• Developed talent acquisition strategy to meet long-term and short-term IT capacity requirement. Key achievement was completing the hiring backlog within 6 months with a high offer conversion rate• Building up IT talent pipeline by creating an external engagement campaign with universities and IT industry. Key achievement was ability create a multi-prong source mix which lower cost of per hire• Launched Open House Graduate Program at LSEG with over 160 hires who were the top talent… Show more • Developed talent acquisition strategy to meet long-term and short-term IT capacity requirement. Key achievement was completing the hiring backlog within 6 months with a high offer conversion rate• Building up IT talent pipeline by creating an external engagement campaign with universities and IT industry. Key achievement was ability create a multi-prong source mix which lower cost of per hire• Launched Open House Graduate Program at LSEG with over 160 hires who were the top talent. • Introduced a systematic hiring process which has in built quality assessments and tools for selection.• Partner with Business Leadership to evaluate recruiting needs, post recruitment effectiveness, to address any gaps in the hiring profiles.• Research demographics and other relevant data to identify sourcing targets that match hiring profile with national, regional and local focus. Successfully introduced traditional and innovative options to improve hiring pool (University-Campus hiring, affinity groups, employee/candidate referrals etc).• Introduced and integrated scalable and repeatable sourcing platforms (LinkedIn, social media, Alumni Networks) into a functional recruiting strategy. • Built/enhance recruitment toolkit (ad templates, collateral, etc) consistent with job profile, employment brand, and sourcing strategies as an employer of choice.• Develop metrics and data management processes to provide recruitment MIS. This helped to assess the effectiveness of sources, make recommendations for process improvement, and generate regular reports regarding sourcing activities.• Working with LSEG developed the Workday Recruiter module to streamline the onboarding process Show less

• Designed and developed the Talent Acquisition function (Inbound/Outbound - voice & non-voice, back office staff and Senior Management) across all operations and non-operations departments while meeting hiring performance targets such as quality of hires, hiring on time and early retention targets• Created employer branding campaigns, Role mapping and pay benchmarking internally to support business feasibility assessments• Constant improvements in the selection processes including… Show more • Designed and developed the Talent Acquisition function (Inbound/Outbound - voice & non-voice, back office staff and Senior Management) across all operations and non-operations departments while meeting hiring performance targets such as quality of hires, hiring on time and early retention targets• Created employer branding campaigns, Role mapping and pay benchmarking internally to support business feasibility assessments• Constant improvements in the selection processes including interviews, psychometric tests, personality questionnaires and various group activities.• Created all frameworks, actions and reporting that supported to achieve the COPC certification. Key achievement would be the constant improvement and maintenance of performance targets• Strong onboarding process introduced to align new hires and to ensure retention across first 90 days• Managed the sourcing budget with agreed Cost per Hire (CPH) while maintaining recruitment capacity as per budget• Drive Employee Engagement/Motivational Activities (Forums/ESAT/Stay Surveys, Exit Interviews, R & R schemes, Team Building etc.) and manage attrition • Creation of policies and SOP’s pertaining recruitment and employee engagement.• Handle disciplinary inquiries, resolve disputes & grievances.• Built a team of strong recruiters with high market demand Show less