SHARAD JAIN

• Handling end to end Talent acquisition for Roads and Water business.
• Develop and execute talent acquisition budgets and organizational structures aligned with growth plans.
• Partner cross-functionally with stakeholders and hiring leaders to deliver timely, quality hires.
• Conduct TA audits, uphold process excellence, and ensure policy adherence.
• Lead strategic workforce planning and build robust talent pipelines for large-scale infrastructure projects.
• Internal Mobility & Career Growth by giving opportunities within business to boost morale and retention.
• Talent identification, development, and readiness of top talent to take on bigger roles
• GET/PGET Onboarding & Induction and ensuring they are smoothly integrated into organization
• Focusing on planning employee development in alignment with business priorities. Ensuring structured, need-based, and forward-looking training across functions and levels.
• Ensuring that all HR Policies, Processes & SOPs are followed correctly at the business level across all sites.

Key Achievements:

• Delivered large scale hiring by onboarding 280 employees within 04 months for Ganga Expressway Road Project in 2022.
• Digitized hiring process using Oracle, improving visibility, turnaround time and reporting accuracy for stakeholders.
• Closed Critical leadership roles including Business Head, Chief Project Officer, O&M Head, Project Managers, etc for the Roads business.
• Led campus hiring strategy, recruited 80 GETs, 50 PGETs and 110 DETs through Campus for Roads and Water Business.
• Optimized internal mobility, filling 40% of roles through internal transfers and job rotations, reducing external hiring dependency.
• Enabled performance excellence by conducting goal setting workshops and training managers on SMART KPIs and effective performance conversations.
• Strengthened HR Capability by conducting Lakshay Workshop for HR Team members.

• Managed end-to-end talent acquisition for the Onshore Vertical, driving candidate sourcing, Screening and selection.
• Partnered with hiring managers to define role requirements, developed effective job decsriptions and executed targeted talent sourcing strategies.
• Led Candidate lifecycle management including interviews, compensation discussion, offer rollout and pre joining engagement, ensuring smooth onboarding and high joining ratios.

Key achievements:

• Delivered high volume hiring by onboarding 232 employees within 3 months for DFCC and PFCCU project
• Executed 100% recruitment through E-Recruitment platform ensuring process compliance, transparency and real time tracking of hiring status.

• Directed recruitment strategy for niche engineering roles through portals, referrals, and campus connect programs.
• Designed and standardized HRIS reports, dashboards, and recruitment templates for efficiency.
• Orchestrated induction programs to integrate new hires smoothly into organizational culture.
• Key Impact:
• Closed 65 positions in 6 months, expanded agency network, and onboarded 30 campus hires.

• Spearheaded recruitment operations, workforce mobilization, and talent pipelines for EPC mega-projects.
• Designed and executed talent management frameworks including succession planning and HiPo development.
• Led performance management cycles, workshops, and normalization processes.
• Launched engagement initiatives: open houses, R&R programs, and employee connect forums.
• Oversaw HR operations, audits, policy compliance, and ISO documentation.