Uma Ganesh

Manage the hiring activities for 3 countries and Australia being the new one to the pack

Anchored mega recruitment drive events to address surge requests for Technology and Volume Hiring Practices.

Managing a team of 60 TA members across 3 countries Conceptualizing the recruitment strategies aligned with BU goals to achieve the recruitment numbers.

Collaborating with business leaders to understand the strategy, talent needs and prepare annual manpower budget as well as future projections.

Responsible for understanding business and enabling them in achieving their objectives and headcount plans, conduct strategic planning, guiding the sourcing team, identifying sourcing strategies and channels, building a diverse pipeline of highly skilled resources, effectively managing candidate relationships, articulate plans with deliverables, timelines and a formal tracking process/Metrics.

Managing the employer branding initiatives like employee value proposition, recruitment branding, attraction and recruitment of talent and diversity. Provided full cycle Recruitment to Low-Mid-Senior level roles for Both IT and Non –IT positions

Significant Accomplishments:

Directed large recruitment team to ramp up manpower from ( 0 to 2000) across 2 new locations in a span of 3 months – Volume Hiring for customer care and healthcare business.

Successfully completed Recruitment Transformation Project (Recruitment Life Cycle)

Key role in the launch of the new Recruitment Platform=ICIMS in 2019.

Playing a key role in migrating to the new ATS

Holds credit of having the recruitment process identified as one of the most efficient processes with nil gaps during the audits Contributed to the development of Group HR initiatives, policies and procedures. o Key member of the WIN (Women impact Group) and other DIG

• Maintained an organized database of applicants using applicant tracking systems.
• Followed up with both applicants and hiring managers throughout the recruitment process until a successful hire is achieved.
• Searched for qualified job candidates using computer databases, media advertisements or employee referrals.
• Informed job applicants of duties and responsibilities, compensation, and benefits.
• Partnered with internal stakeholders including HR Managers, Hiring Managers and Executives on recruitment initiatives.
• Screened resumes for essential job qualifications and interviewed candidates via telephone or video calls.

• Sourced and screened potential candidates for open positions.
• Managed candidate activity within Applicant Tracking System (ATS).
• Researched emerging trends in recruitment technology and techniques.
• Facilitated job application processes for qualified candidates.