Parul Dwivedi

Designed a leadership development strategy by conducting a skills gap analysis utilizing a talent assessment tool to produce a detailed individual development plan. Implemented a skills development and validation process to standardize previously divergent practices within the retail business unit. Developed a local market-based compensation plan and revised the onboarding program which helped reduce employee turnover by 25%. Expanded the use of the methodology to other facilities with similar results. Worked tactically and strategically with all levels of management to resolve complex employee relation issues. Assisted and advised sales management in hiring, offer/compensation plan creation, on-boarding of new employees, and file building/maintenance. Directly involved in most aspects of the new hire process. Facilitated and documented compensation changes, communicating with both sales management and payroll personnel.

Administered benefit programs, updating from manual to online open enrolments. Assisted in the development and administration of a new compensation program to include job descriptions, market analyses, and salary tables. Participated in salary surveys and conducted internal/external equity analyses. Partnered with hiring managers to determine recruitment strategies for open positions, advertising, and sourcing candidates. Provided guidance and support to managers and employees in all areas of employee relations. Conducted investigations into employee relations issues and recommend conflict resolution. Partnered with managers to determine top performers and provide them with tools to grow them as leaders. Reviewed and revised job descriptions to ensure duties and responsibilities are accurately and completely reflected.

Overlooked HR & Jr Recruiters for cold calling candidates, phone screening applicants. Responsible for HR functions, including employee relations, communication, recruiting, and new hire/ education training. Experience in maintaining confidential employee information, i.e., employee compensation, employee performance issues and benefits data. Ensured prompt resolution of staff grievances related to various HR policies to maintain cordial management- employee relations and achieve dedication by staff. Coached managers regarding effective performance management and talent improvement processes. Lead presenter in a manager training program focused on current employment law, harassment prevention, and corporate culture. Responsible for on-boarding, benefits, employee relations, compliance. Recruited exempt and non-exempt positions, including partnering with temporary agencies. Provided coaching and counselling to managers and employees regarding employee relations issues.

Support the management team in all HR related functions including workforce planning, succession planning, employee relations, development, and performance management. Provide an understanding of all policies and provide management assistance in the implementation process while promoting cultural understanding and diversity. Ensure the strategic use of human resources, to maintain equity in relation to employee compensation, recruitment, personnel policies, and regulatory compliance. Lead succession planning and talent management initiatives from identification to full deployment of development, and compensation initiatives. Develop and implement the HR Business Partnership model to the HR team. Partner with business leaders to help achieve their vision and goals for their department(s). Rewrite job and marketing descriptions to attract employees that align with the company culture. Monitor and maintain new candidate behavioral assessments within the applicant tracking system to provide metrics reporting. Provide HR generalist support to all divisions.