Rajesh Kumar Dabattula

Experience

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  Macher TechnoConsults

  Oct 2011 - Feb 2012

  Non-IT Recruiter

  Responsible for full life cycle recruitment – Identification of Prospective Candidates (Job-portals, Candidate• References, Social Networking Sites, Application Received from Job Posting / Mass Mailing/head hunt /• Database Bank), Calling, Follow Up, MIS Reports.• Exposure of Handling Non IT recruitment• Have been working on different verticals i.e Manufacturing (Pharma Automobile ,Building Material, FMCG,• Banking, FSS( Financial Shared Services), media, dotcom, Securities, Software etc• Screening, short listing and sourcing the resumes as per client requirement• Scheduling interviews as per client's request by coordinating with both the Clients and the candidate.• Proven ability to negotiate and close in an overly competitive market.• Maintaining a systematic and comprehensive database of all candidates. Show less

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  RMSI Pvt Ltd

  Aug 2012 - Dec 2016

  Senior Executive-HRD

  HRBPEmployee EngagementPerformance ManagementL&DHR Operations

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  Cyient

  Dec 2016 - Nov 2019

  Senior Executive Talent Acquisition

  Driven the Talent Acquisition strategy through various external, internal & innovative sourcing channels. • Hands on experience in strategizing, driving and executing lateral hiring for new business establishment. • Ensured 100% compliance of TA SLA. Made Salary fitments and offers of new hires, minimize salary disparity among • employees. • Organized and conducted interviews and special focus on creating a Diverse Workplace. • Track productivity parameters, Audit compliance on Recruitment & On boarding process Show less

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  RMSI

  Nov 2019 - Nov 2022

  Deputy Manager Human Resources

   Managed human resources activities specifically in employee relations, Grievance handling, engagement, and career development etc.  Ensure education and adherence of all organizational policies and processes but not limited to the following: Benefits, Company policies, Code of Conduct, Core Values.  Visualize and drive change management or innovative initiatives with business/departments to address business/departments issues related to talent development, engagement, retention.  Managed technical questions in on-going performance feedback processes. Employee Relations and Employee Transitions & Support the resolution of personnel issues.  Implementation of people programs and initiatives.  Managed full employee life cycle (Onboarding to Off boarding)  Performed detailed analytics of business requests on headcount, attrition analysis, gender pay analysis, diversity and inclusion.  Update all personnel changes from initial request through approval and implementation, BU transfers and other personnel transactions in the systems.  Responsible for completing the annual internal and external HR audits.  Worked with compensation team to deliver annual performance cycle (Performance Management, Annual Salary increment, Promotions, statement release, trainings to employees and managers on assessment).  Coordinated with labor department POC to meet all statutory requirements (Annual Returns submission, Projected headcount registration, Festival Holidays, Minimum Wage, ESI, PF, Gratuity etc.,)  Keep records and update management on a variety of matters including absence poor performance terminations disciplinary and grievance matters and flexible working arrangements.  Support a CSR community partner by coordinating activities or meetings.  Maintain attrition or retention statistics as well as headcount and exit data.  Act as a single point of contact for the 3000+ employees and leaders in the business unit. Show less

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  Stefanini Group

  Nov 2022 - Jul 2024

  Senior Human Resources Business Partner

  Strategic Partnership with Leadership: Collaborated with business leaders to understand organizational goals, providing HR insights and aligning HR initiatives with business strategies to enhance overall company performance.  Talent Management: Drove talent acquisition efforts, ensuring a strong pipeline of top talent. Supported workforce planning, succession planning, and leadership development to meet long-term business needs.  Employee Relations: Acted as a trusted advisor, managing employee relations and conflict resolution. Coached managers on performance management and employee concerns, resulting in improved team dynamics and employee satisfaction.  Change Management: Led organizational change initiatives, including restructures and mergers, ensuring seamless transitions and maintaining employee engagement through effective communication and support.  Performance Management: Managed the performance review process, aligning employee goals with organizational objectives. Provided guidance to managers in delivering feedback, identifying development opportunities, and improving overall team performance.  Learning and Development: Identified training needs and collaborated with leadership to develop and implement learning programs that supported employee growth and enhanced workforce capabilities.  Compensation and Benefits: Ensured competitive and fair compensation structures by analyzing market trends. Managed salary review processes and provided recommendations for adjustments in line with business goals.  Compliance and Legal Matters: Ensured HR practices complied with local labor laws and regulations. Advised leadership on compliance issues and resolved employee disputes in accordance with legal and company policies.  Data-Driven Decision Making: Utilized HR metrics and analytics to provide leadership with actionable insights. Analyzed workforce trends and delivered reports on key HR metrics, including turnover. Show less

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  Centific

  Oct 2024 - now

  Senior Human Resources Business Partner