Balaji L

• Responsible for meeting business growth talent needs
• Put hiring strategy in place in alignment with the business goals.
• Drive expansion projects for South zone
• Vendor empanelment and management
• Drive for digital initiatives and global collaboration for employer branding
• Responsible for performance management for the team and put the development plan in place for improvements
• Stakeholder Management (Handling >250 hiring managers)

Notable Achievements:

* My team achieved the best team of the year in 2018,2019 and in 2021.

* Contained ageing for South Zone below 15%

* Brought down referral percentage from 57% to 41% (Target

* Have handled 10+ Expansion projects and completed them successfully within the given timeframe .

* 2017 -Received a Global Award for Maximum number of hiring done in Abbott.

* 2019 - Receive APAC TA Award for handling an Expansion with Consumer Health division.

As a part of Talent Acquisition – Field HR team, i have handled the entire South zone and supporting business in hiring for various roles like Zonal Business Manager, Therapy Business Manager, Area Business Manager, Key Account Manager, Area Sales Manager for various therapeutical areas.

• Reviewed employment applications and background check reports to facilitate hiring process.
• Evaluated resumes, interviewed and presented qualified candidates to hiring managers and solicited feedback to refine recruiting strategy.
• Built talent pipelines of 2000+ applicants using tailored coaching and education to support efficient and effective hiring.
• Leveraged employee referrals, direct sourcing, Internet applications and recruitment agencies to source candidates for positions.

• Single handedly managed all talent needs of Arvind Remedies from 2013 till 2016
• Have played role of BHR for 450 sales field force.
• Handled end to end recruitment process right from vacancy discussion till BGV Report submission to the VP - HR & MD.
• Researched and analyzed human resources trends and best practices and drove corporate policy changes to optimize business performance

• Leveraged social media platforms and online job boards to advertise open positions and engage with potential candidates.
• Followed up with notable applicants sourced via industry-specific pipelines, events and job fairs.
• Tracked candidates and pushed for feedback on disqualifications, time-to-fill statistics and other variables.
• Promptly corresponded with applicants and coordinated and conducted interviews
• Emphasized job benefits and perks to applicants to improve organization's attractiveness
• Verified applicant references and employment details