Key responsibilities in my role included Business Alignment, Workforce planning and market mapping.My Responsibility also involved reviewing existing policies, practices and processes within the Talent Acquisition function. My role had a twin objective , first was to scale up and align with the business from an Hr function perspective and second was to transform internal operations within the TA function (Post offer pre on boarding process)Audit, compliance and pre employment engagement verification were a part of my daily activities. In regard to the hiring aspect I was in charge of hiring global talent which gave me exposure to UK and European market. Over and above was handling a team of 5 who would manage the day to day recruitment activities.Metrics, Analytics and preparation of team reports were constants of my role.Role Performed: Team Manager (Team Size: 8 Members)Type of Hiring: Talent Acquisition Operations Transformation & handled the recruitment needs for Consumer/ Retail Banking and Wholesale/ Corporate Banking operations. Positions Hired: Global senior management roles & responsible for the People strategy for the Banking operations division. Function: Talent Acquisition operations, Talent Acquisition Audit (Internal and Statutory), Banking operations hiring Key Achievements • Talent Segmentation – A non linear pro active approach to hiring. Work force segmentation was formulated based on skills, competencies and experience. 1. Built Talent pool 2. Created a Talent Pipeline 3. Designed a Talent Supply chain • Talent Strategy1. Differentiated Hiring Strategy -Train and Hire model 2. Diversity & Inclusion Hiring - PWD hiring Initiative 3. Organization Culture - Code of Conduct Orientation4. On Boarding Program- A candidate experience Journey

Responsible for 360 degree recruitment for both high volume and niche hiring across the Banking operations function (Hired 900+ Employees/ year).Played the role of a Recruitment Lead for the entire Banking Operations (Organization Size: 6000+ Employees) & handled 6 global heads.Managed a team of 4 members and mentored them to be independent Talent Acquisition Specialists. My responsibility was also extended to senior level hiring.The Campus recruitment program launched earlier took a new shape as Graduate Management Program with strong and consistent processes and interview tools. To execute the same I set up an in house team with members from different disciplines and reworked on the overall employee value proposition ( EVP ) for prospective Candidates.Role Performed: Team Leader (Lead a team of 4)Type of Hiring: Lead the hiring needs for the entire Banking Operations space. Positions Hired: Senior Level Hiring & Structured Campus Recruitment. Function: Trade, Cash, Commodities, Payments and Sanctions, Financial Crime Compliance, Compliance due Diligence, Money and Securities Market.Key Achievements• Established strong stake holder management.• Built consistent credibility with the business and co owned their hiring pressure.• Effective team management which translated in good engagement scores.• Designed a strong hiring eco system in the compliance space which helped the organization churn talent.• Attrition driven Demand forecasting which enabled a pro active approach as a team. • The shift from being an individual contributor to a strong team player was established. Challenges • The depth and length of recruitment involved with the given team capacity. • Adherence to internal processes for fulfilling the recruitment need. • Managing team member’s professional and personal growth. • Management of internal team, stakeholders and vendors.

In this role, I was in charge of handling specialized niche skill requirements. I took care of the end to end recruitment in the space of compliance and money market. Given the strong regulatory needs the organization had to strengthen their existing CDD and AML teams. The existing team strength grew by 260+ employees. Understanding business need and the current talent composition were pre requisites before making a hiring decision. Financial Market Operations and Security Services witnessed a migration phase where roles moved off shore. A proper “Talent plan” was devised to meet the emerging demand.Role Performed: Individual Contributor Type of Hiring: Niche Profile Hiring (260+ lateral Employees / Year)Positions Handled: Mid Level EmploymentFunction: Compliance due Diligence (KYC, CDD & EDD), Anti Money Laundering (AML), Financial Market Operations and Security Services.Key Achievements • Understood the Business need and delivered their hiring demand based on mutually agreed timelines. • Market Map the talent available in this space.• Built an effective aggressive sourcing plan. • Engaged with new vendors to partner with the in house team to deliver talent within tight time lines. • Managed the contingencies post selection.Challenges • Demand vs. Supply was a huge challenge given that compliance then was an emerging market.• Understood the talent structure of competitive Organizations.• Had to deliberate and bench mark compensation for talent from varied geographies.• Candidate Engagement post selection was a challenging puzzle.

As an executive and a new joiner to the organization I was responsible in handling junior – mid level recruitment within the Wholesale Banking / Commercial banking Operations. My role began with understanding the internal HR systems and processes coupled with handling volume recruitment. My task was predominantly to on board talent within the stated SLA. Talent identification was not the only task but there were a series of activities associated with identifying the right individual. This meant pre checks prior to interview, the technique involved in selection and post checks prior to on boarding. Given the dependability on this entry level talent, TAT to on board candidates was a critical measure to determine my efficiency. The task was not just to inject talent but the scope extended to how the talent was being identified. Role Performed: Individual Contributor Type of Hiring: High Volume Talent Employment (460 Employees / Year)Positions Handled: Junior Level – Mid Level Employment Function: Wholesale / Corporate Banking Operations & Launching Campus Recruitment ProgramKey Achievements • Derived a scientific method to forecast demand - A proactive approach to meet high volume requisitions.• Created a Talent supply chain to meet the business demand. • Collaborated with the PRB team to re formulate a competitive Market salary to attract Talent.• Constant Brand Building activity in the market.Challenges • Talent attraction, Talent Management, Talent Retention and career progression.• The technique involved in selecting a candidate (Eg: Male vs. Female).• Volume vs. turnaround time to hire with restrictions on the internal capacity utilization.

As a graduate in commerce and a student of Accounts I interned with an audit firm soon after my university. I was practically trained in Accounting principles , performing audit , filing tax and creating client reports. I was assigned with 2 audit projects in my stint and worked with an electricity company and a IT services company.

Interned with a Private Client Group to gain insights on the working knowledge of Capital and Money markets .