Experience

AccessFintech

• United States
• Financial Services
• 100 - 200 Employee

• Global Talent Acquisition Partner (US & Europe)

  • Jan 2022 - Present

  . Working with the leadership team to establish and track ongoing hiring needs. · Collaborate with management to write job descriptions and job advertisements. · Building communities of experienced and non-experienced recruitment professionals, positioning our brand effectively and maintaining year-round contact with localised and experienced talent. · Maintain and evolve employee referral scheme. · Advertising live/available opportunities on job boards, social media, and LinkedIn. · Proactively sourcing new candidates via LinkedIn Recruiter and other software tools. · Developing channels to create employment brand awareness. · Developing social media strategy to support employer branding. · Work with suppliers and partners to develop talent attraction programme. · Conducting first stage screening & interviews to identify candidate suitability. · Supporting the onboarding process with new starters. · Working to business goals and targets to ensure that we achieve our growth plans. Show less



Ananda Publishers Pvt. Ltd.

• India
• Book and Periodical Publishing
• 1 - 100 Employee

• Consultant - People & Cuture

  • Nov 2021 - Jan 2022

• Group Manager - People & Culture

  • Nov 2019 - Oct 2021

  * Homogenize group people policies while keeping the operational differences in perspective.* Build and maintain effective partnerships with stakeholders & business leaders.* Drive alignment across entities to ensure consistent application of processes, principles and programs.* Drive engagement with teams to embed a culture of ongoing measurement, feedback, development,adjustment, monitoring and improvement of People and Culture programs.



ITpreneurs

• Netherlands
• IT Services and IT Consulting
• 1 - 100 Employee

• Manager - Human Resources

  • May 2018 - Nov 2019

  - Develop Human Capital Strategy and tactical programs; in alignment with the annual plans / priorities of the business - Support and participate in the business strategy by bringing in the people context - Define the operational framework for the delivery of services provided by the Cross Entity service delivery teams based upon the defined business and HR strategy in the business - Adapt, communicate and implement the strategic direction of HR operations to ensure adherence to global policies and processes - Build and maintain effective partnerships with stakeholders, with Business leaders and within HR – both global and local - Advise top management of the businesses on HR imperatives - Drive alignment across entities to ensure consistent application of processes, principles and programs - Ensure the effective delivery of the HR processes – Talent Acquisition & Management, Reward, People Advisory support, Employee life-cycle management, Leadership Development, Change Management - Develop/drive/participate in a broad range of HR processes, primarily by defining requirements, providing business insights, setting priorities, reviewing solutions, providing planning input and communicating to business leadership - Manage People connect programs, run employee diagnostics, drive engagement initiatives, talent retention programs etc. - Develop and manage HR & Admin budgets - Identify and drive continuous improvements to the scope, performance and cost-to-serve of each team - Lead initiatives and work with the Stakeholders to improve the end-to-end HR delivery processes - Accountable for driving consistent, standardized and effective service delivery of HR processes - Drive development, adjustment, monitoring and improvement of HR programs Show less



JSIMPLE

• United States
• IT Services and IT Consulting
• 1 - 100 Employee

• Manager-Human Resources

  • Jun 2016 - May 2018

  - Responsible for end to end HR functions. The role is a mix of Business HR & Generalist role which requires agility to think and act across the operational, tactical, and strategic spectrum of Human Resources function. - Collaborating with the leadership team to develop a solid understanding of the business environment. Thereby, being able to design and deliver various HR processes and programs aligned to the short & long-term business goals and in line with overall HR strategy of the organization. - Conduct weekly meetings with respective business units. - Consult with line management, providing HR guidance when appropriate. - Manage and resolve complex employee relations issues. Conducts effective, thorough, and objective investigations. - Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). - Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. - Provide HR policy guidance and interpretation. - Develop contract terms for new hires, promotions, and transfers. - Assist international employees with expatriate assignments and related HR matters. - Managing the talent activities in close partnership with the managers including Talent Management, Performance Management, Succession Planning and Employee Life Cycle Management including Employee Relations. - Identify training needs for business units and individual executive coaching needs. - Participate in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. - Managing the performance management processes such that managers are coached on effective feedback mechanisms to drive a high-performance culture. Show less



Earth Infrastructures Ltd.

• India
• Real Estate
• 700 & Above Employee

• Assistant Manager HR

  • Nov 2011 - Jun 2016

  - Defining & deploying Organizational Values, Business Ethics and Code of Conduct - Defining & deploying recruitment, performance management, learning & development practices - Creating & driving formal open communication forums between leadership and teams below - Designing & conducting employee workshops on HR knowledge sessions of PMS, L&D, Values etc. - Activating the brand launch internally to employees - Contributing to create a web presence for the organization - Strategizing and implementing Performance Management Process, manual and automated - Administration of Employee Engagement Survey, action planning of results and implementing key findings - Supporting the business with right hiring, on boarding, induction and performance evaluation of team members - Designing & implementing recognition platforms for employee achievements Show less



Right Step Consulting Pvt. Ltd.

• India
• Staffing and Recruiting
• 1 - 100 Employee

• Executive-Client Engagement

  • Sep 2010 - Oct 2011

  - Understanding the client organization with regard to existing business activities, organization structure, culture and future growth plans - Mapping position specific competencies including job title, deliverable, principal accountability and other relevant details - Developing a Sourcing Strategy that draws up a target list of appropriate industries and/or companies from which to recruit and utilizing our network, along with our database to develop a list of most promising candidates within these companies. This is presented to the client as a comprehensive list of people we intend to approach. Resumes are shortlisted using Internal Database, Job Portal, Job Postings, Head Hunting and Networking Sites, References etc. - Establishing Contact once we have determined a mutual interest in pursuing specific candidates. Candidates are contacted and apprised of the opportunity for eliciting their interest in the position. Candidates are screened through telephonic and personal interviews. - Evaluating candidates with the aim of determining a profile match with the job, their career aspirations and suitability in the context and culture of client organization. Negotiations for the final candidate’s compensation requirements and if required, assist in completing the hiring arrangements. - Post-joining follow- ups with the client and candidate ensuring smooth transition. Reference check of candidates to ensure their authenticity and relevance. - Client Engagement to ensure speedy and smooth transactions with the client. work under pressure with demanding clients Show less



airtel

• India
• Telecommunications
• 700 & Above Employee

• Summer Trainee

  • May 2009 - Jul 2009

  Project Title: 1. Reviewing the attendance management system at Bharti Airtel 2. Studying Talent Acquisition at Bharti Airtel Key Deliverables: • Monitor the current attendance system • Identify reasons behind resistance to change. • Motivate employees to use access cards. • Identify reasons behind employees coming late. • Suggest rewards and punishments, which can be given to employees so that they take the system seriously. • Study the talent acquisition strategies of Bharti Airtel. a. Young leader programme b. Talent market share. c. Recruitment through shared services. d. In depth study of CBI and OPQ Show less