Haleema Sabeen

Develop and execute the university relations strategy aligned with organizational talent, brand, and growth objectives

• Lead campus hiring programs including internships, graduate hiring, and early-career pipelines
• Built, managed, and expanded strategic partnerships with universities and academic institutions to support talent building, research collaboration, branding, internships, and long-term engagement goals.
• Identify and prioritize target universities, colleges, and institutions based on client needs
• Establish long-term partnerships through MoUs, collaboration agreements, and academic tie-ups

• Served as the primary point of contact for senior university leadership and administrators.
• Work closely with client Talent Acquisition teams to forecast hiring demands and prepare campus strategies
• Built strong employer branding and ensured consistent presence across partner campuses to enhance visibility and attract talent.

• Strengthen the iqigai’s brand within academic ecosystems
• Drive awareness through student ambassador programs, marketing campaigns, and digital engagement
• Represent the iqigai at academic conferences, seminars, and education forums
• Ensure consistent messaging across all university touchpoints

• Build strong relationships with placement officers, faculty members, deans, and student bodies
• Fostered high satisfaction levels among institutional partners through proactive engagement and support.

• Led full-cycle campus recruitment for technical and nontechnical intern and entry-level roles, hiring over 600+ new graduates in 1 year.
• Collaborated with 300+ campuses across PAN India to execute AUT demand, partnering with HR and business leaders to forecast hiring needs and enhance intern-to-full-time conversion.
• Designed and launched the AUT Hiring Program to address entry-level hiring needs for Delivery Hub Manager roles, ensuring business continuity in critical metro cities.
• Cultivated relationships and organized hiring drives for Day 0 slots at IITs and NITs, addressing engineering hiring demand.
• Built strategic partnerships with premier universities, resulting in a 30% of top-tier candidate hires. Premier universities include IITs, NITs and B-Schools.
• Created and updated campus hiring matrix to align business demand with campus supply, facilitating data-driven decisions on university partnerships and hiring strategies.

• Oversaw end-to-end internship and pre-placement offer (PPO) processes and Day Zero hiring for fresher law graduates each fiscal year, ensuring alignment with organizational hiring needs.
• Led the development and execution of campus engagement strategies across premier National Law Schools to strengthen employer brand and talent pipeline. Managed relationships with partnered campuses to successfully deliver sponsored programs, including workshops, competitions, and brand-building initiatives.
• Partnered with career services and placement cells at law schools to develop long-term hiring strategies that supported business objectives.
• Worked at a Tier 1 law firm, supporting high-profile legal cases.

• Developed and executed the company-wide talent acquisition strategy, driving multi-level hiring initiatives and leading a team for end-to-end recruitment operations.
• Implemented hiring methodologies to efficiently close high-priority and business-critical roles within defined turnaround time.
• Led niche hiring across specialized domains, including AI/ML, Python, Java Development, Trade Finance, and FinTech, ensuring alignment with technical and domain-specific requirements.
• Analyzed recruitment metrics to provide data-driven insights and reports to VPs and senior leadership.
• Maintained relationships with campus management of educational institutions to assess market conditions and build talent pool for business needs using campus to corporate program.

• Managed hiring processes for partners, legal counsels, and associates, ensuring alignment with departmental requirements and organizational standards.
• Led HR operations, ensuring compliance and managing recruitment, onboarding, and offboarding processes across multiple business units to support organizational needs.
• Collaborated with department heads to evaluate staffing needs and develop workforce planning and talent acquisition strategies that align with business objectives.
• Developed and implemented HR strategies, policies, and best practices aligned with organizational goals and regulatory requirements.

• Led end-to-end campus and lateral recruitment initiatives across multiple business units. Executed campus marketing and engagement programs, including Campus Connect and university partnership efforts. Managed on-campus event logistics, coordination with placement cells, and on-the-ground execution of recruitment drives.
• Spearheaded campus branding efforts and published dashboards displaying hiring metrics, diversity goals, and engagement outcomes. Cultivated strong liaison relationships with academic institutions, enhancing employer visibility and improving pipeline quality.
• Managed stakeholder relationships across functions to streamline HR operations and service delivery. Developed and maintained HR dashboards and reports for leadership, tracking key HR metrics and compliance indicators.
• Managed employee lifecycle processes including documentation, onboarding, induction, insurance, and background verification.

• Managed end-to-end campus hiring operations, including on-campus, off-campus, and pooled campus drives for both client and internal hiring needs.
• Coordinated candidate outreach through emails, SMS campaigns, job portals, and career fairs to attract top early talent.
• Facilitated remote assessments using an Application Management System (AMS), ensuring seamless candidate evaluation and selection processes.
• Maintained swift turnaround time (TAT) across all recruitment stages, enhancing candidate satisfaction (CSAT) and increasing offer-to-join ratios.
• Led post-offer engagement and onboarding processes, including background verification, documentation collection, and structured Post-Offer Follow-Ups (POFU) to ensure smooth transitions for new hires.