What does it take for a business to thrive? In my opinion—people. Too often the biggest hurdle organizations face is finding and developing the right talent.
I am an HR professional with experience working in multi-cultural, dynamic environments across the HR of IT Industry, Financial sector and the Development sector. My core areas are Talent Acquisition, Policies development, process design ,T&D and employee relations. I feel accomplished when I utilize my skillset to facilitate growing companies in building their functional structure and processes.
Early in my career, I discovered the importance of good communication and the power of relationships. My work has always given me the stimulus to improve, to grow personally and professionally, and to help others do the same. I do not doubt that this is best achieved when individuals are immersed in a learning culture that supports collaboration and a team spirit.
How to place the right people in the right position at the right time is a skill which I have polished,and developed over the period of time. Recruitment trends have been changed a lot, and now only recruiters with the " Hunter attitude", "Patience", "Persistance", "Empathy" and "Proactiveness" are the ones who are going to take the lead because it is now all about "Candidate's Expereince"; the best part is that, I am proud to have all these traits and are truly reflective in my work and personality.
If you need any support ,You can reach me at [email protected]
• Custodian of complete recruitment cycle – Position requisition till induction. • Working over standardization of evaluation methods; structured behavioral interviews and assessments in accordance with brand interviewing and selection strategy, incorporating the customer service behaviors. • Talent Acquisition Monthly dashboards and performance reports for senior management review. • Prepares hiring plan (bi-annual) • Ensures adherence to the TA policy and standing instructions as issued time by time by CEO’s office • Ensures that hiring is done within specified TAT • Planning & Execution of Management Training Officers Program (MTOP) which included Program structure design, policies, procedures, sourcing channels and formats as per functional requirements. • Forecasts departmental needs and manages advertisement; Oversees • Oversees the preparation and submission of monthly TA reports; Monitors preparation and management of all relevant documents as per TA policies by team members. • Providing training to team TA over employer branding, communication skills, Personal soft skills development, Competency based interviewing techniques , Use of modern sourcing tools. • Responsible for reporting against Talent Acquisition to senior management. • Custodian of all related policies development, revision, implementation end to end •All content development for employer branding. • Grievance Handling and member of Investigation committee •Developed a Uniform Behaviors evaluation guide of Hiring Managers
• Partnered with senior management to develop and manage an effective succession planning program and organization structures that will best achieve business objectives. • Developed strategic staffing plans and provide complete recruiting support to the company. • Initiated and facilitated leadership development and key talent retention efforts (e.g., succession planning, coaching/counseling, employee recognition, etc. • Reviewed the company policies, guidelines; and supervised the implementation • Closely worked with business units on employee action planning, and regularly update the execution • Partnered with business units in building high performance culture and focusing on polishing leadership skills of team members. • Completed documentation pertaining to policies and procedures and now working closely with business units for deployment of the company guidelines and procedures prepared in compliance with ISO 9001:2015 and Employment laws. • Signatory for all HR matters. Provided coaching and consultative support to management on Employee Relation, talent and performance management, change and people management issues
Serving as a collaborative partner, working closely with Management to assess talent needs, plan and implement a capacity plan, build talent pipelines, and develop recruitment strategies to attract top-level talent • Defining the right sourcing channels and sourcing mix to drive cost efficiencies in the recruitment process along with Implementation of the Social Media Recruitment Strategy, Internal Job Posting and Employee Referral Process. • Managing On-Campus Recruitment drives and building a strong relationship with Academia & 3rd party talent sourcing companies. ● Organizing all recruitment requirements for Manpower addition/replacement from the corporate head office and coordinating with department managers to manage the position’s approvals till onboarding and deliver orientation session. ● Keeping the candidate experience as a top priority & own the strategy and execution for recruiting the best talent into the company, including setting up metrics and goals to hit the necessary objectives to bring talent in-house along with employer branding initiatives. ● Leading other talent-related projects that support retention and morale at the company ● Facilitating employees for matters related to Medical Insurance, EOBI & HRIS. ● HR Representative for Payroll and process final settlements. ● HR Quality representative for all ISO documentation and Audits. ● Principals partnerships renewals and accreditation ● Conflict management & People’s engagement ● Support management through providing them right information regarding HR matters in the form of monthly reports and analysis.
• Talent Acquisition & Employer Branding: Extensively runs an end to end recruitment process and employee functional on-boarding. Gave special focus to alternative talent sources & silent searching. I. Execute complete recruitment & selection process, starting from undertaking manpower requisition from the concerned department till employee onboarding. This includes defining position requirements, discussion over recruiting strategies, job descriptions development, job posting on different job boards, interviews scheduling & all HR documentation after onboarding. II. Maintain relationships with university career offices & various institutes for Job fairs & on-campus interviews to source the best fresh graduates to be hired at different positions. III. Coordination with recruitment firms for relevant pools of candidates whenever required. IV. Manage recruitment drives & all employer branding activities. • Driving Annual HR processes: Goals setting, Mid-year Performance evaluation, Development plans, Employee Engagement Survey, Year End Performance Evaluation, Annual Increment & Bonus Payout programs. • Policies & processes development: In light of Labor & Employment acts, ISO 9001 2015, created a new Human Resource functional structure, policies, standard operating procedures (Recruitment & Selection Policy, PMS, L & D, Travel, Anti- Harassment etc & other supporting documents e.g. employee handbooks.(ISO 9001:2015 Internal Auditor) • HR Operations: Continuous up gradation of employee data in the HR information system while keeping data integrity in mind. Provided guidance to employees on HR policies and processes. I. Manage in-house HR systems like HRIS(HCM), SharePoint (HR Section),e-Leave management system, Biometric Attendance, etc. II. Maintain payroll, employees benefit program (Health Insurance, EOBI, & other benefits) & communicate to the Finance department for all inclusions, exclusions & changes in form of monthly reports.
• Planned and control of the recruitment process from start to finish using the company recruitment grid system. (Receiving request, reviewing job description, posting and sourcing, interviewing, making offer). • Management of career portal and all job board for placements. • Relationship management with universities Laision offices for recruitment and employer branding purpose. • Responded to all employee and line manager employment queries. • Recorded training and absence on internal databases. • Conducted of all exit interviews and relaying information to individual departmental managers. • Reviewed company handbook and company literature. • Maintained and update database of all employees’ information in their respective folders. • General Office administration duties which includes reviewing payable , attendance management, file keeping, travel arrangements ,supervising the working of administrative staff.