• Develop and implement comprehensive strategic talent acquisition strategies tailored to meet the hiring needs of third-party clients.• Align talent acquisition plans with client expectations, business goals, and market demands to ensure the successful delivery of hiring projects.• Lead, mentor, and manage a team of recruiters and business development (BD) professionals, ensuring high performance and accountability across the board.• Set clear team goals, monitor progress, and ensure that all team members are motivated, focused, and aligned with the overall organizational objectives.• Build and maintain strong relationships with third-party clients, understanding their talent needs and providing consultative support to improve recruitment outcomes.• Act as the primary point of contact for key clients, ensuring smooth communication, timely delivery, and addressing any issues related to recruitment services.• Ensure timely and effective delivery of recruitment services by closely managing the full-cycle talent acquisition process.• Monitor performance metrics, including hiring timelines, quality of hire, and cost per hire, and ensure that recruitment targets and KPIs are met or exceeded.• Collaborate with the Business Development team to identify and acquire new third-party clients, expanding the talent acquisition portfolio.• Develop strategies to improve the recruitment process, drive business growth, and capitalize on new market opportunities to achieve revenue targets.

* Managed recruiting efforts for 20+ positions in 3 months, resulting in a 10% decrease in time-to-fill.* Reduced TAT and improved quality of hiring which has improved the client satisfaction.* Mentored the new team of recruiters to start delivering the numbers ASAP.* Hired freshers from campus and trained them to become future recruiters which has reduced overall hiring cost of experience recruiters.* Led & mentored team of 5 Recruiters.

* Revamped & automated existing Talent Acquisition & Resource Management process to speed up the decision-making process across the organization.* Implemented & introduced new referral and internal job promotion/transfer policy attract new talent & motivate internal employees.* Improved hiring quality and streamlined other related TA processes to improve more visibility within the organization.* Led & mentored team of 12 Recruiters and 3 Managers.

· Developed RPO business for US Staffing from scratch to team of 7 within 1.5 years and generated revenue of around 2.5 million Dollars.· Implemented & introduced new retention policy, variable pay system, relocation policy & joining bonus system to attract new talent.· Reduced TAT by 20% & improved hiring quality which has enhanced the client delivery & satisfaction. · Introduced and trained new ATS (applicant tracking system) called ADP to all the HR team members.

· Successfully automated & global rollout of Talent Management process (Objective Setting, Performance Management, L&D & Talent Development).· Automated Campus Recruitment has improved the efficiency, speed, decision making, offer process by 50% during campus drive.· Reduced overall Recruitment TAT to 40% down (65 Days) within 6 months by implementing new recruitment strategies of referral & relocation policy / IJP.· Revamped the entire employee policies and procedures to support the vision and mission of the organization.· Automation of processes has made it cost-effective, simpler, easy to store, access & manage (paperless), transparent & faster across organization.· Actively involved in the job evaluation process based on the Hays model to assign the right job and proper grade to all the employees across the organization.· Implemented a new psychometrics assessment tool (Mettl) for new hiring and identifying Hi-Potential’s existing employees.· Ensured 100% compliance achievement for PF & ESIC in coordination with internal HR team.

· Introduced & implemented new H1B hiring process by exploring new avenues of hiring like Singapore, Malaysia, Philippines & Dubai.· Trained & revised the existing immigration practices/SOPs which led us more than 95% visa stamping rate by conducting detailed mock interviews.· Created new SOPs for conducting interviews to offer process also tie-up with best third-party vendors for PAN India & Overseas hiring.· Introduced new H1B hiring process by exploring new avenues of hiring like Singapore, Malaysia, Philippines & Dubai which has improved hiring by 50%.· Automation of processes has made it cost-effective, simpler, easy to store, access & manage (paperless), transparent & faster across organization.· Automation of processes has made it cost-effective, simpler, easy to store, access & manage (paperless), transparent & faster across organization.· Ensured 100% statutory compliant in terms of PF & ESIC in coordination with third party vendors.

· Identified new tier 2 / tier 3 cities to achieve the desired target for hiring also reduced the hiring cost 20% to 30%.· Took care of logistics support for the recruitment drive in sync with administration team for smooth execution.· Provided support to new joiners for smooth onboarding.

· Timely closure of all open positions with desired quality to meet the organizational goals.· Formulated & implemented new HR policies related to Recruitment, Referral, Employee Guide from onboarding to exit.· Ensured timely coordination and delivery of client's IT requirements and achieved 95% satisfaction level.· Ensured that organization will be 100% statutory compliant in terms of PF & ESIC in coordination with third party vendors.

• Worked closely with the management team to ensure on-time closure of all open positions to maintain minimal TAT also track future requirements.• Tracked of recruiting metrics (e.g. time-to-hire and cost-per-hire) also implemented new sourcing methods.• Delivered website related projects on-time in sync with team of designers and developers.• Acted as mediator between management and team of web designers and developers so that projects delivered with accuracy and first time right