Praseel IP

• Developed sourcing strategies, talent mapped and conducted regular cadence calls to improve overall recruitment outcomes.
• Designed and executed talent acquisition strategies to enhance organization visibility in key recruiting markets.
• Built robust pipeline and diverse pool of candidates to meet current or future hiring needs.
• Audited recruitment practices for compliance with affirmative action regulations.
• Encouraged internal employee growth by focusing on talent within the organization, maintained 38% internal movements across MENAT and India.
• Reported on workplace health and safety compliance to superiors.
• Conducted employee performance reviews and implemented corrective actions to increase productivity.
• Created staff teams based on employee strengths and made adjustments to promote overall productivity.
• Developed employee orientation and training programs for new hires.
• Researched industry trends to inform compensation and performance strategies.

Highlights

· CORE Member in revamp of benefits administration of MENAT (Middle East, North Africa & Turkey) countries. Involving the assessment of competitive benefits for employees, cutting down on excess/overspends where possible for the organization, etc.

Part of the executive council for HR4HR, a group formed exclusively to look after the interests and counsel the team of HR professionals in the organization. Designed framework to enable all HR members to feel confident in taking up informed risks within existing process and policies for a robust, strategic business + employee-based decisions.

Planned and executed promotional campaigns targeting campus recruits through university events and initiatives, boosting attendance and participation by 20%.

Lead discreet and cost-effective sourcing to fulfill multiple key and confidential leadership roles across Saudi Arabia, Qatar, and India. Enhanced candidate sourcing by 25% by optimizing Workday processes.

Partnering with NASSCOM ER&D wing for networking with industry peers and adopting best practices in ER&D field for campus hires.

Tracked and analyzed branding campaign performance via Google Analytics, leading to continuous improvements and a 30% rise in new hire program participation.

Part of working committee for redefining the exit survey to make it more focused on areas for development to enhance employee life cycle experience.

· Implemented an interactive pilot candidate engagement program with dual intent in India:- a) Give more insights about us as company, b) Give role and technology related insights straight from HMs to the candidates. This has resulted in taking the offer to joining from 62% to 81%, a 19% YoY!

· Ensured yearly Emiratization goals for UAE are met via collaborating and consistent communication with all involved stakeholders (HRBPs, RHP, HMs).

Launched exclusive recruitment campaigns focusing on gender diversity across the region, allowing the absorption of women in some very niche roles like field services and technology roles in the region.

· Key member of Women returns to Career launched in MENAT region whereby we hired 5 women (1 -Saudi, 2 – Algeria, 2- Qatar).

· Maintained Time to Offer Accept – 21 days vs target of 40 days consistently (2023).

· Successfully fulfilled all the positions under MOTH (DT) wherein we onboarded 82 hires for 50 global HMs and achieved 40% gender diversity.

· Celebrating Women’s history month hosted a unique and an engaging virtual career counselling event for all women candidates we’d offered & also identified as silver medalists for MENA region by inviting our women leaders to talk about their career path in Baker Hughes. This event was highly appreciated by both participating candidates, as well as women leaders who joined. (22 candidates & 4 women leaders participated).

· Organized an event exclusive for our women pending joiners, India & hosted by our women employees -“Engage” covering IET engineering and Tech joiners for Bangalore. Women candidates were invited to our office and a half-day event covering a site tour, getting to know the company, the technology we work with, and Q&A on careers, company vision, and finally concluding with lunch and a giveaway.

• Responsible for managing full-time hiring, managed services hiring, staff augmentation, fixed-term hires, working closely with business leaders, partnering with key stakeholders, building and developing a high-performing team, managing vendors, fulfilling hiring needs, acquiring lateral hires, and more.
• Enhanced team member performance through the use of strategic and tactical approaches, motivational coaching, and training of a 12-member team.
• Managing fulfillment by onboarding about 75 resources per month, fulfilling all the skills across development, testing, and RPA roles.
• Develop and execute plans to identify and drive productivity improvements that enable the team to deliver to hiring goals without having to scale deployed resources at a rate faster than the business is growing.
• Manage vendors for permanent staffing and contract-to-hires.
• Fulfill hiring needs for Fixed price Managed Services, Staff Augmentation projects.
• Acquire lateral hires (lead, DM, PM, Scrum Masters, Architects, BA) for technologies like Python Django, Python+ Timeseries, Python+ Java, Python + ETL, Java Fullstack, Java Backend, Angular, ReactJs, .NetCore, Testing, headless ecommerce, AEM, Mulesoft, Cloud technologies (AWS, Azure)
• Responsible for onsite hires across locations like Qatar, Saudi Arabia, and South Africa.

• Responsible for managing leadership hiring, contract to hire, acquiring lateral level hires, ensuring consistent feedback to staffing/vendor partners, creating and sustaining Neudesic's brand, and more.
• Held regular one-on-one meetings with employees to review performance and priorities and provide feedback.
• Ensure consistent and regular feedback to staffing and vendor partners on profiles shared, handle the rate card aspect of all contract hires, and process payments through regular connection with the finance team.
• Ensure creating and sustaining Neudesic's brand as a preferred organization from a candidate's perspective via effective candidate engagement and other branding initiatives to carry along.

Highlights

• Implemented a new hire integration program, proposed a strong and consistent connection with our new hires, and played a key role in forming a program that was conducive for new hires and ensured their smooth transition into their role by having phased connections with managers, having a buddy to converse and engage with, and a 90-day program.
• Built Talent Pipeline for current and future hiring needs via a constant connection with hiring managers.
• Revitalized the existing job descriptions to capture key essentials of performing a role and imbued the ideal characteristics to be successful in line with organizational culture and values.

• Responsible for managing leadership hiring, acquiring lateral level hires, designing project-specific TA strategies, managing vendor partners, driving recruiting process, overseeing talent acquisition metrics, building and enhancing team's capabilities, managing campus hiring and relations, and more.
• Provided operational updates to executive team to mitigate areas of concern.
• Supported objectives, checkpoints and timelines, managing team members to meet project tasks and expectations.
• Oversaw vendor relationships to foster performance monitoring, issue resolution and statement of work reviews.
• Manage leadership hiring, Director/Sr. Director-level hires for skills and practices like Blockchain, CX, Analytics, Mobility, Automation, HCI, ML, Digital Payment processing, Innovation practice, Principal Research Scientists, etc. via cost effective sources like head-hunting, GitHub, social media (LinkedIn) & through referrals.
• Acquiring lateral level hires for diverse businesses, Conduent Labs, BFSI(O2C,R2R,Payments,Financial controls etc.) Healthcare - Pharma & Insurance, Human Resource Outsourcing comprising niche IT Skills – Computer Vision, NLP, Text, Machine Learning, Block Chain, Analytics, BI(Oracle Warehouse Builder) aside SQL DBA, Oracle-DBA, C++, C#, ASP.Net, J2EE, Agile/Scrum, cloud infra, Network support, Infra architect Testing, Software Development, Architects, Siebel, Salesforce etc.

• Managed recruiting efforts for Tier 2 cities and drove program management for the recruitment team.

• Handled multiple teams simultaneously, served as the TA SPOC for ramping up the business group, and hired over 200+ Microsoft Exchange Server specialists.