Jun 2019 – Dec 2020 · 1 yr 6 mos · Dubai, United Arab Emirates · On-site

• Build and leverage global partnerships and networks, specifically with the MEA, India, Pakistan, and Asia leadership teams to identify talent needs and drive alignment around strategy, process, and implementation.
• Responsible for pre-hire candidate sourcing strategy and candidate pipeline management of active & and passive candidates in the regions of the Middle East, Africa, India, Pakistan, and Asia Pacific, aligned with the broader global talent acquisition strategy framework.
• Individual contributor and also Manage a team of regional recruiters in UAE, India, Pakistan, Egypt, Nigeria, Bahrain, Thailand, Malaysia, and Turkey.
• Manpower Planning, budgeting and forecasting
• Responsible for recruitment team development, and performance management.
• Define and Measure recruitment KPI including time to hire, sourcing efficiency, Qualified Candidates, Interview Ratio, Offer Ratio, Offer Acceptance Ratio, Cost Per Hire, Quality of Hire, Candidate Promotor Score, and Social Media Rating.
• Responsible for the design and development of centralized global Talent Acquisition and Employee Onboarding Processes/procedures.
• Responsible for creating employer Brand through social media platforms, and career page across all locations in partnership with the Corporate Marketing team.
• Talent Brand News across all locations through newsletters.
• Monitor external platforms such as LinkedIn and Glassdoor to assess external perception of the company and take measures to improve Company rating.
• Worked Closely with CEO, and EVP to understand current and future talent needs and formulate a strategy to fulfill needs.

Jul 2014 – May 2019 · 4 yrs 10 mos · Chennai Area, India · On-site

• Manage the review and development of the annual manpower plan in collaboration with the divisions/function heads
• Designs, develops, and implements TA strategic and operational plans based on the approved manpower plan by leveraging best practices to meet the organization's business goals.
• Builds and develops the talent pipeline to source and attract local and international candidates through various official channels including job boards, employee referral programs, internal job postings, campus hiring, etc
• Manages the efficient and effective implementation of the TA cycle process including but not limited to sourcing, screening, shortlisting, interviewing, and assessing candidates in close collaboration with hiring managers.
• Participates in assessing and interviewing shortlisted candidates and utilizes talent assessment tools such as technical/behavioral assessments, and psychometric testing, to ensure identification of the right capabilities.
• Manage a team of 35 global recruiters and Report key KPIs within TA including but not limited to including time to hire, sourcing efficiency, Qualified Candidates, Interview Ratio, Offer Ratio, Offer Acceptance Ratio, Cost Per Hire, Quality of Hire, Candidate Promotor Score, and Social Media Rating.
• Leads and implements employment branding initiatives to attract and retain the right capabilities that will enhance the company's reputation and achieve the overall business goals.
• Ensures efficient and effective implementation of the talent acquisition cycle process including but not limited to the mobilization/onboarding process, transition and probationary period for all hired candidates.
• Works closely with hiring managers to implement new talent acquisition approaches and provide advice on recruitment 'best practices' to ensure candidate applications meet the quality requirements.

Jul 2012 – Jul 2014 · 2 yrs · Chennai Area, India · On-site

• Talent Acquisition strategy
• Work closely with line managers and Stakeholders to identify critical roles to the business and develop an talent acquisition plan to attract and source quality talent
• Drive end-to-end US talent acquisition/recruitment solutions in line with business growth plans
• Ensure Talent Acquisition Process is in department compliance
• Work closely with Principals, Stakeholders and line managers to ensure there is a good understanding of business needs and potential
• Ensure regular performance review with stakeholders to meet the business expectations
• Talent acquisition/Recruitment
• Identify and assess internal potential for business requirement
• Collaborate with other departments to ensure high potential talent within the group are considered for new roles through Internal Job posting
• Source, Screen and Shortlist resumes and Line-Up candidates for interviews
• Maintain regular and accurate metrics to assess talent acquisition process and performance
• Encourage continuous improvement through regular review of metrics and SLAs
• Recruitment Process Re-engineering, Training and Development
• Team Management
• Resource bandwidth Analysis and Resource Allocation
• Performance review of the team members
• Ensuring the team performance meet the SLA with Line Manager's and Stakeholders

Aug 2011 – May 2012 · 9 mos · Riyadh, Saudi Arabia · On-site

• Managing recruitment process from acquiring accounts, collecting staffing requirements and placing the candidates with the customers
• Targeting the potential client with staff Needs
• Acquire and maintain new business relationships through telephone solicitations and direct mail
• Worked closely with the Level-C Executive to understand the resource needs and gathered the requirement
• Recruitment Performance review / Resource Delivery Review to ensure Project Manager’s/Client expectation is met
• Work closely with managers to identify critical roles to the business and develop an acquisition plan to attract and source quality talent
• Source candidates through Job portals, Career website, Social Media Websites, Boolean Searches, Recruitment Agencies(Local & Overseas)
• Attracted talents from countries like India, UAE, Oman, Egypt, Qatar, Bahrain and Kuwait
• Screen and shortlist candidates, Interview scheduling with the managers
• Ensuring Talent Acquisition Process is in department compliance
• Prepared Offer letter and coordinating with the HR for the Visa Process
• Employee Onboarding - Initiating Background check for the candidates who are hired from overseas
• Generate recruitment schedule to address manpower planning and management with Stakeholders and line managers
• Proactively fulfilled the manpower business requirements by developing candidate pipeline through suppliers, social media networking and Job Fairs
• Driven international recruitment by travelling to India and attract potential candidates from other international locations
• Identify and assess internal potential requirement
• Collaborate with other departments to ensure high potential talent within the group are considered for new roles
• Analysis and Reporting
• Maintain regular and accurate metrics to assess talent acquisition process and performance
• Encourage continuous improvement through regular review of metrics and SLAs
• Recruitment Process Re-engineering, Training and Development

Mar 2009 – Nov 2011 · 2 yrs 8 mos · Chennai Area, India

• Client Lead Generation:
• Lead generation of potential client through internet research, cold calls and emails
• Recruitment:
• Responsible for the End-End Recruitment Process and Delivery
• Source the resumes from different portals, Social Networking Sites, and outsourcing to vendors/suppliers
• Prescreening the candidates on the deliverables
• Ensure the candidate skills are meeting the client expectation and vice-versa
• Candidate Short listing and Interview scheduling
• Salary/Rate Negotiations
• Resume Submissions to the line manager/stakeholders
• Team Management
• Job Requirement Allocation to team members
• Resume submission Review
• Team performance review and Appraisal
• Team Performance Monitoring and Mentoring

Jun 2008 – Feb 2009 · 8 mos · Pleasanton, California · On-site

• Responsible for the End-End US Recruitment
• Source the resumes from different portals, Social Networking Sites, and outsourcing to vendors/suppliers
• Screened the resumes according to the client’s requirement
• Shortlist Candidate and Interview Scheduling
• Candidate feedback survey after interview process
• Salary Negotiation and Offer Letter Preparation
• Resume Submissions to the respective hiring managers/stakeholders
• Submitted the resume in the client ATS System
• Sending Offer letters to the selected candidates
• Onboarding Process including background and employment checks
• Active and Passive candidate database building

Jan 2004 – Jun 2008 · 4 yrs 5 mos · Atlanta, Georgia, United States

• Worked on the verticals like Oil and Gas, Biotechnology and Pharmaceutical, Healthcare, Banking, Entertainment
• Sourced the resumes from various portals, IT Forums and networking
• Sourced the resumes from Job Boards like Dice, Monster, Naukri
• Screened the resumes according to the client’s requirement
• Shortlist Candidate and Interview Scheduling
• Candidate feedback survey after interview process
• Salary Negotiation and Offer Letter Preparation
• Building and establishing relationship with the vendors/suppliers/agencies
• Coordinating in the Visa Filling Process
• Sent offer letters, Contract Agreement and Visa document Checklist
• Employee OnBoarding and Employee Satisfaction Survey
• Employee Retention