We actively work on executive search mandates across APAC including the Indian Subcontinent (India, Sri Lanka, Bangladesh, Nepal & Pakistan), China, Singapore, Malaysia, Thailand, Indonesia, Philippines, Taiwan, Korea, Japan, Australia, and New Zealand.-> Executive Search - CXO, Board, Leadership-> Consulting - Succession, Assessment, Market Entry, Expansion, and Talent Intelligence-> Executive RPO - Drive efficiency and process quality for mid and senior level hiring

Update and design new and improved recruiting methods from drafting job description to Onboarding process.Implement new sourcing methods by employing methods like social recruitment and Boolean searches.Research and choose job advertising options.Working closely with and advising hiring managers to choose appropriate methods to hire the best talent for the institute.Coordinate the Department Heads and Associate Deans to help understand the hiring needs of the Area and designing recruitment strategies.Build the professional network of SPJIMR through relationships with HR professionals from colleges, premier management institutions and other partners.Knowledge of Applicant Tracking systems and HR DatabasesKeeping track of recruitment metricsForecasting future recruitment needs of the instituteNew join Onboarding - Creating and communication of clear policies and employee handbook

1. Design and develop courses2. Prepare course outlines/ material3. Research based on books, journals, internet, online databases etc4. Evaluate quizzes, tests, examinations, assignments, concept and application classes5. Coordinating with external and visiting faculty6. Coordinate panel discussions, seminars and major business events

1. Executive Hiring:• Worked with Senior Management to understand and review hiring requirements, identifying talent pool and coordinating with staffing teams.• Acted as liaison between staffing team and line function managers• Independently managed a team of 3 external consultants to develop a quality sourcing pipeline of executive candidates• Independent auditor to review personal files of new executive hires of 2011• Proposed city wise batch day strategy for interviewing out of city candidateso Implemented batch days across four cities in Indiao Resulted in quicker turnaround time, reduction in hiring cycle and proved to be a more economical option2. Initiatives:• Initiated a project on streamlining of offer letter preparation process• Initiated contact with campuses for hiring for the finance department for the year 2012

• Performed end-to-end recruitment activities, generation of offers and ensured smooth transition for new employees• Worked along-side business heads and line managers to coordinate recruitment process• Represented Google on campus at 5 top tier colleges: Screened and short-listed from over 1000 candidates• Conceived, planned and presented a new hiring strategy aimed at optimizing the hiring effort of the recruiting team• Successfully planned and conducted 4 batch days with 100 % participation from prospective candidates• Initiated weekly team learning sessions to understand hiring for different business units• Achieved 50% reduction in turn-around time for processing candidates with employee reference by conducting dedicated batch days• Compiled and presented hiring reports to hiring managers and staffing leads

-Liaised with the senior management and functional heads to develop sound employee relations practices thereby improving employee engagement-Organized "Fun at work" activities across business units to develop employee rapport-Engaged teams of sizes 10 to 100 in team building activities such as town halls and "peer to peer" group meetings-Improved customer service rating by proposing an action plan to address concerns around HR related areas-Captured feedback from employees during one-on-one sessions to understand driving factors for unhealthy attrition; presented a report on unhealthy attrition to the senior management-Responsible for grievance redressal and chartering an action plan in conjunction with senior managers to address concerns-Designed and conducted employee orientation programs for new hires to ensure smooth initiation into the organization-Assisted in the implementation of performance appraisal system within the desired timeline-Responsible for resolution of specific policy/procedural related queries and provided solutions within defined timelines.-Development and maintenance of employee databases, HRIS and manual filing systems

• Analyzed and indexed journals according to client requirements • Improved productivity for the team by adopting innovative methods and practices.• Being a consistent high performer, was moved to a more challenging process within three months and also assisted in quality development programs for the team.