Jan 2015 – May 2019 · 4 yrs 4 mos · Gurgaon, India

• Held a national TA Lead role in driving end-to-end talent strategy for EY’s Advisory and Markets business units across India. Partnered directly with senior business leaders, including BD and Markets heads, to shape high-impact hiring strategies and build forward-looking, revenue-generating teams across Aerospace, IT, Telecom, Mid-Market, SaaS, SAP, IBM, and Real Estate verticals.
• Led talent acquisition for EY’s flagship Government & Public Sector (GPS) consulting practice — a critical growth engine working with national and regional governments in India, Bhutan, Bangladesh, and Nepal. Played a strategic role in assembling mission-critical teams to deliver large-scale transformation projects aimed at improving citizen services and public infrastructure.
• Key leadership highlights:
• Built and scaled specialized teams across Digital & IoT, Healthcare, Water & Sanitation, Power & Utilities, Transport, Agriculture, and Smart Cities.
• Aligned talent strategy with national priorities and sectoral shifts to ensure EY remained a trusted advisor to public sector clients.
• Influenced workforce planning and talent pipelining for one of EY India’s most dynamic and high-impact business units.

May 2010 – Jan 2015 · 4 yrs 8 mos · Gurgaon, India

• My responsibilities included end to end Recruitment, Database & Stakeholder Management & Employee Engagement
• Hiring resources for Colt across Gurgaon & Bangalore locations
• Pro Active interaction with various BU’s to gather upcoming requirements and create the pipeline
• Conducting detailed Staffing Sessions with the hiring managers to understand the role requirements in depth
• Actively posting the approved requirements on the internal & external job portals
• Managing the internal referrals and Internal Job applications
• Ensuring a constant flow of quality profiles to the managers till the identification of prospective candidates
• Plan, interact and execute walk-in interviews in order to minimize the TAT’s for closure
• Validating the CV’s to provide inputs in the Recruiter Evaluation form to ensure lower rejection rate at the CV shortlisting stage
• Coordinating technical interviews, conducting tests & HR interviews
• Initiating negotiations with selected candidates to ensure conversion by bringing in their compensation expectation in-line with internal parity.
• Ensuring the closure of the positions within TAT’s and at the lowest possible cost
• Preparing the offer letter along with the joining kit to be handed over to the selected candidate
• Initiating the Background verification check by providing the details of candidate to the BV team
• Actively conducting post on-boarding sessions as part of the Employee Engagement Program and provide inputs to the HR operations to address any early signs of employee attrition
• Allotting buddies to the joiners to help them to settle well and have smooth joining experience.
• Offline meetings with the hires to develop their comfort level & be extremely approachable
• Conducting formal sessions with the new joiners on 5th Day, 5th week & 5th Month of their tenure to get their feedbacks and addressing their doubts at the very beginning of their employment

Feb 2010 – May 2010 · 3 mos · Noida Area, India

• Deployed at Pitney Bowes, Noida as an onsite resource from Randstad. Worked as HR Executive reporting into the Managing Director of the company
• Role & Responsibilities:
• Requirement gathering from various verticals within the company
• Organized multiple hiring drives for hiring candidates at senior level as Project managers, Program managers, Testing Managers & other senior level mandates.
• Briefed various vendors on the requirement on vacancies
• Worked closely with the team of recruiters to prepare the dashboards & presentation on recruitment function
• Headhunted for various senior level mandates from the target organizations.

May 2007 – Jan 2010 · 2 yrs 8 mos

• 1)Responsible for end-to-end recruitment process addressing bulk requirements from clients across India.
• 2) Appointed SPOC for bulk recruitments with Top IT/ITeS clients.
• 3) Responsible for End to End Recruitment - Understanding the requirement - Sourcing candidates through In-house database, Internet sites, Internet job postings, user groups, professional associations, professional journals, job fairs, classified ads, referrals, networking and corporate web site.
• Source candidates through targeted hiring (Head Hunting, references, etc.)
• 4) Making an in-depth analysis of the technical expertise required to fulfill the requirement
• 5) Validating Communication Skills, Salary drawn and Salary expected, notice period required to join, and any legal commitment towards the present organization, willingness to relocate, etc.
• 6) Phone screening the quality of the candidates by asking Technical Objective questions.
• 7) Handling queries from the competency Managers and solving them with regards to Recruitment, Hiring, Joining and other Policies
• 10) Organized Screened & scheduled Walk-ins
• 11) Project allocation & de-allocation of resources along with timely updates of Projects & Locations of the employees.

Jan 2005 – Jan 2006 · 1 yr

• Objective:Post Training Evaluation & Effectiveness
• Key learning:Responsibility of the training department in keeping track of all trainings, making training schedules & Calendars, designing feedback forms and evaluating the feedbacks to calculate the effectiveness.