Dibyajyoti Pandey

• Worked closely with organizational leadership and board of directors to guide operational strategy.
• “Seat on the table” Strategic role that requires me to be a part of all key decision making processes within and beyond the functional preview
• Blue sky approach to transforming the talent pipeline and OKR’s ;Setting up a strategic outlook to the talent acquisition pipeline
• Manage Maintain and Deliver on the talent needs for a diverse range of clients from IT to ITES
• Develop recruiting strategies for new businesses in varied geography’s and aim to save cost on current accounts
• Guide the business on talent pools and business locations globally
• Build best in class recruiting models for clients that are scalable and location agnostic
• Manage the retraining and reallocation of skill from areas of plenty to areas of paucity
• Maintain the employee feedback and grievance process while ensuring the individual is supported through the journey
• Create effective feedback loops for the operations leads to nip people issues in the bud to ensure we remain a GPTW
• Monitored office workflow and administrative processes to keep operations running smoothly.
• Managed daily operations while overseeing multiple locations to foster increased productivity.
• Oversaw operations and provided corrective feedback to achieve daily and long-term goals.
• Established departmental performance goals and provided feedback for underperforming areas.

• Manage Delivery across Pune & Mumbai sites across multiple Business Units
• Responsible for implementation & administration of various recruitment programs
• Stakeholder Management & ensure strong business connects with Business Leaders/ Resource Management Teams/HRL’s/ ERM’s & work as their extended team
• Preempt demand spikes and ramp ups and accordingly chalk out effective plans for hiring in partnership with business
• Ensure key targets are met like on time delivery, Fill Rate,Cost per Hire, Cost of Hire, etc.
• Promoting low cost channels to deliver maximum requirement like campus, referrals and Direct to talent (Portals; Social Media; Job Fairs; etc.) maintaining quality of hire
• Check on the hiring process and highlight any deviations from the company policy
• Drive team to be compliant and ensure all processes are followed as per audit guidelines.
• Enable Strategy and Change’s growth through achieving hiring targets on time and suggesting alternate solutions, looking at the competition and market availability of candidates for S&C by creating virtual talent pool. Develop innovative methods to identify prospective candidates.
• Manage customer/partner expectations through a deep understanding of business.
• Work with hiring managers of business units to understand immediate and future requirements in Business Units to regulate direction of efforts.
• Ensure strong understanding of strategy and change’s business requirement through effective liaison and management which helps in understanding their hiring needs proactively.
• Administering disciplinary procedures.
• Leave and Time Management – Checking on daily basis and provide specific input to team.
• Ensure delivery under pressure.
• Highlight risk accounts on time with appropriate data points.
• Ability to map profiles hired to other organizations and quote any challenges/changes needed for hiring those profiles.
• Maintaining quality of hire.
• Analyzing regular feed backs from employee to reduce attrition.
• Articulate in writing a plan with deliverable, timelines and a formal tracking process/reporting/Metrics.
• Organizing for Employee Training and Development Program.
• End to End sourcing for entry level hiring. Distribution of Indents to different vendors & drive them to meet the indents on time.
• Regular market visit for processing and driving vendors to achieve desired results.
• Understanding of every Indent from business as the indent comes in and become an expert to drive sourcing in the right direction.
• Share Information and Priorities on daily basis with all vendors.
• Make new vendors in the regions to keep a tap on the costs.
• To gain the commitment of vendors to assist and support the operations of the business.
• Strategize & leveraging different vendors by rolling monthly schemes, Work with different vendors on different skill-sets.
• Build Relationship For The Long Term so that their help can be taken during tough times
• Ensure key targets are met like on time delivery, CPH, replacement cost etc.
• Negotiate to a Win-Win Agreement
• Work with institution locally that can provide manpower and plan a sourcing strategy with them
• Reduce Vendor dependency by promoting & effectively managing the Direct Hiring teams to minimize hiring cost & effectively manage CPH.
• Make contact with colleges and develop professional relationships with college staff and Faculty to tap in the Fresher pool.
• Develop new and innovative methods to differentiate the Company to prospective candidates, build brand recognition, sell and improve acceptance ratios.
• Support, manage and be an ambassador of firm’s policies and processes.

Hiring Operations:

• Be a part of the core sourcing team and drive different channels for timely delivery.
• Propose hiring solutions for new businesses
• Understand every requirement from Business as it comes in and drive sourcing in the right direction
• Ensure key targets are met like on time delivery, Cost per Hire, Replacement cost etc.
• Promoting low cost channels to deliver maximum requirement like campus, referrals and Direct to talent (Portals; Social Media; Job Fairs; etc.) maintaining quality of hire
• Check on the hiring process and highlight any deviations from the company policy
• Drive team to be compliant and ensure all processes are followed as per audit guidelines.
• Enable Strategy and Change’s growth through achieving hiring targets on time and suggesting alternate solutions, looking at the competition and market availability of candidates for S&C by creating virtual talent pool. Develop innovative methods to identify prospective candidates.
• Manage customer/partner expectations through a deep understanding of business. Work with hiring managers of business units to understand immediate and future requirements in Business Units to regulate direction of efforts.
• Ensure strong understanding of strategy and change’s business requirement through effective liaison and management which helps in understanding their hiring needs proactively.
• Organizing for Employee Training and Development Program.
• Administering disciplinary procedures.
• Leave and Time Management – Checking on daily basis and provide specific input to team.
• Ensure delivery under pressure.
• Highlight risk accounts on time with appropriate data points.
• Ability to map profiles hired to other organizations and quote any challenges/changes needed for hiring those profiles.
• Maintaining quality of hire.
• Analyzing regular feed backs from employee to reduce attrition.
• Articulate in writing a plan with deliverable, timelines and a formal tracking process/reporting/Metrics.

Vendor Management:

• End to End sourcing for entry level hiring. Distribution of Indents to different vendors & drive them to meet the indents on time.
• Regular market visit for processing and driving vendors to achieve desired results.
• Understanding of every Indent from business as the indent comes in and become an expert to drive sourcing in the right direction.
• Share Information and Priorities on daily basis with all vendors.
• Make new vendors in the regions to keep a tap on the costs.
• To gain the commitment of vendors to assist and support the operations of the business.
• Strategize & leveraging different vendors by rolling monthly schemes, Work with different vendors on different skill-sets.
• Build Relationship For The Long Term so that their help can be taken during tough times
• Ensure key targets are met like on time delivery, CPH, replacement cost etc.
• Negotiate to a Win-Win Agreement
• Work with institution locally that can provide manpower and plan a sourcing strategy with them

Campus Hiring:

• Attending career fairs at colleges and meeting with students. This includes accepting resumes, conducting interviews, and providing information about potential employers.
• Researching college programs to determine which ones match the employment needs of businesses.
• Make contact with colleges and develop professional relationships with college staff and faculty. To manage university relations and activities to drive the campus strategy to meet the staffing needs of the firm.
• Lead or train teams of campus recruiters.
• Maintain & communicate statistics, reports and tracking of applicants. Utilize Applicant Tracking System and conduct strict data management.
• Develop new and innovative methods to differentiate the Company on campus, build brand recognition, sell and improve acceptance ratios.
• Support, manage and be an ambassador of firm’s policies and processes.
• Make positive candidate experience a priority.
• Partner with other HR functions and teams including Sourcing, Compensation, Marketing, etc. wherever necessary