Jaee Tirwadkar

Job Role – HR business Partner

• Talent Acquisition for Cipla foundation and Cipla Cancer and Aids Foundation , Interviewed potential hires, negotiated salaries and benefits and performed reference checks, Sharing offer/Appointment letters.
• Onboarding new candidates including documentation, payroll inputs, induction, 30-60-90 days feedback, maintaining employee personal and job related documentation.
• Connecting with new vendors for recruitment of various profiles.
• Regular connect with all employees to understand concerns and work on improvement ideas.
• Performance goals management with employees and managers.
• Monthly Payroll and FnF management.
• Provided updates on HR policy changes to employees to satisfy compliance as required.
• Addressing general employee inquiries and employee relations issues.
• Managed and active support in various CSR activities - Joy of giving, Thalssemia awareness and volunteering programs.
• Tracking and Performing employee engagement activities and its budgeting - RnR, Birthday celebration, well being programs.
• Connect with Corporate HR leaders, COE and managing trustees to share ongoing updates.
• HR budget tracking to ensure utilization as planned.

Job Role – HR business Partner

• Policy Consultation with employees
• Performance Management – Role based G&O setting, drive quarterly/annual performance cycle. PIP handling and timely action for non-performance cases.
• Bench Management – Take Timely action on all bench cases
• Grievances handling and Disciplinary Issues – Handling compliance or policy violation concerns, preparing case summary and implementing consequence action as per policy guidelines.
• Compliance and Escalation Management: Handle escalations effectively and bring them to satisfactory closure: PSH, Non Compliance issues
• Employee Engagement: Drive Engagement through Regular Connects, skips, focus group meetings and discussions. Top Talent, Leadership Connects, Onboard new employees .
• Employee wellbeing- Drive employee mental and physical awareness activities along with supporting plan designing.
• Management: Enable career movements for employees in and create awareness of career paths.
• Progression/IJPs – Handling progression cycles, IJP for large level of employee population.
• Attrition Management: Proactively connect with employees to ensure problems are addressed, connect with managers, employees and conduct retention reversal discussions.
• Talent Management processes: Drive executions of talent management processes to ensure process coverage across business unit, track progress of completion and follow up to get it on track.
• Reporting Analysis – Analytical study of top concerns raised by employees to build better policies or guidelines.
• Conducted audits annually to keep store presentable and functional

● Maintaining Utilization and productivity dashboards.

● Errors Analysis, Preparation of RCA. Action Plan for the team.

● Preparation of IBSC, sharing the same with the team on monthly basis in one on one.

● Escalation handling. , connect with onshore to share updates.

● Change request handling

● Team handling Updating L&A records, performance handling, annual rating,maintaining compensation ratio and handling team issues.

● Maintaining Employee engagement score and client satisfaction score.

● Employee Learning profiles update.

● To create Learning events and ensure quality audit for the same.

● Vendor management like price quotes, Tracking class materials, adjusting deadlines, create and approve Purchase orders (POs) and Invoices.

● Logistics and Material Management for the smooth class functioning.

● Issue of class completion certificate and to give credits to employees.

● Report preparation for student enrollment and survey results.

● Quality Audit and preparation of quality reports.

● Escalation and Query handling and communicate the same with onshore and client verbally and in written form.

● Process training to new hires and provide monthly feedback to the Operations Manager.