Monica Monz

Strategic HR professional with 5+ years of professional experience across HR operations, talent acquisition, employee relations, performance management, employee engagement, HR technology, payroll coordination, statutory compliance and people management.

Joined Gove

Technologies as Senior Associate on 22 November 2023 and was promoted to HR Manager on 8 March 2024, within four months based on performance and leadership capability. Currently lead a 10-member HR team with direct reporting responsibility to management, supporting HR operations for 200+ employees across Tirunelveli, Chennai and US operations, as the organization scaled from approximately 50+ employees to 200+ employees. Experienced in building HR infrastructure within a startup environment, including HR policies, Employee Handbook, HRMS, payroll and attendance processes, EPF, ESI and Shop Act registration, recruitment systems and performance management frameworks.

Strong experience in handling employee relations, workplace conduct matters, organizational crises, workforce continuity, performance management and employee engagement. Also actively involved in CSR and social-impact initiatives through NGO partnerships, including community programs supporting elderly care, visually impaired individuals, children affected by HIV and other vulnerable communities, along with supporting the development of Gove's dedicated foundation. Known for combining people understanding, practical HR execution, leadership, problem-solving and business-focused decision making.

HR MANAGER at GOVE TECHNOLOGIES (2024-03 – Present)

Promoted from Senior Associate on 8 March 2024, within approximately four months of joining as Senior Associate on 22 November 2023. Played a key role in supporting organizational growth from approximately 50+ employees to 200+ employees across Tirunelveli, Chennai and US operations. Lead a 10-member HR team, with all team members reporting directly, covering recruitment, attendance, HRMS, employee documentation, onboarding, offboarding, employee incidents, HR operations and statutory processes.

Report directly to management on HR matters including workforce requirements, employee relations, performance management, organizational issues and people-related decisions. Manage the complete employee lifecycle including recruitment, onboarding, documentation, attendance, HRMS, payroll coordination, performance management, employee engagement, grievance handling, disciplinary processes and exits. Supported 200+ hiring activities across technical and non-technical positions during the organization's growth phase.

Built and strengthened core HR infrastructure within a startup environment, establishing structured processes for HRMS, payroll, attendance, biometric systems, employee documentation and HR operations. Implemented and administered GreytHR and other HR technology systems for employee data management, attendance tracking, payroll coordination and HR process efficiency. Developed and implemented the organization's HR policies and Employee Handbook, establishing structured guidelines for employee conduct, attendance, leave, performance, workplace practices and employee lifecycle processes.

Supported statutory HR compliance and registration processes including EPF, ESI and Shop Act, along with related labour and statutory requirements. Developed and strengthened recruitment and onboarding processes to improve coordination between HR, hiring managers and new employees. Managed employee documentation and HR records throughout the employee lifecycle while maintaining confidentiality and process discipline.

• Identified limitations in the existing performance evaluation process and introduced a structured quarterly quantitative performance evaluation framework.
• Developed department and role-based evaluation categories aligned with employee responsibilities and measurable outcomes.
• Introduced percentage-based evaluation criteria covering both positive and negative performance indicators to provide a more objective view of employee performance.
• Designed and implemented an appraisal bucket system to provide management with a structured framework for translating performance evaluation results into appraisal decisions.
• Worked with management to align employee performance assessments with organizational expectations and appraisal decisions.
• Managed sensitive employee-relations and workplace-conduct cases involving repeated inappropriate workplace behavior and policy violations.
• Ensured employee concerns were appropriately documented and escalated while maintaining confidentiality.
• Coordinated with relevant employees, stakeholders and management to establish facts and review matters against company policies.
• Supported appropriate disciplinary action following repeated policy violations and ensured completion of separation, asset recovery, access revocation and exit formalities.
• Balanced employee safety, confidentiality, procedural fairness and organizational requirements while handling sensitive cases.
• Managed a critical workforce situation where an entire department experienced sudden employee exits on the same day due to internal departmental issues.
• Immediately coordinated with management to assess business-critical responsibilities and workforce requirements.
• Identified employees from other departments with relevant knowledge and facilitated internal resource movement to maintain business continuity.
• Initiated urgent recruitment to replace critical resources and reduce operational disruption.
• Strengthened backup and knowledge-transfer practices to reduce dependency on individual employees and improve workforce continuity.
• Identified recurring moonlighting concerns involving multiple employees within the same department.
• Worked with management to assess the organizational and compliance risks associated with unauthorized external employment.
• Developed a formal moonlighting policy defining employee expectations, restrictions and consequences.
• Communicated the policy and expectations to employees and supported management in consistent implementation.
• Planned and executed organization-wide employee engagement activities, internal events and recognition initiatives.
• Played a key role in planning and coordinating the organization's Malaysia Rewards Program 2025.
• Developed employee activities focused on recognition, participation, team bonding and workplace engagement.
• Coordinated event planning, employee communication, participation, logistics and execution across teams.
• Supported management initiatives focused on employee morale, recognition and workplace culture.
• Actively participated in and coordinated CSR and community-support initiatives through partnerships with multiple NGOs.
• Supported initiatives involving elderly care, visually impaired individuals, children affected by HIV and other vulnerable communities.
• Coordinated employee participation and organizational support for community-focused activities.
• Supported the organization's efforts to establish a dedicated Gove Foundation to formalize and expand its social-impact initiatives.
• Worked with internal stakeholders and external organizations to coordinate community activities, employee participation and support initiatives.

Senior Associate at GOVE TECHNOLOGIES (2023-11 – 2024-03)

Joined Gove Technologies as Senior Associate on 22 November 2023 and was promoted to HR Manager on 8 March 2024, within approximately four months.