Prajakta Damle

• Partner with senior leaders to align HR strategies with business goals, driving organizational effectiveness and talent management.
• Capability building - Gathering and facilitating learning needs & individual development plan as per business requirements.
• Employee engagement - Promoting cross functional learning, team building activities, employee connect program.
• Ensuring timely adherence to PMS process.
• Ensuring adherence to timelines and processes in operational activities as per approved Metrics.
• Facilitating rewards and recognition.

• Build strong consultative partnerships and collaborates with hiring managers,
  drives creative sourcing strategy, ensures consistency in full recruitment life cycle and candidate experience.
• Build, inspire, and lead resourcing team which results in effective recruitment approach that consistently delivers needs of clients.
• Ensure team is actively reducing cost per hire and apply appropriate metrics, technology, assessment approach and record keeping to recruiting process to ensure compliance requirements are met.
• Manage and deep dive into various form of internal data and systems to prepare reports and carry out advance talent modelling for key business
  decisions.
• Use data analysis to help influence changes to process or programs by collaborating with business partners/other stakeholders.
• Maintain comprehensive dashboards and tracking mechanisms to identify and fix gaps and service delivery failures.

Talent Acquisition:

Build strong consultative partnerships and collaborates with hiring managers, drives creative sourcing strategy, ensures consistency in full recruitment life cycle and candidate experience.

HR MIS & Analytics:

Use data analysis to help influence changes to process or programs by collaborating with business partners/other stakeholders.

Maintain comprehensive dashboards and tracking mechanisms to identify and fix gaps and service delivery failures.

HR Business Partner:

Analyze trends and metrics with the HR department and develop HR strategies, policies, and practices.

Resolve complex employee relations issues and address grievances.

Promote engagement by creating a culture of recognition & rewards at the company and monitor succession planning.

Create a culture of continuous learning and growth through programes that enable organization to constantly evolve and develop and assess the success of development plans and help employees make the most of learning opportunities

HR operations:

Monitor internal HR systems and databases.

Ensure on TAT delivery of all operational processes and employee queries and maintain and built positive stake holder relationships.

Talent Management:

Monitors and tracks candidate pipeline and ensures it is adequate to meet requirements of open vacancies, identify high potential employees and advance them to higher positions to drive success of organization.

Execute and measure effectiveness of talent programs; partner and collaborate with talent team and business leaders to develop, communicate, and implement programs and processes; and operate as functional contact of talent management technology.

HRMS: SAP, Success Factor, HOT (Hiring and Onboarding tool)

Excellent in Sourcing, Networking, head hunting, referencing, effective use of Job Portals, managing Database, data analysis.

Generated significant annual savings by implementing new processes and reducing wasted resources.

Responsible for ensuring closures for IT clients.