Swati Sinha

Strategic HRBP & Talent Management professional dedicated to fostering organizational excellence through innovative HR strategies, talent acquisition, development, and retention initiatives. Excelled in HR Business Partnering for several years, particularly within the financial services industry. Reduced time-to-fill for critical positions by 20% through the implementation of streamlined recruitment processes.

In collaboration with business units, successfully reduced recruitment turnaround time (TAT) from 4 days to 2 days, achieving closure on over 400 positions. Approximately 50% of these placements were referrals from within the organization. Increased employee productivity through the development and implementation of targeted training programs.

Achieved an improvement in goal attainment rates after revamping the performance management system. Improved diversity hiring metrics, resulting in an increase in diverse hires over the past year. Identified cost-saving opportunities resulting in a 15% reduction in HR-related expenses.

Developed workforce planning strategies leading to a decrease in overtime costs. Implemented leadership development programs resulting in a 20% increase in internal promotions to leadership positions. Spearheaded the "Employee Buddy Program," ensuring trainees transition smoothly into permanent roles through effective peer-to-peer support and guidance.

Showcased proficiency in establishing performance management systems and fostering employee engagement to drive organizational success. Proficient in utilizing HR analytics to drive data-driven decision-making processes, enhancing the effectiveness of HR programs and initiatives.

Senior Manager – HRBP & Talent Management - Bajaj Finance - Pune

(2023-01)

• Orchestrating organizational culture initiatives to align with long-term business objectives and promote employee well-being and performance.
• Currently leading an initiative known as empowHER at GB BYTES, focusing on internal communication to enhance policy awareness, product knowledge, and overall empowerment for female employees.
• Actively implementing the PMS module within the bell curve framework, incorporating elements such as facilitating leadership connectivity, conducting exit analysis, and nurturing employee engagement.
• Actively managing the current attrition rate, which hovers between 10-12%, underscores the significance of implementing robust retention strategies to maintain a stable workforce.
• Partnering with business leaders to understand their strategic objectives and identify HR initiatives such as regular engagement with top/bottom performers, skip-level meetings, group discussions, and branch visits to enhance performance and achieve goals.
• Currently leading a Talent Management initiative for top talent, employing global processes and partnering with managers to identify high-potential employees through the Talent Growth Framework (TGF). This includes developing succession plans for key positions and deploying tailored assessment frameworks to meet future talent needs.
• Facilitating comprehensive training and development programs aimed at enhancing skills, competencies, and technical proficiency across the organization. This includes compliance training to ensure adherence to regulations.
• Collaborating on the design and implementation of leadership development programs tailored to various talent categories and organizational hierarchies, fostering growth and leadership excellence company-wide.
• Developing and implementing HR strategies, policies, and programs to align with the company's business strategy and foster a positive work culture.
• Partnering with the Learning and Development team to design and deliver training programs that enhance employee skills and knowledge, ensuring ongoing professional development.
• Crafting talent acquisition strategies that not only fulfill immediate hiring needs but also anticipate future skill requirements and market trends.
• Designing holistic employee development frameworks that encompass personalized learning pathways, mentorship programs, and career progression opportunities.
• Spearheading the evolution of performance management frameworks to adapt to changing workplace dynamics and foster a culture of continuous feedback and improvement.
• Pioneering diversity, equity, and inclusion (DEI) strategies that go beyond compliance to cultivate an environment where every individual feels valued and empowered to contribute their best.
• Implementing agile workforce planning methodologies to anticipate and address talent gaps, succession risks, and changing business needs in real-time.
• Championing employee experience design principles to create seamless and meaningful interactions across all touchpoints of the employee lifecycle.

Assistant Manager- HR - Vedantu- Innovations Pvt. Ltd. - Bangalore

(2022-01 - 2023-01)

• Established HR as a trusted resource for employees and managers, leading initiatives in employee performance management, engagement, talent management, stakeholder relations, grievance handling, and cost optimization for a workforce of over 500 direct recruits and contractors.
• Collaborated cross-functionally to enhance the employee experience across the lifecycle.
• Managed internal communication, including handling retrenchment and social media issues.
• Project-managed internal job postings (IJP) and supervised engagement programs for offline and online teachers/employees.
• Revamped the appraisal framework to incorporate inputs from all stakeholders into the employee evaluation process, including the implementation of a 360-degree feedback system.
• Led the implementation of an HR Ticketing System for Grievance Management as the Project Manager within the organization.
• Supervised the Teacher Conclave for Rewards and Recognition initiatives.

HR Manager - BYJU'S - Bangalore

(2020-05 - 2021-12)

• Orchestrated initiatives to shape and reinforce the organizational culture, ensuring alignment with the company's values and strategic objectives.
• Developed and executed talent acquisition strategies to attract top talent, mitigate hiring risks, and fulfill staffing needs across various departments.
• Enhanced learning and development programs to address skill gaps, foster career growth, and align with the evolving needs of the organization and its employees.
• Guided the organization through periods of change and transformation by developing change management strategies, communicating effectively, and supporting employees through transitions.
• Led the referral scheme and internal job postings initiative to ensure maximum closures.
• Conducted goal setting and policy communication during candidate onboarding.
• Developed sourcing strategies, including social media recruitment, direct and indirect sourcing, networking, and employee referrals, to find desired prospects.
• Supervised a team of 5 HR Associates.
• Successfully recruited and retained 330 candidates for more than three months.
• Contributed to the New Employee Orientation (NEO) project, providing support to new employees within their first two months, utilizing strategies like AMBER and one-on-one sessions for Attrition Management.
• Managed the onboarding process and relationships with recruitment vendors.

Intern - BYJU'S - Bangalore

(2019-04 - 2019-06)

• Conducted a comparative study of the previous recruitment process at Byju's and the current recruitment process, considering the cost of hiring.
• Recruited Business Development Associates for Byju's.
• Prepared a questionnaire for the interviews, focusing on behavioral aspects.
• Studied various recruitment processes.
• Analyzed and observed the recruitment process, gaining experience in different interview techniques.

PGDM - Human Resource Management - Xavier Institute of Social Service (2020) Ranchi

Diploma - International Business - Auckland Institute of Studies New Zealand - MRIU (2018)

BBA - International Business - Manav Rachna International University (2017) Faridabad