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Professional Experience


Freelance Recruitment Consultant

Self Employed

Client Management

  • Serve clients, identify their needs and provide feedback on success of filling jobs
  • Qualify job specification / salary information and record accurate and comprehensive job description – check info / client requirements in line with key processes and legislation.
  • Gather info on client – decision maker and no of employees
  • Network internally and externally with clients
  • Benchmark for clients – salary, availability, candidate pool, industry activity

Candidate Management

  • Candidate control – keep in regular contact to review progress and performance
  • Pre-screen candidates before their interview for suitability and conduct interviews
  • Manage Temp availability to meet client needs
  • Spec CVs / Market candidates, Search / Shortlist CVs in line with job order request, Ensure
  • CVs are of a specific standard and reflective of client requests
  • Provide information to candidates on clients and job specifications for permanent jobs
  • Reference checking

Manager HR Recruitment

Emerson Network Power

Reason for change: Emerson spinoff network power business – New company will takeover

Significant Contributions:

  • Works with HR Directors and management to develop a recruitment strategy/ employer brand to attract the right talent. Creates communication vehicles (e.g. social media posts, webpage, Consultants, Campus Recruitment and Internal Reference etc.) to support recruitment objectives and generate candidate interest.
  • Provide functional support & direction, identify training needs within the group, ensuring optimum levels of performance, productivity and quality.
  • Effectively managing attrition within acceptable levels and develop strategies to increase retention.
  • Analysis of reports including process dashboards, team performance reports and initiating appropriate action plans.
  • Identify best practices / process re-engineering opportunities and implementing these across team 
  • Weekly performance feedback, outlier management and maintaining systematic records of the same.
  • Appraise each Team Member, create a development plan and identify training needs.
  • Analyze business trends to optimize resource utilization and manage competitive performance.
  • Liaise with support functions to bridge process gaps
  • Conducting Attrition Management Workshops across Manager levels to control Attrition.
  • Facilitate skip level meetings to identify areas of improvement in various teams and propose appropriate engagement intervention
  • Develops and manages Talent Acquisition Scorecard. Reports metrics, tracks key indicators and develops plans to impact opportunity areas. 
  • Ensure recruitment team’s efforts are consistent with the organization policies and practices. Adjudicate background checks per company guidelines and ensure on-boarding practices are followed at Emerson.
  • Conduct exit interviews, analyze attrition data and develop strategies to manage and reduce the attrition 
  • Communication and implementation of HR policies and programs

Head Talent Acquisition(APAC)

Cones and Cubes

Reason for change: The job was for one year work only 

Significant Contributions:

  • Drive & execute the corporate strategic interventions; strategies to achieve business goals & operational objectives.
  • Lead a team of recruiters in regions with a purpose to deliver required manpower at the right price and right time and analyze recruitment & attrition trends in regions and recommend actions
  • Drive the PMS process, Coach and educate the business partners and Corporate Line Managers on end-to-end PMS Cycle.
  • Build sourcing strategy plan for manpower deployment on quarterly & monthly basis
  • Ensure there is an optimal resource pool is available with the right skills at all times.
  • Keeping track of the percentage of non-billable man hours to ensure that this is within the planned utilization numbers
  • Maintain and publish all key reports Utilization, Resource Forecast, Bench Report and deployment.

Deputy Manager Human Resource

Su-Kam Power System Ltd

Reason for change: Su-kam underwent retrenchment process and the hr work was given to external agency later stage.

Significant Contributions:

  • My domain expertise includes: Measuring and tracking recruitment, attrition, retention for PAN India Corporate, R&D, Production, Sales and Service for Middle, Senior and Top Management (AGM, GM, AVP, VP and above) openings.
  • To design and implement enterprise wide employee engagement and motivation framework keeping the global context in consideration
  • Played a key role in attaining reduction in external agencies dependency from 45% in the year 2012 to 27% in the year 2013 which paved a way in earning annual savings of INR 10.7 million
  • Augmented employee referral penetration from 30% to a consistent 70% and alternate channel mix up to 10%
  • Significantly reduced the cost per hire by 25%, with 100% on-time hiring
  • Holds the merit of receiving Best Recruitment Team for year 2012 – 2013
  • Recorded 95% on-boarding within TAT and hiring TAT reduced from 60 days to average 45 days

Assistant Manager HR and Training

SAVI Infoservices(India) Pvt. Ltd.

Significant Contributions:

  • Designed a robust processes in place for high potential talent development through the Emerging Leadership Program, program aimed to build leadership pipeline.
  • Developed and integrated all aspects of Talent Management in workforce planning, talent acquisition, acculturation and assimilation, performance management, learning & development and talent retention and ensures alignment with strategic priorities and core values.
  • Implemented the succession planning and talent review philosophy and framework for the division.  Monitors the development of key talent and ensures development plans are in place and achieved, while ensuring readiness for next level assignments
  • Improved talent acquisition branding and processes, including but not limited to employee value proposition, competency based job descriptions, structured interview guides, selection and assessment tools and on boarding/assimilation processes
  • Utilized social and professional networking media to identify and source candidates
  • Interfaced with hiring managers to ensure clearly articulated role details and defined selection process, assisted in identifying panelists and scheduling interactions
  • Facilitated Training batch & drives the learning culture by reinforcing learning through multiple means integrating best practices, social media and technology;
  • Process executives, reviewing their operational performance, identifying area of improvement and & conducting customized training programs
  • Standardization of Quality Manuals, Competency /Skill Metrics and Organizational Development Process.
  • Working with External Consultants on New Projects with CMMI level v1.1/v1.2 to increase the operational efficiencies of the organization i.e. End to End Process mapping, Security Standards for HIPAA Compliance.
  • Tracks and reports talent outcomes and metrics to drive accountability and effectiveness of talent initiatives

Senior Team Leader Training

GeBBS Healthcare Solutions

Significant Contributions:

  • Assess, design and implement a centralized best practices training and development function across the organization
  • Conducting Process & Technical Trainings, managing, creating and updating training manuals, developing JDs, career graph, implementation of succession planning, Competency matrix.
  • Defining Process SOPs, SLA’s QMS, facilitation and tracking quality.
  • Assess organization to determine the most efficient structure and apply appropriate training, development and workforce planning strategies to ensure company has qualified personnel to meet organization and succession planning requirements
  • Establish effective relationships at all levels of the organization, from hourly employees to the executive team
  • Continually plan, assess and evaluate the effectiveness of training and development programs
  • Conduct needs assessment to identify unique learning opportunities for employees and ways to enhance organizational effectiveness
  • Assist in building competency models to link to performance strategy and develop an effective performance review and management function
  • Managed a team of Trainers & maintain goal setting, coaching and feedback process and performance appraisal process.
  • Responsible for measuring and tracking pre and post training performance & ability to facilitate diverse groups of people by providing a proficient learning environment to the new joinees.

Senior HR Executive-Recruitment

GenNex Manpower Services

Significant Contributions:

  • Proactively assisted and supported recruiting coordinators in developing and implementing recruitment objectives, policies and standards
  • Developed interview questions, tests, job descriptions and other necessary materials
  • Created, developed and posted job openings on job portals like Naukri, Monster and Times jobs
  • Clients hiring for US Healthcare, IT and Non IT

Education and Research


B.Sc Environmental Science

St. Joseph's Arts and Science College, Bangalore University

Other Credentials:

  • 200 Hours Honors Course in Entomology & Genetics from St. Joseph’s College, Bangalore in (2001to 03) – 80%
  • Research: Dermatoglyphics (Fingerprint Analysis for Health and Inbuilt Skills in Human)

  • Research: Myasis ( Project on Curing diseases caused due to  flesh eating flies and germs in open & closed wounds in Human with the help of Neem & Tulsi extract)

Employment Reference

~ References and other verifying documents will be furnished upon request

Core Competencies

© Planning Support & Execution © Manpower Planning © Global Staffing Solutions © Recruitment & Retention © Conflict Resolution © Employee Engagement © Talent Management © Competency Mapping © HR Compliance ©Training & Development © Career & Succession Planning © Vendor Management © Organization Development


  • Fundamental of Management Training and Certification Program.
  • Leading at Emerson Certification program and also member of NHRD.
  • Completed Lean Six Sigma from Intertek & VNA Training Certification from Gebbs.
  • Clinical Operations GCP & ICH Training Certification (Corrective & Preventative Action Procedures)from Norton Training Institute (NTI) for Clinical Research Excellence with 80% in November 2008
  • CEUs Certification for HIPAA, CMS-1500 form, ICD & CPT, SNF from Centers for Medicare & Medicaid Services (CMS), authorized by IACET and approved for CEU by the American Academy of Professional Coders (AAPC)

Personal Dossier 

Date of Birth: 9th Sept 1982

Linguistic Abilities: English and Hindi

Passport Details: No. L5432689

   Executive Summary

  • Effective Human Resource Professional with a track record of over 11 years in spearheading end-to-end HR Process and providing right people/resource at the right place and right time across diverse industries viz. IT, ITeS, Telecom, BPO, Healthcare, Engineering and Power.
  • Delivered various organizational development initiatives in the areas of performance and talent management.
  • Manage candidate and employee assessments, including 360 degree assessments, analysis and reporting of assessment data.
  • Outstanding track record of facilitating team activities and initiating trainings/presentations in collaboration with the HR of the company for the development of the teams and to keep up the motivation of the employees
  • Strong strategic planner with profound ability to create and execute organization development plans to support short and long term business priorities and goal.
  • Exceptional relationship building and liaison skills to work closely with HR Business Partners (HRBP’s) and business leaders and vendors to ensure alignment of talent acquisition plans with the business plans
  • Exposure in conceptualising and effectuating measures / modifications in the SOPs, SLA’s QMS to optimise resource and manpower utilisation; adept at maintaining healthy employee relations and handling employee grievances thus creating an amicable & transparent environment, controlling attrition and building committed teams
  • A dynamic go-getter with multi–tasking abilities and highly nurtured interpersonal, analytical, and presentation skills; ability to relate with people at all levels of business and management.

   Business Skills & Attainments 

  • Appreciated for win-win compromises, developing teambuilding programs, and writing personnel manuals, corporate policies, job descriptions and management reports
  • Hands-on experience on CMMI, Salesforce, Oracle and Lean Six Sigma Tool for improvising organization processes and practices ­
  • Proven track record of closing critical leadership positions such as GM, AVP, VP & Head along with bulk hiring (GET, DET, ITI & MTs)
  • Understanding the business requirement, responsible for campus hiring, sourcing profiles through job portals (Dice, Net-temps, Hotjobsfinder, Monster, and Naukri)
  • Resolving queries on Social networking sites (Facebook, LinkedIn & Twitter)
  • Well networked with placement agencies such as Hays, Michael Page, Kelly Services, Right Advisor and Adecco
  • Experienced in driving sourcing through IJP & Employee Referral Scheme
  • Executed innovative and high impact talent management programs and processes to improve the depth and diverseness of global leadership talent
  • Passionate professional, keeping abreast of industry trends and market intelligence regarding hiring trends, market unrest and compensation challenges