Rahila Sultan

Reporting to the Director of Human Resources, this dynamic role combines strategic recruiting with a variety of employee life-cycle projects.

• Contribute to business and HR functions by identifying, prioritizing and building organizational capabilities, behaviors, structures and processes.
• Responsible for end to end recruitment and talent acquisition through various job-boards.
• Collaboration with business leaders and cross-functional partners.
• Post-on boarding and orientation of new hires across levels, functions and geographies.
• Identify current and prospective staffing requirements, prepare and post notices and advertisements, collect and screen applications.
• Advise and coach managers and employees on staffing policies and employee relations.
• Determine eligibility to entitlements, arrange staff training and provide information or services such as employee assistance, counseling and recognition programs
• Cross collaborating with internal stakeholders to conduct new-hire orientation.
• Advise management on implementing, organizing and preparing recruiting programs while providing employees with training on interviewing, counseling techniques, performance appraisals or documentation of performance issues.
• Impact enterprise performance via organizational transformation, enhanced personnel engagement and effective alignment of HR strategy with business goals.

Strategic HR Business Partner for corporate vertical covering US, UK and APAC geographies.

• Translate business strategies and objectives into an HR agenda.
• Ensure talent development and engagement.
• Create a high performance culture within teams and participate in mediation and dispute resolution.
• Lead organizational design and change management programs.
• Conduct orientation sessions and arrange on-the-job training for new hires.
• Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.
• Work closely with management to ensure employee morale and productivity.
• Conduct research studies and surveys of physical work environments, communication systems,group interactions, morale, and motivation to assess organizational functioning.
• Identify HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity and within company to reach business goals.
• Conduct exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
• Investigate and liaise with legal department to respond to complaints of harassment, discrimination, employee grievances and other sensitive issues.
• Integrate talent management process to include detailed analysis of potential talent gaps and development of career plans to identify and retain current talent and attract outside talent to business.
• Work with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.

HR Business Partner driving manpower productivity and manage entire employee life-cycle from employee requisition to their exit.

• Implementation and maintenance of HR Management System including ATS - Success Factors.
• Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
• Perform searches for qualified job candidates, using sources such as computer databases, networking, social media hiring, media advertisements, job fairs, recruiting firms, or employee referrals.
• Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
• Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
• Develop or implement recruiting strategies to meet current or anticipated staffing needs.
• Conduct weekly or bi-weekly meetings with business leaders and provide HR advice as and when necessary.
• Be up-to-date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance.
• Participated in continuous improvement by generating suggestions, engaging in problem-solving activities to support teamwork.

Joined as a Management Trainee and further received added roles and responsibilities with next level transition in a tenure spanning over 3 years.

• As a business HR for West region, recruited and managed manpower of front-line as well as support teams across 3 states in India.
• Designed and implemented the HR Strategy to facilitate achievement of the organizational objectives focusing on employee life-cycle.
• Prepared and maintained employment records related to events such as hiring, termination, leaves, transfers, or promotions using human resources management system software.
• Handled employee grievances through in-house help-desk portal and ensured closure within TAT.
• Conducted reference or background checks on job applicants and maintained human resource documents, employee handbooks or performance evaluation forms.
• Conducted exit interviews and ensured that the necessary employment termination paperwork is completed and trained employees on PF withdrawal process.
• Liaised between management and employees to deliver conflict resolution, alleviate problems and interpret compensation and benefits policies.
• Reviewed existing policies and procedures to make recommendations for enhancing work productivity, recruitment, hiring processes and talent management.
• Planned and managed recruitment activities for new hires using strategic personnel, staffing and position management practices.
• Maximized team knowledge and productivity by training, monitoring and directing employees in application of best practices and regulatory protocols.
• Contributed to annual performance appraisals by working with supervisors to achieve consistency and compliance with established procedures.
• Launched company-wide HR strategies, practices and benefits and compensation policies to drive departmental and business objectives.

Worked as a lateral recruiter (Technical) under Demand Management & Sourcing Planning (DMSP) team. Identified open positions and their do-ability across various technical levels & published the same to clients via market intelligence reports.