Roles and ResponsibilityLeads recruiting and sourcing operations for Accenture Operations across India GU.. Heading a team of 30 sourcing/recruiting specialists across Hyderabad, Bangalore and Chennai who manage agency, social media, digital and strategic recruiting/sourcing with Target of hiring 10000+ professionals annually. Works closely with various leadership teams/stakeholder groups to delivery key results and matrices for the GU/firm.Additionally, my role focusses on defining and setting strategy for meeting recruiting demands for medium and complex systems in line with the Company's business growth and strategy.  Stakeholder Mgt – Conducting weekly 3 (Mon, Wed, Fri) Recruitment review on Demand and Supply. Planning Hiring Events. Team Mgt – Managing a Team size of 30 members. Track and Evaluate Vendor Mgt. Working Capability Maturity Module in achieving future demand needs Focus on strategies to achieve the target with good TAT Time across locations Capability Development and Market Intelligence Channelized the hiring based on the needs and Cost. (with only 12% of vendor utilization)

ALTEN Calsoft Labs is the digital arm of Alten Group, ($2 Billion Company), a French multinational with employee size of 22000. ACL offering next gen digital transformation, enterprise IT and product engineering services. The company enables clients to innovate, integrate, and transform their business by leveraging disruptive technologies like Artificial Intelligence, Machine Learning, Mobility, big data, analytics, cloud, IoT and software-defined networking (SDN/NFV).Roles and ResponsibilitiesHandling End to End hiring for Networking LOB – NISD LOB Streamlining Recruitment System – Streamlining BGV ProcessRedefining Induction process in OrgnDefining SLA’s in Hiring Process.Streamlining Vendor Management and Contract Hiring ProcessTrack and Evaluate Vendor Performance.Refining process flow and introduction of new hiring Technique in the organisation.Work on Organizational Branding thru Recruitment ProcessStrategizing the Reduction of Hiring Cost \ Recruitment Cost.Understand requirements, visualise and draw various process flows with respect to existing or new process improvements.Internal Auditor for QMS and ISMS for Recruitment Team.Democratic, Transformational and Transactional Leader and ManagerManaging a team size of 6 membersInteract with respective Managers to study their resource needs.Expert in Quantity and Quality hiring.Expertize in Market Intelligence, Analysis and SolutionsPresent and negotiate offers to selected candidates and explain all aspects related to it including salary and benefits.Vendor Mgt – Working on Vendor rating and empanelmentCrisis Mgt \ Renege Mgt – Address crisis on drop out of candidates immediately with proper backup planning.Maintain proper TAT and work in minimum cost of Hiring.Team Mgt – Mentoring and motivating the Team for better performance.

Started my careers as Headhunter to Manager in HCL Technologies. Worked in almost all Technologies and Domains. Strategic, Hands-on and People Manager (Team Management). (ERP, Semiconductor,Telecom & Networking, BFSI, MS Technologies, Bilingual (Esp JLPT professionals)Roles & Responsibilities -• Worked for all Major clients of HCL Clients• Responsible for End-to-End hiring of resources. Both Hands on and handling a Team.• To decide on channel Mix for closing the positions on Time.• Worked in almost all Technologies (Networking, ERP, Semiconductor, Microsoft Technologies, BFSI, Software Testing, Bilingual Skills, etc.,)• Specialized in both Just in time Hiring and Bench Mgt (Capability)Hiring.• Market Mapping and Networking is my Major Strength• Strategize the entire recruitment plan and ramped up the work force with multiple tools viz, Job portals, Networking, internal referrals and liasioning with vendors.• Expertise in handling resource requests for all the skills in different verticals.• Designed and successfully implemented recruiting strategies to meet the high pressure critical hirings.• Interact with respective Managers to study their resource needs.• Timely delivery of right kind resources.• Head Hunting of candidates on regular basis.• Present and negotiate offers to selected candidates and explain all aspects related to it including salary and benefits• Address and resolve the grievance of selected candidates in case of any joining issues,• Address crisis on drop out of candidates immediately.• Mentoring the Team.• Handled complete Vendor Management for HCL Axon Team.• Decent knowledge on US Visa processing• Decent knowledge in US hiring (Corp to Corp, W2, 1099)

Operation Efficiency like Business Support to Average Resource Level, Fresher Mgt, Average Employee Cost etc. Bench Management Conduct HR One-one session, Skip Level Meetings, Open house / All Hands meetings with line managers and employees and ensure better employee connect.Attrition Management – Conduct PQ regularly to identify the possible high risk Attrite. Adopt Retention strategies for Valuable Employees.Conduct Exit Interviews, collect employee’s feedback and work out action plan for attrition management and share the same with management.Handle Line Management BU & SBU reviews, corporate reviews on HR Metrics, initiatives work out action plan and recommendations & executive plan.Prepare reports on Attrition Analysis, HR Goal Matrix, HR Score Card, unbilled analysis and provide the same to management to work out action plan and timely decisions.Interface with other enabling functions like training, resource allocation, HR operations & Recruitment teams & ensure effective HR Service & address employee’s queries & grievances on time.Initiate Annual and Quarterly confirmation appraisals, track and follow up till closure with the timelines. Educate employees, line managers & BU Heads on Annual Appraisal Process & guidelines which results in transparency and clarity to the stakeholders.Support line managers & leadership team in normalization & promotion process in the appraisal cycle which involves rating & designation change around a logical discussion.Interface with BU Heads for finalization of compensation increments; Analyse the BU & SBU compensation increase and report management on the proposed change.Identify low performers and roll out Performance Improvement Plan with the support of Line Managers and track it to closure.Handle employee issues & concerns with respect to appraisal & resolve them at the best.

Handly Recruitments for Special Skills and Huge Hires