Learning & Development To Organize , facilitate & Coach Cross function line Managers/Middle Level Management Exectives in the factors influencing HR and organisational design and people developmentProvide learning and development programmes that support the business strategy and develop employeesTraining & Development *.Designing and organising induction training sessions for new employees. *Ensuring specific Induction for new recruits & also Induction for fresher’s in order to create awareness on Organizational structure, Organizational policies Identifying training needs. Coordinating technical training at Centre of Excellance ,COE MIDHANI for training in leadership, motivation techniques, team building, interpersonal communication, time management, personality development, organizational behavior and culture of an organization.*Analyzing the Competency Gap and training needs identification at various levels and organizing in house training program*Allocating employees to projects depending upon their expertise, facilitating learning & career growth in-terms of higher roles & responsibilities.*Competency Mapping – Created competency framework for operational & supervisory levels. Introduced the Behaviorally anchored rating scale to bring objectivity around gauging competencies *Responsible for designing and conducting Behavioral interventions like PBL (Performance based learning workshop), Success through people “workshop, Conflict Management, Stakeholder Engagement & Communication, Time management, Planning & prioritizing etc*Conducted outbound trainings like TLDP(Team leader Development program)*Played a critical role in creating a Coaching culture in the organization by up skilling supervisors on how to conduct coaching Played a critical role in designing & executing cultural transformation with various themes of training (NIPUNA, PARICHAY, PARIVARTAN(Mid-career Training Programmes) respectively.

HR Process alignment to Business goalsReview and Monitor Employee Engagement initiatives: HR Shared service in managing the complete “Employee Lifecycle” and ensuring amicable relations between management and employee by introducing participative schemes and practicesExperience in automating HR processesExperience Proficient in managing and designing a reward and recognition system, performance management, employee relations, HRIS implementationDesign Achieve performance goals and objectives in line with the network-wide vision and goals.Communicates policies to associates and become the primary information source for staff; following-up to ensure compliance and consistency; taking corrective action as necessary and documenting the issue and actions takenTrack record of successfully leveraging teams with abilities in motivating and bringing diverse teams /prioritize to a common solution organizational transformation process

Driven Recruitment Strategies to effectively contribute to the Business growth and Organizational Staff Augmentation goals.Subject matter expertise in the recruitment lifecycle process & Resource Management.Expertise in Recruiting & Selection activities covering manpower forecasting, designing hiring plans, Resourcing, co-ordination, HR interview, negotiation and Internal Resource ManagementMaintaining RAG (Requirement, Actual & GAP) & ensuring to hire within the budgeted numbers.Involved in Complete Recruitment Processes to seamlessly integrate the needs of multiple stakeholders ranging from the candidate to the Hiring Manager and the top management.On-line Web Media strategies & internet search technique/Social-Media to guide effective candidate retrievalDevelop cross-organizational linkages, comparison to benchmarks, utilization analysis, and performance tracking versus budgetResource & Capacity Management: Played various roles as part of R&CM from Demand to Fulfilment. Key role of Stake Holder Management, Bench Management, Utilization Management, Vendor Management respectively.Key Leadership Organization Strength :KPI Partners is the largest and most experienced consulting firm focused on Oracle Business Intelligence Enterprise Edition Plus (OBIEE +) and Oracle Analytical Applications. Most of our talented and experienced staff comes from years working at, and with, Oracle product management, engineering, expert services, and the analytics competency centers at Siebel, Hyperion and Oracle.The founders of KPI Partners were early pioneers in many packaged BI Applications companies, including Siebel, Informatica, Epiphany, PeopleSoft and Cognos, and were intimately involved in driving the architecture of the packaged analytical applications .

Developing and delivering strategic resourcing plans for internal clients, to produce high quality candidatesResponsible to provide end-to-end solutions to manpower requirements right from demand planning and forecasting resource requirements, understanding the current pyramid utilization, business rationale behind hiring while highlighting recruitment challenges if Any.. This is across BU’s & Practices Responsible for working with Business Leaders and hiring managers to forecast the demand and define recruiting plan quarterly/half yearly/yearly.Driving recruitment metrics(Fulfilment, TAT, Cost per Hire ,Offer-Joinee ratio, source/channel mix, company tier mix, Diversity Mix)Interface with Hiring Managers to understand and validate the demand.Monitoring, reviewing and assessing the development of the recruitment team members. Offering support and guidance to manage workflows. Accountable for managing the mid and Senior Leadership level recruitment function for various practices from search, selection, assessment and onboarding activities. Building and Strengthening the market research, pipeline building activities, proactive engagement process with active and passive candidate pool Review and build a Recruiting framework for mid and senior level recruitment function. Driving and implementing various Recruiting processes like demand forecasting & management, Sourcing strategy, negotiations, vendor management, candidate engagement processes, refinement of evaluation criteria, definition of service level metrics etc. Managing relations with internal customers, partnering with them in workforce planning and execution of the Recruitment processRepresenting Recruitment in various discussion forums with BU Head & Delivery Executives.Execute proactive recruitment plans based on RFPs and build a pipeline of possible submissions.

We are the IT pioneers into product Development, Oracle certified premium partner, EiS Technologies provides reporting solutions for E-Business Suite etcLogon to our Web www.eistech.com The KRAs of the current position is: HRBP Role (Human Resources Business Partner)Conducting Business Process review by analyzing the current Process, Mapping/Documenting process flows, Appraisal of decision-making cycle, etc.Assessing the effectiveness and efficiency of Business Processes & Providing Recommendations for improvisation, evaluating & strengthening internal control systems /Strategic Policies & ProceduresPlanning recruitment model and defining Strategy to get into the board the Manpower required.Planning Recruitment Action Plan for the month based on the raised SO’s for different Delivery Units.Hire from the best & the most cost-effective channelsMaintaining reports metrics on all steps in the recruiting process (i.e. source mix, cost per hire, offers, hires, declines, ratios, etc.)Preparing Quarterly recruitment event calendar and drive the recruitment teamMaintaining MIS of all the recruitment reports for the month, quarter and annual hiring. Calculating the percentage hiring from different sources (Consultants, Direct, and Employee Referrals). Regular review of the existing recruitment process to enhance overall productivityInteract with Project Heads of various departments and understand growth plans internallyMonitoring & guiding the team towards TargetResponsible for vendor management, Quarterly review of the vendors in terms of their target met, quality of candidate supplied and getting their invoice cleared.Revamp and design the new induction process for the organizationInvolved in organizational HR initiatives like Performance Reviews, Career progressions.Instrumental in introduction of new employee engagement initiatives

The KRAs of the current position are:Formulation & Implementation of HR Policies: Redesigned and updated Employees Manual, Induction Manual, formulated and implemented Performance Linked Incentive Policies, Employee Referral Scheme, Performance Management System, Manpower rationalization, Role Dictionary etc with the help of senior management team. Responsible for ramping Microsoft Service Practices/BOT Models hiring on location perspective and across delivery centers in IndiaDeveloped and implemented recruitment strategies and programs.Prepare Quarterly Recruitment plan based on the business Preparing Quarterly recruitment event calendar and drive the recruitment operations team.Collaborate with the Delivery Managers to strategize and meet their hiring numbers.Responsible for taking complete ownership of the entire Recruitment Life Cycle.Understanding and gathering the requirements from different BU leads and making strategies and hiring plans accordingly.Collaborate with practice leadership to assess needs, develop strategy and implement work plans to meet the needs of various sectors & practice areasResponsible for interviewing, hiring decisions, candidate salary negotiation, offers, and declinesInducted new campus hires in the organization Involved in organizational HR initiatives like Performance Reviews, Career progressions.Conduct employee engagement and retention initiatives.Organize leadership HR town halls across India locations. Worked together with the recruitment team on the Cross Entity Transfer Program and facilitate internal transfers.Managed the RnR program for the business enabled function.Partnered with Function Heads/supervisors to provide seamless HR support across the globe Presented monthly HR Scorecard and demand management dashboard to the internal business and HR stakeholders..

Handle all key clients and develop a strong relationship with the key decision makers.Identify the vital few clients and develop a strong and deep understanding of the requirements closely.Map the market in terms of the availability of different skills across domains and vertical across companies and get market information and share the same with the team.Involved in all day-to-day business activities, such as identifying potential opportunities for the client relationship. Pre-screening, Initial discussion, Interview Coordination, Post Interview works.Client Interactions - As a Technical Recruiter I was handling the Complete Recruitment Life Cycle- Sourcing, Short-listing Profiles, Candidate Tracking, Technical Interviews, HR interviews, Reference checks, and Follow-ups after joining.Played a key role as a technical recruiter managing both aspects of recruitment hiring and building relationships with clients.Weekly meetings with the DU Heads for their resource requirementsInteracting with the technical / project managers for technical interviews & requirements.Initial screening and validating the profiles based on qualification, years of experience, number of implementations, consistency in projects and team sizeRecruiting for all levels of candidates, from Developers to Project Managers.Co-ordination with a Technical panel, schedule the interviews and collect the feedback.