Heading the Talent Acquisition in the Market Area Middle East & Africa with key strategic priorities such as Talent Attraction, Gender Diversity & Inclusion, Localisation, Leadership Hiring. Ensuring seamless and compliant recruitment process to offer great recruitment experience to candidates, hiring managers and recruiters. Empowering people with technology enabled solutions and partnering with global talent acquisition and business function.

Global Recruitment – Middle East & Africa, Southeast Asia & Oceania Background Verification – Extended background check using third party and ensuring 100% ABC checks. Offer and Onboarding – Centralized offer and onboarding process for global geographical location to provide standard and seamless onboarding experience and higher offer to joining ration. TA Reporting & Analytics – Using Success Factor, Tableau, PowerBI and excel delivering meaningful insight which helps in reducing recruitment timelines and increasing gender diversity and recruitment experience. Recruiter’s performance management and Capability Development – Using Realtime access of performance data, workload review and strong business continuity process, created sustainable model of team performance with increase in any hiring volume. Time to time role play and upskilling help greater accuracy and high performing team culture. Cost Optimization through non-conventional approach – Using various non-conventional approach optimized the cost in the recruitment and one of the most productive team in the whole company. Global Internal Mobility – Promoting culture of job rotation and internal mobility through pushing internal job marketing and guiding employees with the appropriate counselling and feedback to make them placed in potential succession. Recruitment Technology Implementation – Cloud based world class technology enhancement, testing, rollout and implementation using training and communication to the organization. Technology adoption which is powered by AI.

Talent Pipe-lining - • Identify & Analyze critical roles and Characterize the necessary skills & competencies for business success.• Bearing in mind needed skills, competencies, and talent profiles - mine information on past applications in the candidate database to identify matches and assess the potential of external hires to fill critical roles• Identify platform or forum, Internet Media and social networks that match the critical role profile.• Also work with hiring managers and employees for relationship-building.• Analyze sources that have been successful in the past to develop a targeted sourcing strategy for external candidates based on ideal-candidate profiles, needs, and historical trends• Seek out talent that can fill critical roles, and capture information about those people’s knowledge, skills, and experience in addition to contact information for ongoing communications• Use the talent pool database to track internal critical role candidates as well as external candidates.Talent Acquisition Partnering - • Provide Context and purpose: Tie sourcing goals to business objectives via quality intake call with the hiring managers • Demonstrate the impact hiring managers can have on the recruitment process and make it easy for hiring managers to get involved • Ask and provide consistent feedback from hiring managers and candidates. • Continuous candidate engagement with the quality content and timely updates Recruiting Governance - • Auditing day to today recruiting activities to compliant with the set of process and standard. • Dashboard preparation to report aging of requisitions, Time to Fill, KPI & SLA and hire in progress. • Recruiter Performance dashboard which covers time & efforts putted, candidate conversion rate, candidate engagement level and hiring manager satisfaction rate. • Knowledge sharing or coaching or training to recruiters and hiring managers upon recruiting trends and practices

Region SPOC for Global Internal Mobility: Leading team and managing day to day Talent Acquisition Operations Delivery for more than 5 countries Documentation & Process Compliance:  Compliance on weekly, monthly meeting with internal and external stake holders (Manager and Team): MoM to be captured for all meetings at regional, GSSC and global level (Manager & Team).  Updating of trackers: All work related trackers are updated real time, Closure of follow up action on all work in progress items (Manger and Team) Adhering Checker & Maker process to make sure error free operations  Reporting Incidents and making sure the further course correction. Coordination & Team work:  Business Continuity Program: As designed complying work on similar Ways of Working for e.g. should follow same folders and email formats New process improvements, Knowledge sharing & Calibration with in team: Ensuring fool proof back up on all sourcing and coordination works within the team (An Audit of that back up person will help to know preparedness and coordination between team) Mentoring Team and motivating them to achieve their career objectives and goals.  Delegating task as per the skills and availability in order to efficient & effective delivery.

Internal Mobility (Hiring): Managing end to end internal mobility/hiring. Starting from Requirement understanding till closure. Salary Setting & Offer Process: Basis on Interview Feedback and Hiring Inputs received setting the salary & benefits according to the regional salary setting guideline for qualified Incumbent. Drive Offer Process using right offer template and correct offer inputs with zero error. External Sourcing & Talent Mapping: Develop and maintain a network of contacts to help identify and source qualified leads for current and future positionsResearch and develop new ways of using the Internet for recruitment.Maintain/update all external job boards(Career page, Linkedin, Local Job Board), as needed Thoroughly utilize ITM/Successfactor to appropriately track and update status and interactions with potential candidates Projects & Workshop:Dialog Action PlanningEmployer Branding UAT of HR Tools like SuccessFactor(ATS) and HRMS SAP P06, PA20 Cross Region TrainingBest Practices – Linkedin Talent Solutions: Attended a full day session “best practices – Linkedin Talent solution” in a presences of the entire cross industries HR Specialist. Covered important areas like - Search (“Conceptual Search”, “Boolean Search”, “Implicit Search”, “Indirect Search”)Importance of Passive Talent Do’s & Don’t of writing a mail/message on LinkedinTalent PipelinePosting Jobs over Linkedin

Manpower Planning & Recruitment:  Planning human resource requirements in consultation with heads of different functional & operational areas within approved budget. Managing recruitment for sourcing the best talent from various sources as per requirement of the organization-Job Portal/Networking Site/Social Media/ employee references, Career Job Board, Recruitment Agencies, Application Tracking, updating the status within Recruitment Software (iCIMS) Explain the Interview Process to the candidate with Job & Company details, Coordinating Interviews with Hiring Manager & interviewing them on HR/Personnel ground to check their Behavior skills like- Interpersonal, Self-Learning & Development, Analytical Capability, Team Work, Time Management, Problem Solving Ability and etc. Offer Negotiation/formulation, on the basis of ratings of all the interviewer and benchmark of the company/industry, Offer Approval Management, and Professional Reference Check. On Boarding & Induction: Ensuring all the mandatory forms are signed and filed. Ensuring all the logistics and access are in place. Sending Introduction/Welcome Mail about New Joinee’s. Managing on boarding process.  Making arrangements for induction and orientation programs for the newly recruited candidates for making them familiar with company culture and activities. Reports & HR Administration  Preparing Monthly reports & dashboard on Project wise/department wise New Joinee, Confirmation, appraisal, transfer, promotion, separation, attrition, education, and training.  Preparing org. Structure, Working relations of all departments. Preparing Headcount Reports, Attrition Reports, New Joinee’s salary report and sending those to Finance/Payroll Invoice Processing for Contractors and Vendors to Finance for further payment Compiling Leave/Attendance Reports and various allowances (shift allowances, deputation allowances) and processing those to Finance

Recruitment /Hiring Contributing the hiring for IT Projects & Support Division with more than 20 hiring’s per month.  Responsible for end to end recruitment within TAT which include Sourcing, Screening, Arranging interviews, Conducting HR rounds for shortlisted candidates, Generating offers and making sure that the candidate is on board in the given time frame. Handled positions for IT infra Magmt.Serv & Support Functions of Org. (HR, Facility & Admin, IT, Finance and SCM) Administration of Recruitment management software (Hire Craft). Preparing MIS reports for the scrutiny of upper management. (Daily, Weekly and Monthly)Post Recruitment Responsible for ensuring completion of joining formalities and initial briefing of new joinees. Preparing New Joiners Report for Payroll Department

 Gathering Requirement from Client & Stakeholder and getting agreement on the Job Requirement.  Performed Recruitment Solution which includes; Sourcing, Screening, Reference Checking, Presenting Candidates, Conducting and Scheduling Interviews, collecting and delivering feedback, negotiating, extended verbal offers.  Making Reports for monitoring the daily work, weekly work and monthly work schedule.  Maintaining the database of the recruitment process.  Engaging successful candidates till the successful conversion.  Relationship Management with the clients, doing follow-up on the payments and ensuring for clearance. Collating Content to put into PowerPoint presentation for further training program