Aug 2024 – Jul 2025 · 11 mos · Gurugram, Haryana, India

• Took a deliberate break to prioritise my health and my relationships.
• practiced mindfulness, meditation, fitness and yoga.
• corrected my lifestyle and dietary habits. And revived my relationships.
• revisited my career aspirations and became the learner again.
• As a result
• lost 22 kgs of excess weight, and improved my health vitals.
• have stronger relations with my family, friends and loved ones. Made many new friends & professional connects.
• rejuvenated to get back to working, and making a difference to the Corporate World.... Once again!

May 2024 – Jul 2024 · 2 mos · Gurugram, Haryana, India

• In this role, I took over the leadership of Employer Branding & Next Gen Engagement for the zone, driving strategic alignment with stakeholders on local Employer Branding/ Recruitment Marketing strategies and overseeing the realisation of Schneider Electrics’ Brand to Hire ambitions in local context. My scope also included providing dedicated EB support (external talent & internal employees) to various businesses (including the new SE company Lauritz Knudsen), while steering initiatives in HR Thought Leadership, Employee Advocacy & Ambassadorship across the zone.
• Key Experience/ Memory: Selected for Intl Ops 2 weeks workshop at Singapore involving the TA Heads & Employer Branding Heads of select zones in Schneider Electric.

Oct 2022 – May 2024 · 1 yr 7 mos · Gurugram, Haryana, India

• In view of BD having launched it's new EVP recently which should be promoted, and the need of marketing support which can benefit our Hiring efforts, my role was created. In this partnership with BD we manage everything to do with Employer Branding & Strategic TA Initiatives covering the mentioned below and beyond.
• Work with Executive TA Leaders across countries/ regions on identifying the marketing needs, creating solutions and implementing the same from Employer Branding perspective.
• Project plans, campaigns and content calendars to improve brand awareness and engagement across online and offline channels across in-scope locations
• Work with BD’s Employer Branding team to ensure correct and consistent messaging across markets and audiences and to drive brand awareness and engagement across them
• Develop and maintain a regional marketing and sourcing strategy and support market insights data collection
• Propose, track and analyze marketing and sourcing channels and spend, all to improve sourcing performance, ROI and access to quality and diverse candidates

May 2020 – May 2024 · 4 yrs · Delhi, India

• My role is to enhance the recruitment marketing effectiveness of a global team that recruits people from across the global, into client facilities in many countries. We aim to improve our reach in strategic job categories, advertising spend ROI, and candidate pipeline quality and quantity.
• Improve the definition, alignment and effectiveness of programs and team members to help them find consistent streams of talent across multiple global markets and job types.
• Work with client EVP/Branding, marketing vendors, TA program leaders and recruiting teams to generate more candidates for strategic pipelining efforts.
• Work with Regional Recruiting Leaders to segment out sourcing needs, develop and drive usage of appropriate EVP and Branding, recruiter-executable marketing pieces, campaigns, passive candidate funnels using AI and CRM technologies, perform regular brand audits of materials being used/ delivered by RPO team members
• Structure work for ‘sourcing recruiters’ assigned to specific regions to ensure they have the tools and marketing to succeed, overall management of advertising budget, find best practice marketing that will work across multiple regions, work effectively with Corporate EVP and other teams to effectively localize recruiting efforts.
• Interface with Korn Ferry regional teams to ensure we’re taking advantage of learning, program initiatives and relationships being developed in various regions for our use or other clients.
• Develop expertise in the use of AI/CRM and other tools for the sourcing team and improve recruiter use of the tool set.
• Develop reporting, effectiveness and ROI calculations to help steer future efforts.

May 2020 – Sep 2022 · 2 yrs 4 mos · Gurugram, Haryana, India

Aug 2018 – Apr 2020 · 1 yr 8 mos · India

• I led Talent Acquisition for 2 domains - Corporate Functions and Siemens Real Estate (SRE), along with the portfolio of Recruitment Marketing & Employer Branding for India. I was also part of the Diversity & Inclusion team for brining to life the initiatives in India.
• In my role and during my time at Siemens I was responsible for Talent Strategy – Consulting – Pipelining with various Recruitment Marketing efforts, Project Management & Delivery, Thought Leadership & Relationship Building, Content Management. In turn this role involved, Team & Network Development, Campus Branding, Data Analytics & ROI Measurement and New Tools exploration for TA Team of India.

Aug 2015 – Jul 2018 · 2 yrs 11 mos

• Responsible for all External and Internal - Strategic Recruitment & Redeployment Marketing Initiatives for Wipro's GSHR (Global Strategic Hiring & Redeployment) team.
• At Wipro, we believe that having a diverse workforce is not only important for our business, in fact, it is essential as it promotes an inclusive culture that benefits every stakeholder. To achieve the same, we have embarked on a journey called "Winspire", that ranks talent over everything else. Learn @https://careers.wipro.com/winspire/

Jun 2013 – Jul 2015 · 2 yrs 1 mo

• Responsible for end to end central initiatives related to processes, policies and systems of Global Strategic Hiring team.
• Core Responsibilities involve Hiring Personnel capability building, Defining training modules and organizing sessions, Driving new initiatives, Improvising current processes and policies, and ensuring smooth alignment with current system, Facilitating stakeholder interactions, Getting their buy-ins

Nov 2012 – Dec 2012 · 1 mo · Mumbai Metropolitan Region

• Facilitated in writing a White Paper - Sustainable Economic Growth and Development 'Creating an Equitable and Strife free Workplace'. The white paper was created in conjunction with 'The IR and HR Summit 2012' organized by the Western Region Chapter of CII in November 2012.
• Designed a Career Management Framework deck for one of the clients ‘United Health Group’ to facilitate employees’ understanding of their Career Progression Prospects, Career Clusters and Career Path in the company

Sep 2012 – Oct 2012 · 1 mo · Mumbai Metropolitan Region

• Employee Engagement for Sales Team
• o Understood and Analyzed loopholes in touch points between Line Manager and Front Line Sales team
• o Defined each touch points and suggested activities for enhanced engagement between the two parties in Employee Life Cycle
• Recognition Framework for the Company
• o Recognize & Reward employees for Displaying company values in Day to Day work
• o Designed a Framework based on Tournament Theory

Apr 2012 – May 2012 · 1 mo · Bengaluru Area, India

• Customizing and Revamping the Sales Rotation Program
• o Analyzed current program: Orientation, Field Sales Exp, Sales Operations & BD
• o Gauged improvement areas by interacting with stakeholders, mapping experiences
• o Proposed a revised program presented along with program guidebooks, mentor and associate handbooks, communication and execution plans, and feedback mechanism

Nov 2011 – Feb 2012 · 3 mos · Mumbai Area, India

• Mapping Field Force Employees’ Perception of Recruitment Practices
• o Identified Sales force hired in past 6 months, rolled a questionnaire focusing on the Pre-During-Post Recruitment process of Pfizer, and identified gaps
• Developing Feedback Mechanism for Assessment Centre
• o Assessed difference in Successful and Unsuccessful conversions through Assessment Center and how do they arise
• o Listed ways Employees could respond to Company’s Assessment practices

Jul 2011 – Oct 2011 · 3 mos · Mumbai Metropolitan Region

• Designing Campus Recruitment Process Description
• o Studied different Recruitment Processes, Company’s Recruitment Process etc.
• o Formulated an end to end Campus Recruitment Process proposal covering before entering campus, On campus and On boarding time

Sep 2009 – Dec 2009 · 3 mos

•  Identified opportunities to build client's brand, market share by supplier communication
•  Presented ideas for various campaigns and implemented them
•  Structured and promoted client’s primary briefs, and was responsible for coordination with allied functions – Creative, Media, Studio and Production
•  Managed effective internal, external communications to enhance the image of the company

Feb 2008 – Jun 2009 · 1 yr 4 mos

•  Developed an understanding of working towards attaining excellence in – market research, brand strategy formulation, creative & media development & production
•  Structured and promoted client’s primary briefs, and was responsible for coordination with allied functions – Creative, Media, Studio and Production
•  Kept and maintained clear records for smooth operations of the account
•  Maintained a high level of integrity in approach to business and company’s associates