Talent Management & Leadership ExpertUnit Size of 4800 with associates working across the geography.- have 2 team members report to me directly and 4 others with dotted line reporting.- Driving 100% Goal Setting and Continuous feedback with associates.- Conduct (on Quarterly) 5-6 Sessions on performance management for the leaders and first time managers.- Review the eligible list of promotion associates and work towards strategizing their career movements. Conduct Talent review with Senior leadership for the promotion process. - Obtain right compensation details with the corporate teams and propose the compensation change with employees and retain them in the organization. have retained 1-2% of associates depending on the available budget.- 100% Closure of Employee Grievances within the stipulated time. - Work with HR teams on bring strategies and actions towards meeting organizational target in parameters such as Work from office, High Talent retention , control on Attrition LTM, utilization of rewards points etc..- Work closely with leadership and Unit head in organizing physical and virtual townhalls. These sessions are conducted for 100% associates in the unit.- connect with 100% new joiners on HR Policy briefing and one to one sessions. - Define targets for the team on HR one to one connects. 80% of the connects are unique associates who were not connected prior. i am also responsible to connect with associates of senior cadre and accordingly work on the action items.- Work closely with Talent Development teams to continuously improve 1 man day of training hours for the associates. - Target and work towards 100% completion of organizational mandatory courses.- In Addition to this, i also conduct 2-3 internal process audits to the HR and Resource management teams.

Leadership & Talent Acquisition Expert· Lead a team of HR professionals. 5 Direct reportees with 25 team members (Team had 14 nationalities).· Enable recruitment strategies to meet the talent demand of the organization. The offers percentage increased 10% YoY. The joining percentage increased from 3% YoY.· Handled end to end HR operations for AIESEC Global internship program for the branch. (10%-15% intern additions Y-o- Y)· Work with the unit leaders, project managers and other key stakeholders on rotation of associates within the delivery center.· Work collaboratively with various stakeholders such as branch HR teams for induction and social security coordination, Branch Admin & transport team for Visa and Work permit coordination.· Increased Direct Source by 2% and intern source to 5% in the sourcing mix.· Signed recruitment vendor contracts across the globe including organizations from UK, Suriname, Romania, Italy and Spain.· Review and onboard business associate and contract hiring through vendors. Brought down the business associate usage by 2%.· Handled ramp ups for project with size between 300 to 200 within 4-5 months’ timeline.· Bring special incentive programme for vendors, internal associates for referring friends and interns. This brought the closure of the position timeline to 30 days for few critical positions.· Work closely with employer branding teams for using Instagram and Facebook for promoting the positions in the market.· Proposed concepts of work from office and hiring from tier2 cities in Hungary.

Workforce Planning Expert · Handled ramp ups for the projects in the unit. successfully handled 1000+ ramp ups.· Shown 10 to 12% Head count growth Y-o-Y within the unit.· 92% to 93% utilization without trainees in the unit.· Validate and work with the external vendors for business associate / contract staffing. Maintained the utilization of vendors below 4-5% for India associates.· Strategize and work collaboratively with all the unit leaders and share the resourcing plan for the fulfilment of internal talent.· Meet the targets defined in the workforce plan.· Work with project teams to maintain healthy Visa utilization across the units.· Work closely with TCS leadership for fulfilling ‘Money on table’ positions.· Discuss and negotiate with Sr associates to persuade for the open roles in the unit.

· Strategize the sourcing plan for the open requirements for experienced professional hiring. This includes IT and ITES Skills.· Coordinate and work with recruiters to understand the requirements and distribute the allocation of skills to the sourcing teams.· 100% say do ratio of footfalls during weekend drives.· Work with larger hiring team to coordinate mega drives where the footfalls are more than 1000+ candidates on a given day.· Work with vendors and distribute the open requirements for the fulfilment.· Direct Source of Chennai branch went up by 1% Q-o-Q and buddy hiring, Chennai stood 2nd highest branch in hiring through buddy program. · Provided more than 100+ market intelligence for business teams to help them understand the market conditions.· Closed senior consulting positions which are high aging requirements for the branch.· Worked for corporate functions such as Admin, Finance and HR for the fulfillment.· As a campus lead (Seasonal responsibility) , work with placement officers and other stakeholders for smooth interview coordination for the colleges. Visited and completed placements for colleges in Tamil Nadu and Pondicherry.· Conversant in using Naurki, monster and Linkedin for sourcing profiles.

Key SkillsTalent Management, Retention Strategies, HR Business Partner, Employee Engagement Programmes, Talent Engagement, Succession Planning, Grievance Handling, Exit Interview, Team Reports, Rewards and Recognition, Group Work, HR Generalist, Team Building, Policy Sessions, HR Training"Strategic HR Business Partner - Life Sciences & Healthcare - Led HR operations for a 1000+ associate team in Chennai, driving business growth and talent excellence- Spearheaded performance management, promotion reviews, and succession planning initiatives to develop and retain top talent- Managed day-to-day HR functions, including employee engagement, career planning, and competency management- Collaborated with senior leadership to drive business objectives and talent strategies- Conducted HR policy awareness sessions, dipstick surveys, and exit interviews to identify areas for improvement and implement proactive solutions- Developed and implemented retention strategies, talent engagement programs, and rewards and recognition initiatives to boost employee satisfaction and performance- Demonstrated expertise in grievance handling, team building, and HR training, serving as a trusted HR generalist and business partner

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