Recruitment Lead GCC
Sacoor Brothers
Total years of experience :14 years, 11 Months
· Lead the Talent Acquisition strategy for Sacoor Brothers’ Retail and Franchise business in the Middle East & Far East Asia.
· End to end hiring of leadership roles in the organization
· Process designing/mapping, standardizing job descriptions, job evaluations & on-boarding platforms
· Recruiting across levels - Bulk Hiring, Mid Management, Diversity and Executive hiring
· Applicant Tracking System evaluation & Implementation
· Define & measure critical SLAs like Time to Recruit, Quality of hire, Cost of hire & Net Promoter Score
· Reporting & Metrics, HR Analytics and Dashboards - Talent success stories.
· Conducting weekly mystery shopping at competitor’s retail stores to identify potential talent.
· Lead the Employer Branding activity on Social medial- LinkedIn, Facebook & Instagram.
Digital Recruitment Projects
· Collaborating with the Digital marketing team to develop the digital content for recruitments, designing the career page & LinkedIn page.
· Collaborate with the Digital team to know the latest trends in digital world & implement it in recruitment.
· Process owner of all digital recruitment activities for the group.
· Talent Acquisition Projects
· Video Recruitment- Design Video Recruitment tool to minimize the effort of initial screening
· New joiner Performance Evaluation Plan- evaluate performance of new hires in the first 6 months
· Candidate satisfaction survey- designed survey to capture feedback of candidates interviewed at Sacoor
· E-Manual for new joiners- designing e-manual for different HR processes for new hires
· Automation of Exit process- Automate the exit process of employees.
· Happiness index- carry out Happiness index survey as part of employee engagement activities
. Store visits- Weekly store visits to reach out to employees, get to know their issues, address their queries.
Key Role & Responsibility: Managing complete employee cycle of 500+ employees in Retail, Du Franchise, Service Center, Jumbo
Engineering, SICO & Logistics divisions of the organization.
• Responsible for staffing needs of 6 business lines for UAE operations by identifying emerging Talent Acquisition needs, ensuring timely
closure of multiple positions, interviewing candidates, salary negotiation, releasing offers & visa formalities.
• Responsible for Lateral & Volume Hiring of White & Blue Collared employees from countries like India, Pakistan, Egypt, Philippines, Nepal,
Sri Lanka etc.
• Handling Manpower Planning & Budgeting for each financial year for the divisions.
• Managing Employee Grievances, Disciplinary Cases, Open Forums & HR Policy Sessions.
• Responsible for Contract Renewals, Attrition Management & Incentives Plans for the business.
Involved in Training Need Assessment to identify the skill gap & managing Internal Job Postings along with L&D team to fill lateral positions
through assessment centers.
• Responsible for annual Performance Appraisal by facilitating the process of normalization with business leads & ensuring fair reward decisions.
Accountable for complete Global recruitment's life cycle, from sourcing, interviewing to Visa processing & onboarding for company’s
Turnkey projects in Telecom, ICT & Defense in Middle East( Saudi Arabia, Kuwait, Oman & Abu Dhabi), Europe & South east Asia- (Indonesia
& Myanmar)
• Hands on experience in Recruiting Expatriates (Americas, Europe & ANZ) for Saudi Telecom’s Projects.
Organization: Tata Communications Ltd
Duration: July 2011 till date
Designation: Executive- Talent Acquisition
As Specialist--Talent Acquisition I am responsible for handling Recruitment for 4 Business Units at TCL\[Global Enterprise Unit, Global Carrier Sales Unit, Global Voice Solutions & Transformation Solutions Business Unit\]:-
➢ Planning and organizing- Planning and organizing recruitment initiatives across the country to meet the recruitment targets. This involves having constant track of open requirements and available talent pool and ensuring a congruence between the gap and the plan.
➢ Communication with stake holders/Business Units- o At TCL, as a Recruitment Specialist, have been in constant interaction with unit stakeholders for their requirements and manage their perception.
o Negotiation and convincing- Interacting with candidates in regard to discussion for the job profile, compensation negotiation and other aspects of the job. Devising a strategy to meet the quarterly requirements.
➢ Optimizing the sourcing through conventional and various new methods for higher conversion ratios. This could be through internal employee referrals, employee contact programs, consultants, sourcing from job sites etc.
➢ Deliver as an individual contributor, responsible for the entire life cycle of recruitment including effective sourcing and mapping of key talent from the industry
➢ Identifying and deriving best value from external recruitment suppliers.
➢ An end to end process from sourcing to final joins
o Working closely with line managers to coordinate recruitment activity and placements at the detailed operational level.
o Managing the scheduling of the candidates for interviews across locations.
o Representing the company to candidates and ensuring an informed, timely and positive recruitment process.
o Handling post offer queries and ensuring maximum conversion from the offers made.
o Constant Efforts in Reducing the Turnaround of Time to days from the day the requirement is received to the day the final offer is conveyed to the candidate.
➢ Interacting with the Business unit's to identify the critical requirements proactively and create a Talent Funnel.
➢ Strategize the complete recruitment plan on a quarterly basis and execute with the help of team members
➢ Work towards achieving the desired and cost effective source mix plan
➢ Collaborate with various vendors for specific hiring initiatives
➢ Review performance against targets and other metrics like source mix, TAT and quality on a weekly basis along with the team
➢ Provide regular updates to stakeholders and hiring managers about progress against targets and the offered pipeline of candidates
➢ Ensure compliance to the recruitment processes and guidelines
➢ Mentor and guide team members on the recruitment process and ways to deal with complex scenarios in hiring
➢ Manage the entire recruitment process right from generating pipeline of candidates to maintaining a successful joining rate
➢ Meet the hiring targets defined on a quarterly basis
➢ Program Manage recruitment drives
➢ Utilize market intelligence while negotiating with hiring managers
➢ Interface with C&B, Employee Relations, Business HR, Legal and Immigration
➢ Sell opportunity and influence final decisions of candidates - during HR interviews and post-offer-roll-out as well
➢ Post-offer engagement
➢ MIS Creation, Reports Generation
2. Worked with Larsen &Toubro InfoTech as Recruiter, Strategic Resourcing, Corporate HR from March 2011 - July 2011
Organization: Larsen & Toubro InfoTech Ltd
Duration: March 2011 till July 2011
Designation: Recruiter- Strategic Resourcing Group
\[L&T InfoTech is a global IT services and solutions provider. L&T InfoTech provides the winning edge toclients by leveraging our Business-to-IT Connect and deeply committed people.\]
1. Roles & Responsibilities:Recruitments for Strategic Resourcing Group, Corporate HR.
➢ Sourcing - Execute the sourcing plan by interacting with internal and external stakeholders through various mediums and identify the most effective sourcing channels (employee referrals, placement consultants, job portals, newspaper advertisements, direct applications etc.), monitor effectiveness of the channels and optimize cost per hire.
➢ Looking after the Non Billable Recruitments of L&T Info Tech Ltd (middle & senior level management recruitments)
➢ Screening - Screening and short listing prospective candidates factoring in various eligibility criteria as applies to the particular role.
➢ Offer Release: Releasing offers to selected candidates and ensuring regular follow up with candidates to resolve any queries and ensure timely joining.
➢ On Boarding: Serve as point of contact for all matters related to the recruits from the time of acceptance of offer to time of joining in order to generate better conversion ratios and applicant delight.
➢ MIS and Reporting: Timely updation of systems, maintaining status reports on recruitment health and offer-join ratio. Analyze MIS data to identify the talent acquisitions trends and gaps involving talent pool availability (from the market / campuses), offers, joins etc.
➢ Vendor management: Collaborate with vendor partners for managing recruitment initiatives, articulating requirements in the unit/location/geography to ensure sourcing effectiveness and success of the recruitment initiative.
2. Additional responsibilities: ➢ Close co-ordination with internal teams in HR viz. Employee Relations, Compensation and Benefits, Performance Management and VISA/Immigration operations team.
➢ Partner with vendors to leverage outsourcing opportunities, enable vendor scalability through capability building and monitor performance and process compliance of vendors.
➢ Manage process audits as per agreed guidelines and SLAs, participate in statutory, external and internal audits and highlight non-compliances if any.
3. Initiatives:
➢ Assessment: Implement existing assessment tools and frameworks, suggest modifications/enhancements in order to ensure consistency and quality in selection process.
➢ Research, Analytics and Benchmarking: Tracking hiring trends in the market, region in order to enhance the competitiveness of Infosys as an employer.
➢ Smart Track Implementation: Implemented Smart Tracksoftware for effective & centralized tracking of the requirements.
➢ Hire Craft Implementation: Introduced Hire Craft software for Internal database creation and optimize the recruitment cost
Organization: GTL Limited
Duration: July 2009 till Feb -2011
Designation: HR Executive
\[GTL is one of the largest Network service providers in the world. It offers services and solutions to address the Network Life Cycle requirements of Telecom Carriers and Technology provider to Operators & (OEMs) \].
Roles & Responsibilities:
1. Talent Acquisition & HR Operations:
➢ Handling the whole gamut of recruitments and multiple channels including sourcing resumes from different avenues like job portals, head hunting, employee referrals, external references, a recruitments and third party vendors.
➢ Handling Telecom recruitments right from senior level to junior level positions for GSM & CDMA Technology (Recruited for Alcatel Lucent, Motorola, Huwaei, NEC, Tekelec, and NOKIA projects. RequirementsLike NOC Manager
➢ Requirements like, Project Coordinators, Customer Support Engineer, BSS, Project rollout manager RF Planning &optimsation Manager, Transmission Planning Manager, , Pre-Sales Manager, OMCR, BSS Trainer, NSS Trainer, STP engineer, Wimax engineer, SDH- DWDM, BSS, BTS.NMS, BSC, BTS I & C supervisor, RF Engineer) along with support level hiring (i.e. Finance, HR& Administration)
➢ Carrying out recruitment keeping in mind the monthly budget and keeping a track for the same.
➢ Understanding the requirements shared by Sales/Pre-sales team, Head of the departments
➢ Taking preliminary interviews of candidates telephonically/personally after screening and short listing of cv's
➢ Coordinating and arranging interviews of short listed candidates with the technical panel.
➢ Maintaining database of application of candidates received through portals along with their details.
➢ Updating of MIS Sheet on daily basis.
➢ Ability to build relationships with clients, vendors and candidates
➢ Conducting Salary Survey, Giving Salary Quotes level wise to Business Development Manager
➢ Handled compensation fitments according to company scales and market standards and actively taking part in salary negotiations.
➢ Tracking and generating reports against recruitments done and updating the specific business groups.
➢ Generation of requisition number and also maintaining and tracking the man- power requisition form from the business groups.
➢ Generation of recruitment status report on monthly basis.
➢ Providing a communication bridge between the employee and management
➢ Effectively identifying, assessing and assisting in the selection and development of best candidates for promotion/ career growth. Establish processes that facilitate career development for individuals.
➢ Currently looking after the Operations & Maintenance (O&M), Energy Management (EM) & Professional Services Group (PSG verticals end to end recruitments.
➢ Recruited Top level positions for GTL Infrastucture Ltd right from the O&M managers, DGM & General Manager positions
➢ Successfully recruited more than 100 Telecom Professionals within 8 months with a very low rejection rate that has supported GTL Business- Professional Service Group (PSG) &Network Planning Development (NPD) &Network Services in a big way
➢ Successfully planned and implemented MASTER TRACKER measuring the Recruitment Efficiency and tracking theAttrition Rate. This is prepared monthly basis to bring in continuous improvement in the these processes. This was appreciated by the INTERNAL AUDIT dept.
➢ Also tracking the Recruitment cost and take necessary actions to curb it down by ➢ Responsible for Business HR portfolio, this mainly includes manpower planning, Budgeting, manpower cost planning & tracking.
➢ Look after the transfer of resources, grievance handling, employee relations & engagement & separation management.
➢ Carry all the HR activities abiding the legal and statutory compliances and other terms
2. Vendor Management:
➢ Apart from Resourcing I am responsible for vendor management activities for GTL Ltd.
➢ Vendor Management includes identifying potential telecom vendors in the market, negotiate the rates and finalize the rate contracts abiding the Legal & Statutory compliances.
➢ Sharing the requirement of projects with the vendor, assisting the vendor to identify the right candidates screening of the candidates as per the project requirement.
➢ The pool of potential candidates are then deployed on the projects with approval of the project manager. Keeping track of the project requirement on daily basis.
➢ Also responsible for payment of vendor bills, after completion of the project verification of bills and processing it further and tracing it till the payment is made to the vendor.
3. Worked with GTL Limited - (Mumbai) from July 2009 till February 2011 as a HR Executive
4. Worked in CMI- (Mumbai) from June 2009 till July - 2009 as Recruitment Executive (BFSI sector)
Professional Experience
* Bachelor of Management Studies [Specialization in Human Resources & Marketing] Graphologist- Handwriting & Signature expert