Neha Tiwari

• Led end-to-end recruitment across corporate, sales, engineering and support and site functions.
• Partnered with business leaders to understand workforce requirements and execute strategic hiring plans.
• Managed the complete recruitment lifecycle including sourcing, screening, interviewing, salary negotiation, offer management and
onboarding.
• Build and manage strategic talent pipelines through LinkedIn Recruiter, Naukri, employee referrals and other sourcing channels.
• Managed stakeholder relationships to ensure timely closure of critical and business-sensitive positions.
• Prepared recruitment MIS, hiring dashboards and manpower reports for leadership review.
• Ensured compliance with recruitment policies, documentation and onboarding processes.
• Supported employer branding initiatives and enhanced candidate experience throughout the hiring journey.
• Drive high candidate engagement, ensuring a seamless and positive experience from application to joining.
• Handle pre-onboarding, onboarding, induction, and immersion programs, ensuring new hires integrate smoothly into the organization.

Key Achievements:
◦ Successfully hired 254 employees within 11 months, supporting business growth across multiple functions.
◦ Managed 35-50 active positions simultaneously across multiple business functions.
◦ Sourced and assessed 1000+ candidate profiles through LinkedIn, Naukri, referrals, and job portals.
◦ Achieved an 88-92% offer acceptance rate through effective candidate engagement and salary negotiations.
◦ Maintained an average time-to-fill of 25-30 days for critical and lateral positions.
◦ Built a talent pipeline of 2, 000+ qualified candidates for recurring and niche roles.
◦ Partnered with 50+ hiring managers to deliver recruitment against business workforce plans.
◦ Reduced agency dependency by 80% through strategic direct sourcing and employee referrals.
◦ Closed leadership and critical positions with an average 30-day turnaround time.
◦ Coordinated onboarding and joining for 100+ employees while maintaining 95%+ joining ratio.
◦ Delivered 95%+ hiring target achievement against annual recruitment plans.
◦ Maintained 100% compliance in recruitment documentation, offer management, and onboarding.
◦ Improved recruitment efficiency by implementing structured trackers &MIS reports, reducing hiring cycle by 20-30%
◦ Successfully managed recruitment for PAN India hiring requirements.

• Lead end-to-end recruitment across PAN India, managing sourcing, screening, interviewing, and offer management.
• Build and maintain strategic talent pipelines, including passive sourcing through LinkedIn, job portals, employee
referrals, and networking.
• Partner with business leaders to understand manpower requirements and implement strategic hiring plans.
• Develop level-wise hiring frameworks to meet current and future business needs.
• Drive candidate engagement to ensure a smooth and positive recruitment
experience.
• Manage pre-onboarding and onboarding processes, ensuring timely completion of formalities and documentation.
• Anchor new hire orientations and induction programs to integrate employees into the organizational culture.
• Ensure a positive candidate and employee experience across recruitment, onboarding, and HR programs.

Key
◦ Successfully hired 30-40 Candidates on monthly basis on average supporting business growth.
◦ Achieved an 90-95% offer acceptance rate through effective candidate engagement and salary negotiations.
◦ Maintained an average time-to-fill of 15-20 days for critical and lateral positions.
◦ Partnered with 30+ hiring managers to deliver recruitment against business workforce plans.
◦ Reduced agency dependency by 100% through strategic direct sourcing and employee referrals.
◦ Delivered 98%+ hiring target achievement against annual recruitment plans.
◦ Maintained 100% compliance in recruitment documentation, offer management, and onboarding.
◦ Successfully managed recruitment for PAN India hiring requirements.

• Talent Acquisition - Managed end to end International Talent Acquisition / International Recruitment inclusive of Recruiting Candidates
across the UAE, sourcing and hiring talent from Countries Like India/ Philippines/ Lebanon/ Pakistan/ Srilanka/ Bangladesh/ China
etc.
• Managed the complete recruitment lifecycle including sourcing, screening, interviewing, salary negotiation, offer management,
and joining formalities.
• Coordinated with recruitment agencies, internal stakeholders, and candidates to ensure timely closures while maintaining
recruitment TAT.
• Built strong talent pipelines for critical and niche positions through LinkedIn, job portals, referrals, and networking.
• Managed pre-boarding activities including document verification, visa-related coordination, offer acceptance, and joining
formalities.
• Led onboarding and induction programs to ensure a smooth transition for new employees into the organization.
• Coordinated cross-functional onboarding with HR, IT, Administration, Payroll, and Business Heads to deliver a seamless
employee experience.
• Supported employee lifecycle activities including probation tracking, employee engagement, performance discussions.

◼ Talent Acquisition - Hired for New Upcoming 27 Branches inclusive of CAT A, B, C & Rural Branches for 3 Regions. Hired for Teller,
Operations Profile, Operations Head, Front Line Sales (FLS), Branch Sales Manager, Branch Head Profiles for Products - Loan Against
Property(LAP), Home Loan (HL), Loan Against Securities (LAS), Credit Card, Current Account Saving Account (CASA), Gold Loans (GL),
Business Loan (BL), Personal Loan (PL), Two- Wheeler Loans, Vehicle Loan, Equipment Loan, Insurance Profiles for the new launched
27 branches besides the regular hirings inclusive of all verticals - Branch Banking, Assets and Liabilities Vertical.
◼ Reduced External Hiring Percentile from 38% to 7% within an year of joining the organization resulting in huge Recruitment Cost Saving
, i.e Talent Cost Optimization
◼ Handling Pre-Onboarding & Onboarding Process across the 3 Regions for the Bank. Inducting the New Joiners so as to
ensure Employee Connect from Day 1.
◼ Employee/Stakeholder Connect - Regular connect with Operations team to understand and resolve business/people related
challenges and implementation of need based engagement initiatives.
◼ Employee Engagement: Drive Engagement through Regular Connects, skips, discussions, Top Talent Connects for the Account,
Leadership Connects for the Account, Conduct Skip Level Meetings, Onboard new employees into the account including lateral,
campus and those who have moved in from other accounts.
◼ Attrition Management: Proactively connect with employees to ensure problems are addressed; connect with managers,
employees and conduct retention reversal discussions Guide exiting employees through attrition process and system
transactions.
◼ PMS - Facilitating in KRA Setting / Mid-term review process and also validate the KRAs set by the employees as per the
Corporate guidelines.
◼ Employee Exit Process - Handling Employee Exit Process, Issuing Absconding, Termination, Conducting Exit Interviews and
Sharing Feedbacks for action.

◼ 7 Times Winner of Best Performer in HR Department.
◼ Act as a strategic HR partner to regional business leaders.
◼ Talent Acquisition - Hired for all Verticals for 4 Regions across the organization for Agency / Bancassurance / Direct Vertical of the
organization.
◼ End to end recruitment for functions across based on approved plans and staffing projections. Hired for New CDM & CDA
Channels of the 4 Regions via own efforts resulting in huge Recruitment Cost Saving, i.e. Talent Cost Optimization. I was recognized as
Employee of the Year by the management for 2 Years.
◼ Meeting the Talent needs of the Business, closing working with the Panels, Line Managers, & BU Heads.
◼ Having frequent meetings/calls with the Stakeholders to update on the BU Hiring status & the upcoming hiring needs.
◼ Develop resource plans and strategies for Talent Acquisition, identify skill gaps and drive recruitment & selection for all job
grades.
◼ Conducting HR discussions, looking after recruitment budgets, cost/budget approvals, Salary Negotiations, reference checks,
generation of offer letters and hand holding with candidates till on-boarding.
◼ Designing Employee Engagement Calendar & Driving Employee Engagement across the organization
◼ Talent Management & Retention - Drive retention strategies and ensure identification & retention of High Performance &
potential employees
◼ Employee Engagement: Drive Engagement through Regular Connects, skips, discussions, Top Talent Connects for the Account,
Leadership Connects for the Account, Conduct Skip Level Meetings, Onboard new employees into the account including lateral,
campus and those who have moved in from other accounts.
◼ Attrition Management: Proactively connect with employees to ensure problems are addressed; connect with managers,
employees and conduct retention reversal discussions Guide exiting employees through attrition process and system
transactions.
◼ PMS - Facilitating in KRA Setting / Mid-term review process and also validate the KRAs set by the employees as per the
Corporate guidelines.
◼ Employee Exit Process - Handling Employee Exit Process, Issuing Absconding, Termination, Conducting Exit Interviews and
Sharing Feedbacks for action.