Amit Gautam

A vibrant performance-driven professional with over 23 plus years of experience in heading & driving HR Operations, Talent Acquisition and Business Partnership committed towards the growth of people within the organization. Proficient in handling all aspects of HR including Talent acquisition, Talent Management, HRBP, Employee Engagement, Employee Relations, Discipline Management, Manpower Planning & Recruitment, Executive Development, Performance Management, etc. Driving Strategic HR initiatives to realize bottom-line results and enhance employee engagement in the pursuit of organizational objectives across diverse set of industry. Additionally, I have experience in recruiting top talent from prestigious engineering institutes such as NIT, IIT, and top-tier management institutions.

• Setup the complete HR functions in the previous 3 employment.
• Organized succession planning workshop for developing future Managers and Leaders.
• Design the various HR policies as per the requirement of the organization.
• Drive the various employee engagement initiatives.
• Draft the policy on the deferred bonus for the leadership and second leadership team.
• Drive the organization managerial development workshop with Quadrangle.
• Drive the 360 feedback for the leadership.
• Design & Develop the training programme for various levels of employees in the organization.
• Handle the campus interview; drive the talent acquisition and talent management.
• Design the 5 years incentive scheme for the leadership team.
• Awarded as best performer of the year and Champion of Learning Development.

• 2 days of Leadership Training by Lee Hecht Harrison.
• Dynamic Leadership in VUCA World by Possiblers.
• Incredible HR by Possiblers.
• Provident Fund, ESIC, Bonus & Gratuity by Princeton Academy.

• Developing and executing a successful campus recruitment strategy is crucial for attracting top talent from universities and colleges. Here's a more detailed breakdown of how to approach this responsibility:
• Collaboration with Business Leaders and HR Business Partners: Begin by engaging with business leaders and HR business partners to understand the specific hiring needs of the organization. This collaboration helps align campus recruitment goals with broader business objectives.
• Market Research and Analysis: Conduct comprehensive market research to identify trends in the job market, including industry-specific demands, skill sets in demand, and emerging roles.
• Analyze the competitive landscape to understand how other companies are approaching campus recruitment.
• Identification of Target Campuses: Work with stakeholders to identify the target universities and colleges where the organization wants to recruit talent. Consider factors such as the quality of programs, location, and diversity.
• Building Relationships with Educational Institutions: Establish strong relationships with career services, placement offices, faculty members, and student organizations at the target institutions.
• Attend career fairs, networking events, and industry-specific conferences hosted by these institutions to build rapport.
• Strategic Planning: Develop a clear and well-defined campus recruitment strategy that outlines objectives, timelines, and key performance indicators (KPIs).
• Set specific hiring goals and expectations for each campus and program.
• Employer Branding: Develop and promote the employer brand to students. Highlight the company's values, culture, growth opportunities, and unique selling points.
• Organize events like leadership sessions, pre-placement talks, and industry-specific workshops to showcase the company to potential candidates.
• Diverse Sourcing Channels: Utilize various sourcing channels, including campus job boards, online job portals, social media, and employee referrals, to reach a diverse pool of candidates.
• Interview and Selection Process: Work closely with hiring managers to design efficient interview processes that assess candidates' skills and cultural fit.
• Ensure that the selection process is transparent and inclusive.
• Feedback and Continuous Improvement: Gather feedback from both candidates and hiring teams to evaluate the effectiveness of the campus recruitment strategy.
• Continuously refine and improve the strategy based on feedback and evolving market trends.
• Metrics and Reporting: Establish key metrics to measure the success of campus recruitment efforts. This may include metrics such as the number of hires, diversity ratios, and retention rates.
• Regularly report on these metrics to business leaders and HR partners, demonstrating the impact of the campus recruitment strategy on the organization.
• Budgeting and Resource Allocation: Allocate appropriate resources, including budget, staffing, and technology, to support the execution of the campus recruitment strategy.
• Compliance and Diversity: Ensure compliance with all relevant legal and ethical standards in campus recruitment.
• Promote diversity and inclusion by actively seeking candidates from underrepresented groups.