- Designed and delivered programs supporting promotions, health check-ups, and tailored learning & development initiatives for partners, ensuring alignment with both individual growth needs and organizational goals. - Drafted, reviewed, and implemented HR policies and procedures covering performance, compliance, promotions, and partner well-being; ensured consistent application across the organization. - Built, maintained, and optimized the partner database; produced detailed HR reports and analytics to support decision-making on workforce planning, promotions, and partner development. - Supported performance review cycles, career pathing, and succession planning; facilitated career conversations to enhance partner engagement and retention.

- Write and post technical job descriptions - Source potential candidates on niche platforms -Parse specialized skills and qualifications to screen IT resumes - Perform pre-screening calls to analyze applicants’ abilities - Interview candidates combining various methods (e.g. structured interviews, technical assessments and behavioral questions) - Coordinate with IT team leaders to forecast department goals and hiring needs - Craft and send personalized recruiting emails with current job openings to passive candidates - Participate in tech conferences and meetups to network with IT professionals - Compose job offer letters - Onboard new hires - Develop and implement initiatives to enhance employee engagement and foster a positive workplace culture. - Conduct surveys and analyze data to assess the effectiveness of engagement strategies

- Maintain all talent requirements for organization and prioritize all work and assist all internal hiring manager to maintain knowledge on candidate qualifications and schedule all telephone interviews; - Supervise all candidates and monitor all interviews and maintain appropriate recruitment status reports and analyze all metrics and assist to implement all recruitment strategies; - Participate in various job fairs and prepare efficient network of all talent and develop and implement various strategies for all training programs and participate in various training programs; - Prepare required training programs to achieve all development objectives; - Maintain an efficient electronic learning management systems to retain all employees and assist all hiring managers in development assessment processes; - Prepare reports and track all candidate status and schedule interviews with all candidates; - Analyze all training requirements in coordination with managers and vendors and administer recruitment process; - Maintain strategies for same and maintain quality of all candidates and prepare in various strategic events; - Participate in various special projects and ensure optimal utilization of all development resources; - Maintain all job descriptions and maintain quality for same and design various potential employee retention for assign area and provide support to all recruitment processes; - Overseeing professional development programming for staff (biannual retreats, Future Leaders Program) - Managing performance review, promotion, and bonus structure. - Perform candidate and employee satisfaction evaluations and workshops; - Plan procedures for improving the candidate experience; - Suggest measures for improving employee retention. - Develop and update HR policies and procedures in line with legal requirements and best practices. - Ensure compliance with employment laws and regulations. - Use HR analytics to monitor key metrics such as turnover, employee satisfaction, and diversity. - Provide regular reports to senior management on HR-related trends and issues.

- Partnering with hiring managers to determine staffing needs; - Screening resumes; - Performing in-person and phone interviews with candidates; - Administering appropriate company assessments; - Performing reference and background checks; - Making recommendations to company hiring managers; - Coordinating interviews with the hiring managers; - Following up on the interview process status; - Maintaining relationships with both internal and external clients to ensure staffing goals are achieved; - Communicating employer information and benefits during screening process; - Staying current on the company’s organization structure, personnel policy, and federal and state laws regarding employment practices; - Serving as a liaison with area employment agencies, colleges, and industry associations; - Completing timely reports on employment activity; - Conducting exit interviews on terminating employees.

- Continually review, monitor and provide recommendations for company policies; - Develop and recommend new policies as needed; - Create and revise job descriptions (review existing job descriptions, coordinate with managers to ensure accuracy and develop upon the job descriptions when required); - Review and maintain the exit interview template, perform exit interview with departing employees; - Ensure accuracy of employee recognition schedules; - Create and post job advertisements; screen resumes, perform interviews, ensuring compatibility of applicants to job positions, and completing the hiring process; - Use 1C Program to prepare and maintain records of employee hiring, promotion, transfers, or termination; - Update and maintain confidential personnel files to document personnel actions and provide information for payroll and other uses; - Lead the administration of employee benefits (pension, health insurance assistance); - Process and control of HR paperwork for expats: labor Contracts, JDs, Service Contracts, Purchase Orders, different Agreements Employees job changes, promotions, progressions and transfers paperwork, including: - orders, acts, letters, certificates, assignment letters; approvals and compliance with matrix; - HR Reports, weekly, monthly, quarterly, Workforce report, Man-hours report Expenses reports, Company benefits register/control, L&D budget control Assignments periods control, extension, updates on movements for expats; - Budget of salaries and allowances for expats and locals, provision of salary data.

- Lead practice areas’ submission of rankings, surveys and other ratings information; - Create marketing materials, including proposals, qualification packages, case studies, award submissions; - Implement marketing plans within assigned marketing budgets; - Develop and implement marketing for a multi-media campaign such as digital, social, print, and direct mail; - Develop marketing collateral such as digital ads, direct mail, newsletters, fact sheets, Web content; - Help develop briefings, presentations, and other communications tools; - Employee Onboarding: first day orientation, ensure that all benefits, payroll, compliance documents, etc. are processed correctly and timely, including follow up on talent onboarding plan; - Exit Interviews and voluntary terminations; - Administer and provide employees with Leave of Absences guidance; - Recruiting assistance: Interview set up, screening as needed; - LinkedIn site page administrator; - Coordinate and assist trainings, benefits open enrollment, and health and wellness events; - Distribute manual checks and other personnel items.