Antara Sarkar

Business Unit : Integrated Delivery and Sustainment

• Sourcing, Recruitment and Selection

-Coordinate with hiring managers to identify staffing needs & determine selection criteria, support in creating job descriptions

-Source potential candidates through suitable channels ie recruitment vendors, various social platforms and professional networks

-Creating and maintaining trackers & functional TA dashboard

-Collaborate with people leaders to ensure identified talent is developed and succession risks are anticipated, diagnosing causes of employee turnover and implement retention interventions.

• Vendor Management

-Handle the recruitment consultants

-Execute vendor contracts when needed and also tracking the existing vendor partner relationships.

• Campus Program

-Execute the campus program for Graduate Trainee Engineers for IDS

-End to End responsibility for campus engagement, selection process, on boarding, induction planning for India IDS system.

• Digitization of Recruitment Process

-Lead the digitalization of the end-to-end recruitment process, identifying opportunities for automation and efficiency improvements.

-Oversee the implementation and optimization of the ATS, ensuring seamless integration with other HR systems and platforms.

• Business Unit : Sales, Operations and Content Roles for IPL- End to end recruitment including talent sourcing to identify potential candidates through various channels such as job portals, social media, referrals, and networking.-Screening : Review resumes, conduct initial phone screenings, and assess candidates' qualifications and suitability for the roles for corporate hiring and blue collar employees (contractual hires)-Market mapping for competitors for latest trends in attrition and talent landscape for succession planning.

Business Unit : Sales and Operations

-Leading client relationship management with specific Senior leaders and partner to understand business and hiring needs
-Primary responsibility for India sales recruitment, and providing back-up support to peers across APJ region Leading discussions around location, experience and other requisition requirements and utilize data to support stronger decision-making and solve Citrix talent needs
-Directly accountable for executing on Citrix internal recruiting processes consistently and proactively raising recommendations for improvement
-Leading weekly and monthly progress calls for recruitment updates
-Leveraging internal and external tools such as Workday and Tableau analytics to guide and influence talent decisions with use of data Partnering with stakeholders to ensure we fulfill our commitment to superior experience for candidates, hiring managers and agency partners
-Cultivating strong relationship and alignment with HR Business Partners

Business Unit : Information Technology, Clouds

-Identified and screened potential candidates through the organization's referral portal

-Created talent pipelines for proactive and reactive hires

-Reviewed and screened applicant resumes to identify qualified candidates

-Provided timely feedback & clear understanding of interview process

-Coordinated and conducted new hire pre-interviews.

-Managed the sourcing process and ensuring that candidate tracking system (ATS - SucessFactor) is up to date and compliant

-Built out effective/efficient interview processes

Business Unit : Corporate (PAN India)

• Talent Acquisition

-Played a vital role in HR and TA transformation process

-Focused on cost reduction and optimum utilization of available resources for hiring

-End to end Talent Acquisition for filling up open positions in predefined TAT for business verticals

-Expertise of hiring through Self Sourcing (Job Portals and career website), Social Media Hiring (LinkedIn / Facebook/ Twitter), Referrals and Consultants / Vendors.

-Expertise in Industry mapping and Head Hunting exercise for mapping talent for managerial roles.

-Campus Recruitment

• Talent Development

-Created customized reports with Individual Development Plans and analyzed the data to identify high potential employees

-Designed and implemented Employee Engagement Feedback survey based on required organization competencies

-Create, maintain, and update all India Job Descriptions repository for the organization

• Employee Engagement

-Delivered end‑to‑end internal employee engagement plans to inspire and engage employees. Lead employee surveys that also includes in depth analysis & addressing needs.

-Responsible for all aspects related to an employee life cycle from induction and onboarding