guidelines
on candidate selection, offer management, and feedback loops. Conducted training
sessions for hiring managers to ensure alignment with recruitment policies and best
practices.
• Metrics-Driven Approach: Implemented tracking mechanisms to measure
recruitment KPIs (e.g., time-to-hire, quality of hire, and offer acceptance rates) and
used data insights to refine processes continually. Established quarterly reviews to
assess recruitment efficiency and make process adjustments as needed.
• Market Analysis and Benchmarking: Collaborated with the Rewards team to
conduct thorough market research, analyzing industry compensation trends to
establish competitive salary benchmarks for various roles across R&D, Engineering,
Product, and Program teams.
• Talent Sourcing and Pipeline Development: Created talent pipelines for critical
roles by actively sourcing candidates through job boards, professional networks, and
recruitment events. Maintained strong relationships with industry contacts to identify
and attract high-caliber candidates for entry to senior-level positions.
• Structured Interview and Selection Process: Designed a robust selection process
to assess candidates’ technical skills, leadership capabilities, and cultural fit for each
level. This included developing competency-based interview questions and
organizing panel interviews to ensure a well-rounded evaluation.
• Candidate Engagement and Offer Negotiation: Engaged closely with candidates
throughout the hiring process, ensuring a positive experience and alignment with the
company’s values. Led offer negotiations for senior-level hires to secure top talent
while balancing budgetary considerations.
• Retention Strategy for Leadership Hires: Collaborated with onboarding and L&D
teams to create personalized onboarding plans for senior hires, focusing on
integration and long-term retention. Conducted follow-ups during the first days to
ensure a smooth transition and address any challenges.
EDUCATION
Bachelor in Arts (Psychology), and Master's Degree (Personnel Management & Industrial relationship) from Utkal University, India,.
