May 2023 – Aug 2025 · 2 yrs 3 mos · Gurugram, Haryana, India · On-site

• Leading recruitment strategy for Solar EPC & New Business (Green Hydrogen/ Carbon Markets/Power Trading)
• Built & coached high-performing TA team with advanced sourcing capabilities.
• Partnered with business to reduce TAT, optimize channel ROI, and build talent pools.
• Drove gender & diversity hiring, ensuring alignment with strategic business goals.
• Enabled market mapping & analytics-based hiring for critical leadership roles.

Nov 2022 – May 2023 · 6 mos · Gurugram, Haryana, India

Nov 2018 – Oct 2022 · 3 yrs 11 mos · Noida Area, India

• Fully responsible towards addressing the Talent needs for all their bidding proposals & projects in Railways, High Speed Rail, Metros & Waste Water Management/Desalination business.

May 2016 – Oct 2018 · 2 yrs 5 mos · Delhi Area, India

• 1) Entrusted with the responsibility of implementing and streamlining recruitment processes for maximizing and optimizing the effectiveness.
• 2) Responsible for new talent acquisition keeping in line with the strategic direction and growth of the organization.
• 3) Instrumental in handling large scale recruitment's and closing the positions within the agreed time.
• 4) Accountable for managing complete recruitment cycle for sourcing the best talent from diverse sources and collaborating human resource requirements.
• 5) Providing a central approach and ensuring standard recruitment process for all the hiring needs of the organization. Designing, implementing and driving the talent acquisition strategy for all the needs.
• 6) Identifying sourcing mix for hiring and ensuring utilization of appropriate cost effective sourcing channels to close the positions within stipulated timelines.
• 7) Managing the team to deliver desired results and ensure team growth and development also managing the stakeholders (internal and external) as well as vendor’s/ recruitment partners.
• 8) Leading the campus recruitment drives PAN India across Product Lines.
• 9) Responsible for streamlining overall TA process & ensure roll out of uniform hiring processes/tools across all locations & businesses.
• 10) Providing current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits.
• 11) Formulating & bench marking recruitment best practices to focus on improving hiring process to meet present and future goals and mission set by the organization.
• 12) Playing a key role as a brand ambassador with respect to the brand promise and value proposition. Custodian of organizations values, principles and culture.
• 13) Manage compensation bench-marking & benefits planning as per industry
• 14) Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship.

Jan 2011 – Apr 2016 · 5 yrs 3 mos · Kolkata

• Responsibilities:-
• 1) Responsible for workforce planning & complete recruitment life cycle for PAN India. The job requires efficient hiring with key focus on hiring metrics like TAT, Source Utilization, Requisition Vs Hired, and Cost of Hire & Quality of Hire.
• 2) Closely working with the functional head to forecast the manpower plan for the respective departments
• 3) Design and develop recruitment strategy based on the manpower projections received from functional heads
• 4) Identifying critical, unique/niche & mass positions for building a talent pipeline
• 5) Recruitment Channel Management – Identifying and developing innovative channels for recruitment in addition to the conventional sources of portals and consultants
• 6) Responsible for end to end recruitment process – from screening to successful joining of the candidate
• 7) Managing effective and smooth on boarding of new hires as per defined process to ensure their acclimatization to the organization for better engagement and stability & assimilation to the organization.
• 8) Spearheading the entire activities including on boarding process, joining formalities, providing orientation, induction to new recruits
• 9) Prepare and analyze recruitment MIS on a regular basis to keep a tap on the TAT for closure of each position and also to ensure control on hiring cost.
• 10) Drive campus recruitment for various positions across functions.
• 11) Handling the background verification for new hires & conducting Due diligence check of background verification reports

Apr 2010 – Jan 2011 · 9 mos

• Altogether completing the entire cycle of Recruitment being Screening of Prospective Resumes, Validating the Candidates, Forwarding their CV’s to the Client, Scheduling Interviews after getting results of Shortlisting from Client, Follow Ups till the Joining Of Candidate, Invoicing As per CTC and Rigorous Payment Follow Up Within the Restricted Bucket