Planning, strategizing, and providing a vision to hire for engineering roles as well as mentor, grow and sustain the growth for the talent team.Develop scalable closing solutions and ensure operational execution by partnering with recruiting leaders, recruiters, and clients.Work closely with various internal engineering groups to understand business requirements, talent pain points, and consult on talent solutionsPartner with recruiting leaders to drive annual sourcing process, optimization roadmap and ensure the plan is documented, communicated and understood to develop strong candidate pipeline for the engineering roles.Lead, motivate and support a team of Recruiters to successfully deliver on hiring targets and increase productivity.Actively involved in sourcing, engagement, attraction, interview/assessment, selection, allocation, offer closing, on-boarding and candidate experience, and synthesize key findings to propose data driving solutions

Mercedes-Benz – The best or nothing.The world’s most uncompromising quality standard is what makes the Mercedes-Benz.....’ engineered like no other car in the world.• Follow us on Twitter at: twitter.com/MercedesBenz• Follow me on Twitter at: twitter.com/deeptea19• Contact me at dipti.nayak@daimler.com • Performance Management• Talent Acquisition and Development• Training Needs & Roll outs• Strategy Alignment• Employee Communication• Employee Engagement• Disciplinary Issues• Grievance Handling• Policy Implementation• HR Surveys

Recruitment: Partner with assigned engagements, engagement leaders etc, to manage Staffing assignmentsConceptualized and execute staffing plans and in the process sets expectations and delivers ( recruits staff ) within standard SLA’sLiaises with various channels of sourcing - Staffing agencies, Employees for building adequate pipeline of resources for open requirementsConducting interviews for selected applicants based on the behavioural competency levels required for the open position.Understanding internal parity and aligning compensation to new recruits in line with Apple CartManaging the candidate relationship till on-boardingAnalyzes data and provides on time status reports to various stakeholdersComplying with all the Quality Management System (QMS), Business Continuity Management System (BCMS) and Information Security Management System (ISMS) requirements and guidelines of the organizationRegular review of the existing recruitment process to enhance overall productivityGuide and support the team members to fulfill the recruitment target with regular reviewsCoach team on innovative hiring techniques and share best practicesTimely generation MIS reports on recruitment for presentation to the management.Along with team management, will have individual recruitment target.Extensive usage of Job Boards and social Networking site.

HR Business Partner- Mechanical VerticalTo come up with thoughtful strategies, smart questions and a fresh perspective to our collaborative team.Designed comprehensive HR solutions that sustained key business requirements and aligned with the organization’s long-term business objectives.Serve as an internal facilitator for general education, functional, policy/procedure, system, customer service, compliance, sales, skill assessments and developmentBuild engaged, inspired workforce in the business by partnering with managers in the employee life cycle.Assess employee loyalty, retention and potential impact on businessResponsible for supporting and updating a business unit on all employee relations mattersProvided HR advice and support to managers and staff on a wide range of strategic and operational human Resources issuesSPOC to implement business disciplines to lead and influence change at a strategic level across the businessConducting Exit interviews of Leavers

Establishing recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs.Building applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.Determining applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.Thomas Profiling Managing new employee relocation by determining new employee requirements

Responsible for building critical business solutions for Implementing People Soft Tool (Globally) Single Point of Contact for People Soft implementation from Recruitment Team ensure that client’s expectations are met with, keeping the cost and timelines within controlStrategizing the long / short term directions by forecasting the future manpower requirement and designing plans for acquiring requisite skills and competeHelped the BU in building capabilities in India (Manufacturing, Logistics, HP Internal and Communication, Media & Entertainment (CME)MIS reports for Recruitment.Part of WAR Room Worked closely with the executive management team to develop recruiting strategiesManage candidate process and act as a candidate advocate

Responsible for the complete recruitment cycle of IT professionals for all Strategic Business Units (SBU’s) in varied technologies and domains.Devise and implement strategic recruitment initiatives to understand recruiting demand, market recruitment scenario and share best practices to meet multi-SBU hiring needs using best practices.Implement Strategic Recruitment initiatives and strategies to understand recruiting demand, market recruitment scenario and share best practices to meet multi- SBU hiring needs. Proactive headhunting, company mapping, Sourcing, pipeline and extensive Networking/Relationship building.Responsible for research on job market trends and salaries to ensure successfully contract and salary negotiations.

Headhunting, Mapping organizations, networking in the industry, Job sites, Employee referrals and Advertisements.Generating monthly/weekly/daily reports.Handling bulk recruitment and type included Contract, Contract to Hire & Permanent.Screening and short listing the profile. Conducting preliminary and first level of Technical interview. Evaluating the candidate on various parameters according to desired specifications.Scheduling and facilitating interviews

To plan the staffing Strategy for future skill & headcount needsBy using different methods like Head Hunting, database, references provide right candidates. Study the organization and the organization chart in order to see the fitments of the candidate