Mar 2019 – Oct 2019 · 7 mos · Dubai, United Arab Emirates

• 1. Talent Cycle: Support the implementation of AMI’s talent management cycle, providing guidance to entity and regional HR BPs in the preparation of career committees inline with AMIs TM strategy, tools and practices
• 2. Succession Planning: Analysis of Succession Plan health status with entity & regional HRBPs to identify functional talent gaps, utilising digital HR systems including Workday.
• 3. Performance Management: Lead the performance management process for the AMI region from objective setting to End-of-Year closure.
• 4. Development Programs: Management of talent development programs including AMI’s graduate scheme and Career Development Mentorship Program
• 5. Diversity: Support the generation and implementation of AMIs diversity strategy including the Women at Nissan group.
• 6. TM Analytics: Working with AMI’s Strategy & Workforce Planning team, generate monthly analytics for the TM function including employee demographics (age profile, diversity), key talent tracking including attrition rates and global key projects implementation status
• 7. Other: AMI regional executive announcements, Executive onboarding and yearly TM projects

Feb 2018 – Mar 2019 · 1 yr 1 mo · Dubai, United Arab Emirates

• Working in close partnership with Functional HR Business Partners, taking the lead in ensuring a successful Talent Acquisition process is implemented & applied for the regional headquarters and in line with the regional strategic recruitment strategy for Africa, Middle-East & India
• Supporting the Talent Management team & Functional HR Business Partners in the development of a robust talent acquisition process both for the regional headquarter office & strategic recruitment taking place across the region.
• Manage the full recruitment process in conjunction with functional HRBPs including hiring manager & agency briefing, CV shortlisting and interview arrangement.
• Manage the reporting process for talent acquisition, working with entity HR teams across the region to collate and analyse data.

Feb 2014 – Jun 2017 · 3 yrs 4 mos · United Arab Emirates

• Part of a very eminent talent acquisition firm –Mindfield Resources based out of Dubai and I am delighted to share some more details of our journey in talent acquisition . We have been doing extensive work In hiring talent across all functions across industries from a mid to senior level across the Middle East and Africa region. A bulleted overview of our core strengths as we are NOT only about reactive recruitment.
• Contingency recruitment across all functions from a mid to senior level.(Middle East & Africa + India + Iran).
• Achieving KPIs defined by clients on driving diversity of gender / thought / nationality to create a strong bench of diverse talents. We have worked on hiring “thought leaders” for newly created center of excellence or newly initiated projects where the search was centered around hiring candidates with niche skills and experiences spanning developed and developing markets.
• Project based hiring needs wherein clients were setting up their own distribution networks and teams had to be put together.
• Retained searches for niche hiring needs.
• Talent Mapping across markets and pre identified functions to create a pipeline of high potential talent for clients who are driving growth agendas in certain markets and need the best caliber of local talent to replace the expat population. Currently we are engaged in mapping South Africa and Nigeria for a top notch multinational FMCG organisation.

Dec 2012 – Oct 2013 · 10 mos · Mumbai Area, India

• End to end recruitment experience including brief taking, screening, and competency based interviewing and offer management.
• Sourcing suitable candidates via posting, sourcing, referrals and job portals, Head Hunting, LinkedIn and other relevant sites.
• Handled full recruitment life cycle process for IT and Non IT Clients.
• Staying abreast of market practices and trends
• Ability to build lasting relationships with business leaders and managers.
• Ability to handle high volume recruitment.
• Ability to define and build talent acquisition process and strategy
• Ability to delegate tasks to team members where appropriate
• Working on Individual targets
• Sourcing profiles in different skill sets.
• Evaluating the profiles and conducting the initial round before forwarding the same to the client
• Conducting Employment / credentials verifications
• Maintained the entire database for future exercise.
• Client Management
• Maintaining relationship with clients for retaining and enhancing business.
• Relationship building, generating more business from existing clients, Understanding the Client's manpower requirements.
• Taking requirements from client & ensure fulfillment of the expectation of management, candidate and the client within the stipulated SLA / TAT
• Managing service operations for rendering and achieving quality services; providing customer support by answering queries & resolving their issues, ensuring minimum TAT.
• Assessing the customer feedback, evaluating areas of improvements & providing critical feedback to the associates on improvements and achieving higher customer satisfaction metrics.

Jun 2011 – Jul 2011 · 1 mo · Mumbai Area, India

• Wrote policies for the prevention of sexual harassment at Worldwide Media
• Worked extensively on job descriptions
• Researched and designed three different formats/ proposals on different employee motivation and recognition programs within the media industry
• Involved in the day-to- day HR processes of the company including recruitment.

Jan 2011 – Dec 2011 · 11 mos · Greater Chicago Area

• Assisted with training and staff development duties, in the Organizational Development department.
• Coordinated newly launched Employee Suggestion Programs including database management and project management. Other responsibilities included assistance with Leadership Institute projects and training sessions and coordination of OD’s training programs
• Facilitating Talent management and talent development activities. Help extensively in recruitment activities.
• Identifying hi-potential candidates at senior and middle level and preparing their individual development profiles with consultation of leadership team.
• Facilitating employee engagement survey and ensure effective action planning with respective managers.
• Created focused action plan at enterprise level for the business group and the leadership team.
• Facilitating 360-degree feedback survey for senior management at business group level.
• Monitoring suggestion scheme and ensure evaluation of the suggestions as periodic review.
• Training
• Organizing & facilitating induction training for all the new joinees through successful recruitment programs,
• In-house co-ordination for design and development of technical training programs as per the identified need.
• Organizing extensive technical training programs and on job training programs for the Graduate Trainees newly into recrutiment