Greater Delhi Area
The goal is simple: Move HR from reporting the past → predicting and influencing the future. I don’t see HR as a support function—I see it as a business accelerator powered by data, technology, and sharp decision-making. With a foundation in People Analytics from XLRI, I’ve been building my work around one core question: “What is the right data signal that can solve this business problem?” That mindset reflects in my work across: HR Analytics & Dashboards: Turning scattered HR data into decision-making tools that leaders actually use Performance Management: Designing appraisal frameworks, evaluation forms, and weightage models aligned to business outcomes—moving from subjective reviews to structured, data-backed assessments HR Tech & Automation: Driving Darwinbox implementation, API integrations, and streamlining processes to reduce manual friction Talent Strategy: Leading campus and lateral hiring strategy, workforce planning, and execution across IIMs, IITs, and niche talent pools (including communication and investor relations roles); driving resource planning, succession planning, and identifying capability gaps to build future-ready teams I enjoy solving problems at the intersection of people, data, and scale—whether it’s improving hiring quality, building performance systems, or enabling leaders to take sharper decisions. Currently, I’m actively exploring how AI, LLMs, and automation can reshape HR—from smarter hiring to intelligent performance management and real-time workforce insights.
The organization is a Corporate PR agency (PAN India presence).My role as a HR for all 4 branches may be summarized as follows: Manpower Management (Recruitments/Retention – End to end) for pan India basis. Employee Management (KRA Succession planning, Department re-structuring, Performance Planning) Employee Relations (Engagement, grievances, alternate dispute resolution) HR SOP Implementation (Policy related matters & compliance management) Training & Development Highlights of contributions @ Torque: Conversion of workforce / departmental specialization & re-structuring Creating KRA & KPI / job catalogues for positions Benchmark exercises: recruitment, performance management, workforce engagement levels etc Psychometric test & mapping, aligned for different purposes (interviews, team fitment etc) Introduced systematic 5 day induction plan for all new hires (all levels), handled jointly by all teams & branches Prepared standardized and independent interview questionnaire matrix, response cues & feedback mechanism for hiring across all positions or levels Manage internal & external training calendars (organize, run & deploy ROI approach / operations Employee BGV Process: revamped variables in ensuring optimal credibility for information Refine HR policies with time to time changes Ensure compliance with employees and time-office processes SPOC for departmental skip meetings Run employee engagement activities (monthly & quarterly) Continuous support to new joinees to adapt to agency value system via personal counseling or training sessions.
Worked in HR- Generalist role. Major is recruitment and with other responsibilities of Client relation management, employee relations, engagement , joining formalities, filling, admin, documentation & Admin supervision. Good command on excel for reporting & power point for presentations.
Handled Employee relations for a team of O2 process- FIS. Floor strength was 1700 (3 shifts). Regular interaction with UK clients, and stake holders sitting at Mumbai or in UK location to understand their requirements and things to be done in Gurgaon, India center. Assisted, recruitment team for bulk hiring Employee engagement, attiration management & others. Database management.