Sharika Navundla

WORK HISTORY

EDUCATION

ABOUT SHARIKA NAVUNDLA

Process and Role Description Designation: Senior Associate Process : HR Job Responsibilities Enhance employee relations and provide advisory support to peers. Identify gaps and make changes, review and develop policies, procedures and business processes incorporating fair elements and protecting rights i.e. being inclusive, non-bias, respecting privacy. Lead HR projects and manage HR Operations effectively and efficiently. Implement best HR practices in meeting business objectives Accomplishments & Accolades Employee Relations Communication Strategy:• Identified Employee Relations gaps and implemented best ER & HR practices for harmonious work relations and to increase productivity in attaining organizational goals• Reduced non-compliance issues by developing HR Business Processes as the Standard Operating Procedure with user friendly flow charts in compliance of processes i.e. Staff Discipline, Leave Application, Talent Acquisition.• Re-structured and re-organized HR Department in providing clear roles and better services to employees. Employee Relations Investment Strategy• Organized ER training for supervisors on how to manage employees at their respectivedepartments among other trainings based upon Training Needs Analysis project insupporting performance and retention strategies.• Reduced staff disciplinary cases by improving employee morale and productivity viaenhancement of compensation & benefits strategy (remuneration package for salesemployees).• Introduced Employee Wellness program (invited nutritionist and speakers). Employee Gratitude Strategy:• Implemented employee recognition scheme to lift staff morale. Employee Feedback Strategy:• • • • •Managed employee grievance efficiently at the lowest level possible to avoid loss of resources and productivity.Introduced fair performance management practices to pro-actively avoid misunderstanding and manage poor performance:Mid probation performance review as a formal process to understand KPIs and gain feedback.Mid-year performance review as a platform for opportunity to improve and re-align KPIs.Organized and encouraged employee participation in valuing stake holder input in reviewing HR policies