• <strong>HR Intern </strong>
• <strong>Sobha Limited</strong>
• <strong>Human Resources Operations Department (NICMAR University Internship)</strong>
• <strong>1. Recruitment & Talent Acquisition :-</strong>
• Explored the end-to-end hiring approach followed at Sobha, covering both Campus Recruitment and General Recruitment channels for roles such as Jr. Management Trainee, Executive Supervisor, and Graduate Executive Trainee Observed how campus drives are executed starting from identifying manpower needs, shortlisting target colleges, screening applications, and organizing pre-placement talks, aptitude tests, GDs, and interview panels Picked up the workflow for general hiring, covering job description drafting, sourcing candidates via portals, resume shortlisting, and managing both HR and technical/functional interview rounds Understood the process of releasing offer letters and coordinating joining formalities for selected candidates across functions like site execution, architecture, design, and internal audit
• <strong>2. Employee Onboarding :-</strong>
• Actively participated in the onboarding cycle, right from document collection to final system access setup Handled verification of key documents Aadhar, PAN, mark sheets, degree/PG certificates, and prior employment/relieving letters, Assisted with bank coordination (Axis, HDFC, ICICI, Kotak Mahindra, Standard Chartered) for same-day account opening during onboarding sessions Took part in issuing temporary and permanent ID cards, access cards, and lunch coupons for incoming employees Learned to operate the UMANG and Aadhar FaceRD apps for UAN generation and face authentication Recognized how important precise documentation and consistent follow-ups (including QR-based form submissions) are to a hassle-free onboarding experience
• <strong>3. HR Records & Systems (D365 HRIS) :-</strong>
• Practiced entering and updating employee information in the D365 HR system covering personal details, banking info, and emergency contacts Grasped why data accuracy and confidentiality matter when dealing with employee records Assisted with system updates tied to promotions, transfers, and salary changes within the HRIS
• <strong>4. Probation & Service Confirmation :-</strong>
• Understood the mechanics of service confirmation sorting employee records into Confirm, Continue, or Terminate buckets based on Reviewer Action (RA) and Reporting Manager (RM) status Applied Excel tools like V-LOOKUP to track probation timelines, action dates, and designation shifts Learned the Mail Merge workflow in MS Word for generating confirmation letters, along with PDF conversion, file compression, and uploading in bulk via Employee Self-Service Picked up how designation and pay changes are processed when trainees (Engineers, Supervisors, Executives) move into confirmed roles
• <strong>5. Payroll Fundamentals :-</strong>
• Built a working knowledge of payroll operations data gathering, attendance/leave checks, salary computation, and applicable deductions Understood CTC breakdowns, including earning heads (Basic, HRA, allowances, incentives), employer-side contributions (PF, Gratuity, Insurance), and deduction heads (PF, PT, TDS, ESIC) Observed how HR Operations liaises with Payroll and Finance teams to keep salary disbursement accurate and on schedule Learned the process behind payslip generation and how payroll queries from employees are handled
• <strong>6. Statutory Compliance PF & ESIC :-</strong>
• Followed the complete PF cycle UAN creation/verification, monthly contribution calculation based on Basic + DA, and depositing employer/employee shares with EPFO Got hands-on with ESIC enrollment for eligible staff, including document checks, portal usage, e-Pehchan card creation, and adding dependents Noted key compliance deadlines, such as the 10-day ESIC registration window post-joining Learned how HR assists employees with UAN activation, KYC corrections, and PF/ESIC-related concerns
• <strong>7. Employment Documentation :-</strong>
• Practiced drafting various employee letters Offer, Appointment, Joining, Employment Verification, Promotion, Transfer, and Salary Revision Understood, when and how disciplinary letters (Warning Letters, Show-Cause Notices, PIP letters) are used Became familiar with exit-stage paperwork, including Relieving Letters, Experience Letters
• <strong>8. Background Verification (BGV) :-</strong>
• Understood the rationale behind BGV checking education, employment history, address, identity, and references for new hires Observed HR's coordination with BGV partners (IBC Verification Services Pvt. Ltd.), including report review and discrepancy resolution Learned why verification for a candidate's immediate previous employer runs parallel to onboarding, along with the standard 45-day TAT
• <strong>9. Employee Relations & Engagement :- </strong>
• Practiced addressing employee concerns and complaints with tact, patience, and discretion Took part in engagement activities, including national holiday celebrations and CSR drives Built a base-level understanding of Industrial Relations grievance redressal, disciplinary procedures, and labor law adherence
• <strong>10. Employee Transfers & Exit Formalities :-</strong>
• Followed the transfer workflow from request submission and approval to letter issuance and record updates Learned the exit process in full, covering resignation handling, notice period norms, and clearance coordination across Admin, IT, Finance, and HR Understood F&F settlement procedures and how they tie into issuing relieving and experience letters
• <strong>11. Internal Audit Support :-</strong>
• Practiced sorting onboarding paperwork (appointment letters, KYC, qualifications, experience letters) by Employee ID for audit purposes Recognized the value of organized digital filing in staying audit-ready and compliant
• <strong>Key Takeaways :-</strong>
• Sharpened communication, interpersonal, and problem-solving abilities through hands-on employee interaction Gained solid grounding in HR Operations spanning the entire employee journey — from hiring to exit Came away with a clearer picture of HR Operations as a strategic business partner, not just a support function