Real-world HR and Talent initiatives led by Vristti Jalan
Challenge: The organization aimed to scale recruitment operations internationally but lacked a structured model for multiple markets.
Action: Designed and executed a cross-regional hiring framework spanning Canada, India, the UK, the Philippines, and the U.S. Oversaw sourcing, compliance, and onboarding across time zones.
Result: Recruited 150+ professionals and supported 40+ client accounts globally, positioning the company as a reliable cross-border staffing partner.
Challenge: Inconsistent HR practices caused uncertainty around compliance and employee relations.
Action: Developed a comprehensive Employee Handbook outlining key policies on conduct, leave, performance, and accountability.
Result: Standardized HR operations across all departments and reduced policy-related inquiries by 40%.
Challenge: Manual workflows and document handling delayed onboarding and payroll accuracy.
Action: Introduced digital onboarding, automated templates, and implemented e-signature tools to streamline approvals.
Result: Reduced onboarding time by 30% and improved documentation accuracy to 99%.
Challenge: The existing review system lacked structure and follow-up processes.
Action: Introduced standardized performance templates and monthly coaching sessions to enhance accountability.
Result: Achieved a 95% completion rate for employee reviews and strengthened engagement through consistent feedback.
Challenge: High turnover rates in certain teams affected productivity and morale.
Action: Conducted exit and stay interviews to identify turnover trends and developed data-informed retention initiatives.
Result: Reduced voluntary turnover by 18% within six months and improved employee satisfaction scores.
Challenge: Limited engagement and unclear pathways for students and new graduates.
Action: Designed a structured co-op framework integrating mentorship, onboarding, and performance feedback systems.
Result: Increased student applications by 60% and improved conversion of co-op hires to full-time roles.
Challenge: Recruiters followed different screening criteria, affecting consistency and fairness.
Action: Developed standardized scorecards, interview rubrics, and evaluation templates.
Result: Improved hiring consistency across teams and enhanced client and candidate satisfaction.
Challenge: Delays in communication caused candidate drop-offs during interviews and feedback stages.
Action: Introduced structured update templates, feedback loops, and a personalized candidate journey.
Result: Improved satisfaction by 30% and significantly reduced candidate withdrawal rates.
Challenge: Leadership lacked visibility into real-time recruitment analytics.
Action: Created an Excel-based dashboard to track candidate pipelines, conversion rates, and source effectiveness.
Result: Enabled data-informed decision-making and improved placement efficiency by 20%.
Challenge: The organization needed a clearer understanding of competitive positioning and client needs.
Action: Conducted market research to identify growth opportunities and developed client acquisition strategies.
Result: Expanded service offerings and increased new business leads by 15%.
Challenge: Business development relied on ad-hoc outreach with low conversion rates.
Action: Refined client proposals, created branded outreach templates, and identified target industries.
Result: Secured multiple long-term clients within one quarter through strategic relationship-building.
Challenge: Disorganized documentation and recordkeeping posed compliance risks.
Action: Introduced structured digital filing systems and implemented tracking logs for document accuracy.
Result: Achieved 100% compliance in internal record audits and reduced administrative backlog.
Challenge: Miscommunication between internal and external stakeholders delayed document turnaround.
Action: Developed standardized communication templates and centralized document workflows.
Result: Reduced response times by 60%, improving client satisfaction and workflow transparency.
Challenge: Reference checks were inconsistent and lacked structure.
Action: Created a standardized template focusing on competencies and job-specific metrics.
Result: Reduced processing time by half while improving candidate evaluation quality.