Richa Prakash

Focused on advancing HR Business Partnering expertise through certification and select strategic projects. • Completed CHRMP – Advanced HRBP Certification (2024) with emphasis on workforce planning, performance management, L&D, compensation, and employee engagement. • Engaged with emerging businesses on project in recruitment, onboarding, culture - building and HR process improvement (without formal commitments). • Strengthened expertise in organizational development, change management and talent management to align people strategy with business growth.

Managing and spearheading end to end recruitment (screening, interview, shortlisting candidates as per requirements) for multiple business units from requirement gathering to onboarding. • Optimizing sourcing strategies aligned with future workforce planning. • Understanding needs, business priorities and workforce plans. • Sourcing profile (as well as building strong talent pipeline for critical and recurring roles) using different sources (job portals, social media, referrals and professional networks). • Managing candidate communication, interview scheduling, feedback collection, offer closure and ensured smooth joining experience. • Acting as single point of contact. • Building long term relationship with stakeholders through consistent communication. • Train, mentor and coach team members and ensure data accuracy is maintained. • Maintaining and generating reports (weekly and monthly) as well as track metrics to track delivery status and resolve challenges.

Spearheading full cycle talent acquisition • Partnered with senior leaders as an HR Partner to deliver people development programs, enhancing manager capability and talent pipelines. • Conducted employee relations investigations and policy enforcement, ensuring transparency and fairness. • Designed and executed performance improvement plans (PIPs) with a 70% success rate. • Delivered change management support during policy transitions. • Oversaw payroll, grievance handling, and HRIS processes with zero audit observations. • Organized DE&I driven engagement campaigns, boosting employee satisfaction scores by 18%