Saritha Marthanda Varma

• Proficiently partnered with C-suite executives to design and implement talent acquisition strategies aligned with the organization’s budget and roadmap; and for efficiently managing the P&L assigned to Recruitment, specially for the technology vertical
• Formulated staffing policies, systems, and processes
• Implemented the changes as per the organization needs and guided stakeholders on the impact of these changes
• Built strong relationships with stakeholders of all departments by understanding their Talent problem areas and providing them effective and viable solutions timely.
• Identified team weak points and implemented corrective actions to resolve concerns.
• Maintained team flexibility and embraced change to adapt within dynamic markets.
• Evaluated employee skills and knowledge regularly, training, and mentoring individuals with lagging skills.
• Supported office business development and customer service.
• Attended industry events to represent organization and build professional network.
• Collaborated with team to identify sales trends and implemented initiatives to enhance revenue.
• Confirmed confidential budget reports remained up-to-date for manager.
• Created successful work schedules for each team member to maintain deadlines and fully staff shifts.
• Cooperated with company leaders in change management and talent solutions to gain competitive edge in job market.
• Optimized sourcing networks and used proactive methods to direct source candidates.
• Identified and created recruitment and administrative performance metrics and data to analyze trends, drive change, and assess progress.
• Negotiated contracts and managed budget for recruiting expenses.
• Worked alongside global business leader to deploy new training strategies.

worked on Executive Hiring across business lines

• Acting as a talent management Leader to manage multiple businesses Lines of Ola from the Ola Financial
• Services, Ola Mobility Institute, CIO Office
• Built Teams Across Corporate IT, AI functions and Research Institute function of OLA
• Worked on Cutting Edge Technologies for the Artificial Intelligence Functions of Business Lines
• Built the entire team from scratch for Decision Science of Ola Financial Services, and Data Analytics Team for Ola Cars
• Predominantly managing the hiring needs of Data Analytics roles across the engineering organizations with a special focus on the Financial Domain, Vehicle E-commerce, Ola Electric
• Partnering with CTO, CEO & other stakeholders to develop and implement talent management strategies, workforce planning and knowledge transfer
• Developing and maintaining Dashboard to keep CXO level informed about hiring updates and trends
• Interview high profile candidates and conduct smooth salary negotiations
• Extensively involved in ATS skill planning along with managing a team of recruiters and coordinators to ensure effective execution of recruitment drives
• Driving Initiative over different Business Lines and driving quarterly Talent Planning and Budgeting
• Successfully Ramped up teams for Various Business Lines of Ola with a talent scaling upto 350 employees in the last quarter
• Handled a skip Level Recruitment Team Size of 20 members across verticals In the span of 6 Months to drive the
• Business lines.
• Completed talent acquisition and management for internal and external placements.
• Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
• Reduced process gaps while supervising team to achieve optimal productivity.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
• Structured compensation and benefits according to market conditions and budget demands.
• Identified and created recruitment and administrative performance metrics and data to analyze trends, drive change, and assess progress.
• Created effective talent acquisition training materials that supported culture and performance objectives.
• Promoted increased focus on internal talent mobility and emerging talent across organization.
• Recruited top talent to maximize profitability.

• Key Responsibilities and Initiatives:
• Acting as a Talent lead to manage the Shared service businesses Lines of Cerner
• In this span have Made
• Multiple teams from Scratch, by identifying the business needs and looking at the Talent Planning
• Ramped a size of 350-member team for one of the critical business functions at Cerner which later contributed to Direct Revenue of the organization
• Predominantly managing the hiring needs of Data Analytics roles across the engineering organizations with a special focus on the Financial Domain, and IT infra Business Functions
• Partnering with Multiple Stake Holders, Providing the best solutions to the problem the Talent Function faced with any difficult skill hiring
• Developing and maintaining Dashboard to keep the MD level informed about hiring updates and trends
• Interview high profile candidates and conduct smooth salary negotiations
• Ensured that Candidate Experience is on High priority and Branding and Social Media Platform played a crucial role for Ola to hire
• Extensively involved in ATS skill planning along with managing a team of recruiters and coordinators to ensure effective execution of recruitment drives
• Have successfully implemented various programs that Cerner Recognized organization wide like, Back to Work,
• Inclusion and Diversity programs
• Lead a team of 10 Full time employees and with the entire team of RPO reporting.
• Advocated for staff members, helping to identify and resolve conflicts.
• Collected and analyzed information to monitor compliance outcomes and identify and address trends of non-compliant behavior.
• Partnered with Hiring managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Reduced expenses by analyzing compensation policies and implementing competitive programs while ensuring adherence to legal requirements.
• Developed and monitored employee recognition programs.
• Strengthened communication skills through regular interactions with others.
• Applied effective time management techniques to meet tight deadlines.
• Developed and maintained courteous and effective working relationships.

• Key Responsibilities and Initiatives:
• Building Teams for Hot star engineering Function
• Acting as a Talent lead to manage the engineering businesses
• Lines of Hot star
• In this span have Made Multiple teams from Scratch, by identifying the business needs and looking at the Talent Planning
• Ramped the team to a size of 150 -member team across engineering function who worked on Enhancing and developing the Product which then became the success Logo for the IPLS and other OTT platform functions
• Partnered with the CTO of the organization in this Cutting Edge Hiring and Built Different Talent process and programs to build this team
• Developing and maintaining Dashboard to keep the MD level informed about hiring updates and trends
• Interview high profile candidates and conduct smooth salary negotiations
• Extensively involved in ATS skill planning along with managing a team of recruiters and coordinators to ensure effective execution of recruitment drives.
• Created employee schedules to align coverage with forecasted demands.

• Key Responsibilities and Initiatives:
• GE Digital was building its engineering capabilities and I was instrumental in building the team and have contributed to its Hiring process
• Handled a Talent Team Size of 16 Member with a CoE approach and with Skip level Contractors
• Ramped the Engineering team to a size of 420 -member team across engineering function who worked on GE
• Digital and R&D capabilities in a span of 3 Months
• Partnered with the Various Business lines of the organization in this Cutting Edge Hiring and Built Different
• Talent process and programs to build this team
• Developing and maintaining Dashboard to keep the MD level informed about hiring updates and trends
• Interview high profile candidates and conduct smooth salary negotiations
• Extensively involved in ATS skill planning along with managing a team of recruiters and coordinators to ensure effective execution of recruitment drives.

• Key Responsibilities and Initiatives:
• Target has been the Greatest stint with 4.8 years
• Have moved from Multiple responsibilities and have taken
• Ownership from Human Resource Function to Employee Operations and process SPOC
• Handled leadership Hiring across Functions
• Handled a Team Size of 8 Members
• Partnered with the Various Business lines of the organization in this Cutting Edge Hiring and Built Different
• Talent process and programs to build this team
• Developing and maintaining Dashboard to keep the MD level informed about hiring updates and trends
• Interview high profile candidates and conduct smooth salary negotiations
• Extensively involved in ATS skill planning along with managing a team of recruiters and coordinators to ensure effective execution of recruitment drives
• Had Opportunity to handle the Onsite Programs and talent needs across globe.

• Worked with Microsoft as lead Recruiting on a Contract Role
• Played as a program Manager for Multiple Business
• Handling Recruiting end to end and driving Multiple programs across the Business Function.

• Time Role as Talent Co-ordnator where I started my, Where the Main Responsibilities Were Sourcing and Talent Co- ordination
• Also worked on Contract roles with End to End Recruiting with Intel Corporation between April 2008

• Provided professional services and support in a dynamic work environment.
• Exercised leadership capabilities by successfully motivating and inspiring others.
• Acted as a team leader in group projects, delegating tasks and providing feedback.
• Identified issues, analyzed information and provided solutions to problems.
• Cooperated with company leaders in change management and talent solutions to gain competitive edge in job market.
• Established consistent language and methodology for talent discussions, development, and succession.
• Negotiated contracts and managed budget for recruiting expenses.
• Developed communication and marketing plan and leveraged talent acquisition tools, resources, and campaigns to source and attract top talent.
• Created and drove talent acquisition and job placement strategies to attract diverse candidates.
• Analyzed recruiting metrics to share reports and recommendations with stakeholders.
• Promoted increased focus on internal talent mobility and emerging talent across organization.
• Optimized sourcing networks and used proactive methods to direct source candidates.
• Conducted compensation conversations with human resources and hiring managers to foster internal and external equity.
• Completed talent acquisition and management for 600+ internal and external placements.