Prathima Muddappa

Partner | Talent Strategy & Acquisition | GCC Setup & Scale | Consulting | India Talent Landscape | Leadership Hiring | Workforce Strategy

Trusted partner to global organizations in establishing and scaling high-impact Global Capability Centers (GCCs) across India — delivering end-to-end support from strategy to execution. Expertise spans talent strategy, executive hiring, workforce planning, organizational design, and employer branding — enabling the creation of future-ready, innovation-led centers that align with long-term business objectives.
Combining deep knowledge of the Indian talent ecosystem with a consultative, insight-driven approach, engagements are focused on speed, alignment, and sustainable outcomes. Partnerships are built with global and regional leadership to design and implement scalable, agile talent models that create not just operational scale, but real strategic value.
Currently serving as Partner – Talent Strategy and Acquisition, with a core focus on talent advisory, GCC consulting, and workforce transformation for global enterprises building their footprint in India.

• Play strategic HR role, exhibited expertise in driving the organization’s HR plans, AOP planning, and talent acquisition strategy, attracting top talent, and supporting its growth and success. Act as a trusted advisor to business leaders and function as an HR Business Partner for a dynamic team across multiple locations
• Recruitment Strategy & Planning: Develop and implement talent acquisition strategies aligned with organizational objectives, effectively managing budgeting, forecasting, and resource allocation. Achievements include:
• O Significantly reduced hiring costs by 80% through in-house recruitment
• O Reduced hiring SLA/Time for Sales and Program Management positions to less than 30 days nationwide
• O Streamlined interview processes, elevating applicant satisfaction scores.
• O Enhanced success profiling and quality of hire
• O Increased candidate conversion rates by providing role clarity, career progression, and positive interview experiences.
• O Successfully implemented an Employee Referral Program, accounting for 20% of hires.
• O Orchestrated large-scale enterprise hiring projects, securing over 1000 resources
• Spearhead, Design and Implemented
• O Campus Recruitment Program - “Early Talent Program”
• O Designed, structured and implemented end to end campus program across Pine Labs business entities across functions.
• O Introduced comprehensive Learning and Development (L&D) programs tailored for campus hires and aligned with business objectives.
• O Second Innings Charter- An initiative of Pine Labs to provide corporate career opportunities to Sports Persons who have represented any sport at National or International levels
• Talent Management
• Implementation of robust talent management strategies aimed at attracting, developing, engaging, and retaining top-tier talent across the organization. Collaborate with senior leadership and HR teams to ensure alignment of talent initiatives with strategic business objectives and the cultivation of a culture that promotes excellence and high performance.
• O Employee Development - Design and implement tailored programs for professional growth, career advancement, andsuccession planning. Implement engagement strategies to enhance employee satisfaction, motivation, and long-term commitment to the organization.
• O Training: Training needs analysis, developing Training Modules, and managing Training Calendars to ensure continuousskill enhancement and organizational readiness.
• Strategic HR Business Partnering
• Collaborated with leaders to devise strategic workforce plans to meet evolving organizational needs and long-term forecasts.
• Performance Management
• Change Management
• O Career Framework/Job Architecture at the enterprise level, fostering a common language for organizational roles, job re- leveling, career paths, and internal job transitions
• Spearheaded initiatives aimed at enhancing contemporary business practices
• O Great Places to Work and Introduce Net Promoter Scores across diverse functions

• Collaborated with a team of 3 people, TA Consulting firm to establish robust relationships and strategically manage the talent acquisition process to maximize business value. Client Acquisition and Account Manager, partnering with startups - in Healthcare, Tech, etc.
• Talent Acquisition: Attracted the right talent and collaborated closely with the Talent Acquisition Team to ensure precise talent acquisition and deployment. Recruited for niche requirements in fields such as Big Data, Data Science, and Machine Learning.
• O Fostered talent pipelines and empowered talent value, engaging with diverse clients and providing tailored resources toalign with organizational requirements.
• O Developed a complete HR recruitment process for a client.
• Strategic Partnering and HR Consulting: Collaborated closely with business heads and senior stakeholders to execute business strategies, offering insights and recommendations on leveraging HR to achieve organizational objectives.
• Cultivated robust relationships with key stakeholders and championed HR initiatives aligning with organizational goals.
• Structured the organization’s human capital, to drive the company’s success and achieve its long-term objectives. Ensured that the company’s structure supported its long-term goals by aligning roles, responsibilities, and reporting lines accordingly.
• Maternity Break - Dec 2015 - Dec 2016

• Hired by a Tech start-up as a sole recruiter for managing end-to-end recruitment and grew employee size from 50 - 200 in 1 year. Reported to HR Head, worked with CTO, Country Head & HR Head for the development & implementation of hiring plans & AOPs. Was entrusted with the accountabilities of new team building, hiring process setup, recruitment strategy, cost optimization, candidate experience improvement, offer rollout, etc.