Strategic Planning: Collaborating with senior management to develop HR strategies aligned with the overall business objectives of the organization.Recruitment: Overseeing the recruitment process, including sourcing candidates, conducting interviews, and making hiring decisions. Ensuring that the organization attracts and retains top talent.Employee Relations: Managing employee relations issues, including conflict resolution, disciplinary actions, and grievances. Promoting a positive work environment and addressing employee concerns.Performance Management: Implementing performance management systems to set clear expectations, provide regular feedback, and evaluate employee performance. Developing strategies for employee development and career progression.Compensation and Benefits: Developing and administering competitive compensation and benefits programs to attract and retain employees. Ensuring compliance with legal requirements and industry standards.HR Policies and Procedures: Developing and implementing HR policies, procedures, and programs that are compliant with labor laws and regulations. Ensuring consistency and fairness in the application of policies.HR Information Systems: Overseeing the implementation and management of HRIS (Human Resource Information Systems) to streamline HR processes and maintain accurate employee records.Strategic HR Initiatives: Leading or participating in special projects and initiatives such as organizational restructuring, mergers and acquisitions, diversity and inclusion programs, and succession planning.HR Metrics and Reporting: Analyzing HR metrics and data to track key performance indicators (KPIs) related to recruitment, retention, turnover, training effectiveness, and other HR initiatives. Presenting insights and recommendations to senior management.

• Researched, sourced, interview and hire passive and active external candidates for multiple roles.• Build relationships with external and internal candidates for current and future positions• Build diverse candidate pipelines; Ensure hard-to-fill positions consistently have a steady flow of candidates• Full Life-Cycle Recruiting experience generating understanding of the opening, sourcing the right candidate, technical interviews, negotiations, closing the deal, and maintaining the relationship with consultants.• Sourcing candidates for medical devices requirements to our direct clients.• Candidate Engaged, Candidate Approval and Submission sent for review, Resume Submitted to Client, Interview Conducted, Feedback, Offer Extended, Placed-Contract, and Contract Completed.• Sourcing and Screening the candidates as per the requirements over web/email/phone – involves searching for qualified candidates with team members on various job portals.• Pre-screening of potential consultants in terms of their qualifications, work experience, reference checks, and remuneration, etc.• Effectively negotiate pay rates with candidates for contract and permanent positions.• Preparing weekly reports and interacting with Accounts department and team members during weekly meetings.• Formatted resume according to the client’s format and presented the skills of the candidate without any misrepresentations• Portals used for sourcing like Monster, Dice, Career Builder, Zip Recruiter and also using free portals like root jobs, and ladders.• Develop & Maintain new vendor contacts, and build network relations across the Medical industry using social networking sites such as LinkedIn.

Develop and implement recruitment strategies to attract top talent.Source candidates through job portals, social media, and employee referrals.Conduct initial screenings, schedule interviews, and coordinate with hiring managers.Negotiate salary packages and facilitate the onboarding process for new hires.Manage bulk hiring, campus recruitment, and leadership hiring for key roles.