Neha Gajbhiye

• Managing Projects by partnering with business stakeholders, employees to align HR strategies
• Lead initiatives in employee welfare, wellness, and team building, fostering increased engagement
• Manage employee relations, address concerns, and facilitate conflict resolution
• Guide business to prepare and deliver engagement, R&R Program, Townhalls and BU level competitions
• Facilitating Induction and conduct periodic connects with the new hires to make them acclimatize to company's policies procedures, process, and its culture
• Conduct regular one on ones, prioritize talent connect and skips connects to understand the pulse of the employees
• Providing assistance to employees in guiding and counseling on process adherence, goal setting, performance review and achieving the same
• Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
• Collaborated with cross-functional teams to develop integrated solutions for business challenges.
• Enhanced employee engagement by implementing innovative HR programs and initiatives.
• Leverage analytics to facilitate informed decisions on headcount, attrition, retention, performance metrics and other indicators.

Talent Acquisition Executive

• Experienced Lateral Hiring for cognitive business operation within organization (PAN India Hiring)
• Worked closely with Hiring Managers/ Project Managers and Key stakeholders to understand hiring needs and creating robust hiring plan
• Acted as liaison between the sourcing and Business Team to enable relevant profile sharing
• Managed the entire recruiting cycle from the time the requisition is received till the candidate is onboarded
• Experienced in preparing Monthly Deck and MIS reports (Recruitment trackers, TA Dashboards), maintained Source mix & Hiring Metrics.
• Developed strong relationships with hiring managers, understanding their needs for successful talent acquisition.
• Negotiated offer packages that satisfied both candidates and company objectives, contributing to employee retention rates.

• Worked on employee engagement by designed a questionnaire to identify the engagement level in BDL
• Identified the factors responsible for low engagement and moderately engaged employees with the help of statistical analysis
• (Used: Independent T-Test, One Way ANOVA)
• Gave suggestions to the organization to increase the engagement level based on identified factors
• Outcome: This study is useful to the organization to go for certification of 'People Capacity Maturity Model-Level II' as well as to increase the productivity of the employee by working on factors responsible for low employee engagement.

• Experienced in complete recruitment lifecycle from sourcing the candidate to verbal extension of offer
• Responsible for identifying Potential Candidates based on job requisitions provided by Hiring Managers using Job Boards, Employee Referrals, Placement Ads, Networking, Cold Calling and External Placement Agencies along with salary negotiation
• Worked for IT, Non-IT, Functional and engineering positions
• Tool Used: Bullhorn (ATS), Job Portals: Naukri, Monster, indeed, Dice.