Anupriya Ramkumar

Key Responsibilities: HRBP.

Partnered with business leaders to align HR strategy with organizational goals.

Managed employee relations, resolving workplace issues, and fostering engagement.

Drove the performance management cycle, including goal setting, appraisals, and feedback.

Led talent management initiatives, such as succession planning and leadership development.

Implemented diversity and inclusion initiatives, improving workplace culture.

Partner with business leaders to design and implement HR strategies that support business objectives.

Collaborate with managers on workforce planning, talent deployment, and capability building.

Lead employee relations efforts, including conflict resolution, and disciplinary actions.

Drive the performance management process, ensuring goal alignment and a feedback culture.

Implement talent acquisition strategies to attract, retain, and develop top talent.

Advise leadership on succession planning, career pathing, and organizational development.

Facilitate learning and development programs to upskill employees and support growth.

Ensure compliance with labour laws, HR policies, and industry best practices.

Analyze HR metrics (attrition, engagement, productivity) and recommend data-driven solutions.

Headcount reduction with the help of the monitoring team based on CIM vs. RA budget.

Achievements:

Reduced attrition by 100% through enhanced employee engagement programs.

Successfully implemented to improve HR operational efficiency.

Partnered with leadership to increase workforce productivity by 100% within the timeline.

Key Responsibilities: Resource Management.

Workforce Planning.

• Resource Allocation.
• Utilization Management.
• Capacity Planning.
• Skill Mapping.
• Hiring Coordination.
• Reporting and Analytics.
• Workforce Planning: Forecast demand vs. supply of resources and plan for future hiring.
• Resource Allocation: Assign employees to projects based on skills, availability, and business priorities.
• Utilization Management: Track billable vs. Non-billable hours and optimize resource usage.
• Skill Mapping: Maintain a database of employee skills to match project requirements.
• Hiring Coordination: Partner with recruitment for external hiring, or internal movements.
• Reporting & Analytics: Provide a dashboard on utilization, bench, and pipeline requirements.
• Risk Mitigation: Identify underutilization and overutilization risks, and propose balancing strategies.
• Forecasted demand vs. Supply of resources, enabling accurate workforce planning.
• Allocated resources across projects, ensuring optimal utilization rates.
• Maintained sill matrix and competency database for project assignments.
• Partnered with recruitment to address skill gaps through hiring and internal mobility.
• Tracked bench and billability metrics, providing regular reports to leadership.
• Identified underutilization and overutilization risks, and implemented balancing strategies.
• Resource management focuses on the optimal allocation and utilization of the workforce across projects or business units. It ensures the right people are deployed to the right tasks at the right time.
• Bench management involves evaluating resources based on their skill sets to align them with projects.
• Tracking and addressing business requirements within the required timeline.
• Day-to-day follow-up and coordination with different teams (including business and support) to ensure a timely flow.
• Promptly reporting and replying to emails.
• Time management and a proactive approach.
• Collaborating with other SDMs and RMs to close open requirements.
• Support the teams in executing assigned tasks within the process so that KPIs and SLAs are always met.
• Regular use of the PRF tracker to check for open, current demand.
• Regular use of RAS/Fulfillment trackers to keep track of resource alignment.
• Arranging the external hiring process and evaluating resources from an HR perspective.
• Onboarding and offboarding external and internal candidates.
• I mentored other team members and supported them whenever required as a senior resource.

• Monitored Event Dashboard and Control M schedule jobs, addressing failures promptly.
• Scheduled ad hoc jobs based on requests from service owners and technical teams.
• Customized event management scripts using Master Rule Language in BEM.
• Facilitated incident management calls, coordinating resolution efforts with technical teams.
• Maintained IMAC records for hardware assets in ITSM tool daily through manual and bulk uploads.
• Executed discovery data collection processes, ensuring accurate CMDB updates and optimizations.
• Tracked assets within Configuration Management Database (CMDB) for continuous improvement.
• Generated daily, weekly, monthly, and ad hoc reports for management and clients.