CAREER SUMMARY:

• Seasoned professional with a diverse global background in various HRIS Systems, Human Resources Management and Administration, Talent Management, Organization Development, Recruitment, Global Immigration policies and process.
• Talent acquisition Project and process planning, Development and Implementations
• Vast experience working across various HRIS Systems, Workday, Oracle HRMS EBS.
• Oracle Taleo, Kenexa IBM Oracle EBS, ICIMS SAP, various technical, and non - technical projects in IT, Finance, Banking, Telecommunication, Engineering, Health Care, insurance. Pharmaceutical, Retail, Aerospace, Infrastructure, Hospitality, Print media publications.

• A Workday Consultant with extensive professional experience in many HRIS systems which includes about one year experience in Workday.
• Experience in all phases of the Workday implementation life-cycle - Requirement gathering, Analysis, Design, Development Testing and implementation
• Subject Matter Expertise in different HCM modules Human Resource, Talent, Recruitment and Compensation.
• Experience working in global environment.
• Have functional expertise and Good understanding of Integrations including Web Services, SaaS, Workday Architecture, and Business Process Framework.
• Manage Workday functional ticketing queue to ensure tickets are addressed in a timely manner with excellent customer service.
• Manage Workday releases, identifying impact and enhancement opportunities associated with new release, and communicating appropriately.
• Design and configure new Workday enhancements as they are made available with each new release.
• Major strengths include good team player with excellent communication skills. Trustworthy working with personal, sensitive information requiring confidentiality.
• Ability to work independently and perform against tight deadlines and multi-task effectively.
• Responsible for overall coordination, status reporting and stability of the project.
• Provided guidance and to Client Business Users and Developers on Workday tools.
• Ability to work independently and perform against tight deadlines and multi-task effectively.
• Provide the Engagement Manager with status reports and keep them apprised of overall project status.

AREAS OF EXPERTISE:

• Recruitment Process Outsourcing (RPO) and Management Service Providers (MSP)
• International Sourcing and Staffing Project Management & Implementation
• Presenting sales presentations, winning and adding new accounts to practice
• Good documentation skills of client needs and pre sales presentations
• Organization, Business Development and Competitive Market Analysis
• Salary and Wage Administration, Achieving and Exceeding Targets
• Corporate Planning and Management, Operations Management
• Business Administration and Management Strategic Planning
• Human Resources Project Management and Administration
• Employment Law / Laws Against Sexual Harassment
• Excellent Presentation Skills Relationship Building
• Customer Service Government Contracting
• Trade Show Management Computer Savvy
• Formal presentations and delivering POC
• Key Metrics, KPIs, and best practices
• Human Resources Management
• Talent Acquisition and Staffing
• Performance Management
• Communication Processes
• Classifying Employees
• Resource Allocation
• Supports Diversity
• Recruitment

TECHNOLOGY SKILLS:

Proficient in Microsoft office Word, Outlook, Power point, Excel, Good hands-on experience using many (ATS) electronic Applicant Tracking System, name a few Oracle HRMS EBS. Oracle Taleo, Kenexa IBM Oracle EBS, ICIMS, SAP, Job Diva, Ceipal, CATS, CRM, SharePoint.

PROFESSIONAL EXPERIENCE:

Workday HCM Functional Consultant / Business Analyst

Confidential

Responsibilities:

• Lead design sessions with clients in order to gather requirements and document key decisions.
• Translate business requirements into Workday configuration and create Process mapping and document.
• Provide recommended approaches and best practices for clients based on industry and client requirements.
• Facilitating team processes, reviewing unit test cases and UAT test plans when necessary.
• Translate business requirements into Workday configuration and create design and mapping preparing functional design documents
• Created several rules and worked on Dynamic Business Process for Job applicants.
• Designed several validation rules to ease out the external career site validation flaws.
• Provide recommended approaches and best practices for clients based on industry and client requirements
• Coordinating with technical team and providing functional solutions for the incoming requirements.
• Was responsible for coordinating with technical team during the different phases of the project.
• Supported the client team through test execution, issue and knowledge transfer activities.
• Designed several reports and calculated fields and work around for the better performance of the report.
• Handled requirement changes and conducting the knowledge sharing sessions with client stake holders about Workday HCM designs.
• Assist with data cleanup, extraction and load, and data validation for the Workday implementation.
• Liaise with internal departments and Third-Party service providers as necessary.
• Assist in performing tests to insure all processes work according to predetermined goals.

Confidential, Boston, MA

Sr. Manager- GPM Program- Implementation Consultant

Responsibilities:

• Overseeing the implementation and upgrade of Oracle EBS
• Directly support to Global Head of HR Mobility
• Set up policies and procedures for international candidates
• Drive global policy rollouts of approved policies, identifying and resolve operational challenges. Assist with the design and manage the review and approval process for additional policies to ensure they are relevant, transparent, market-competitive, effectively administered and compliant with relevant internal and external requirements.
• To manage the overall implementation of global mobility technology. Forge strong partnerships and act as primary GPM liaison with the Integrated People Systems team, IT, and the vendor
• Lead the transition of global operational support to the GMO team in India by collaborating with other GPM team members to define team roles and responsibilities and project managing the design and implementation of globally standardized processes.
• Manage processes supporting governance and risk management of the mobility program
• Review Consulting spend levels and conduct cost/benefits analysis. Review Consulting spend vs. Vendor invoice to ensure accuracy. Provide Management team with metrics and reporting related to Consulting spend.
• Review & control that all out of expenses claimed by suppliers are allowed/invoiced as agreed in SOW. Analyze exceptions and escalate reports to management.
• Managing H1B program- H1B Transfer, Amendments, Extensions
• Managing people data on Oracle EBS - Oracle HRMS
• Managing people data on Oracle Taleo and ICIMS and Share point
• Expertise in all aspects of mobility operations, including a breadth of international mobility practices, legalities policies across multiple geographies and motivation to maintain an up-to-date knowledge of industry practices

Confidential, Bridgewater NJ

Sr. Operations Manager

Responsibilities:

• Handled hiring operations from onshore offshore module for about positions across USA and Canada in quarter with many responsibilities and exceeding the expectations with lot of recognitions for s.
• Present sales presentations and winning and adding New accounts to practice
• Organization and Business Development Competitive Market Analysis
• Good documentation skills of client needs and pre sales Presentations has won many projects
• Built and managed a practice area by advising clients and business on strategic business and technology’s
• Convinced many clients by facts and figures and was able to present and winning the sales pitches and adding New accounts to practice with Good documentation skills of client needs and pre sales
• Oversaw the implementation of a new Recruitment Process Outsourcing (RPO) program focused on reducing cost per hire and retentions of employees.
• Reduced alteration to Zero from 58% in two quarters
• Increased team head could with coordinating with client
• Trains, guides, maintains allocation, and enhances the Implementation Services teams by planning, implementing, and evaluating employee relations and adherence to human resources policies, programs, and practices for the teams;
• Manages implementation specialists providing guidance, understanding people’s motivation, working with people on their development plans, getting feedback on team members on performance
• Maintains the organizational and work structure by updating Org Chart, job requirements, and job descriptions for Implementation Services teams and Establishes a recruiting, testing, and interviewing program: counseling managers on candidate selection, conducting and analyzing exit interviews, recommending changes
• Manage the day to day operations of the entire Recruiting Department
• Oversee and direct the management of off-shore recruiting functions.
• Consult with Business Unit Leaders, Senior Executives and Recruiting Managers in order to successfully align recruiting efforts with business needs, improve productivity and provide high quality talent.
• Drive continuous improvement by implementing processes infused with best practices that are repeatable and measurable
• Create end-to-end recruiting strategies - identifying, sourcing, screening, interviewing and hiring candidates at all levels
• Extensive resource planning and management, Timely Hiring and deployment.
• Manage Consulting Procurement process with an overall accountability for process, people & technology.
• Manage consultant resource requirements from internal hiring manager. Review all requirements, if needed, challenge hiring manager for any requests relating to temp or permanent kind of resources. Maintain log of challenging process.
• Follow-up with Senior management at various levels (locally & globally) for getting necessary approvals before initiating new Request For Proposal (RFP) with suppliers
• Create metrics to measure the effectiveness of recruitment efforts: - Time to Fill, Cost per Hire, Resumes Submitted to Placement Ratio Source Production Offers by Recruiter
• Establishes a recruiting, testing, and interviewing program: counseling managers on candidate selection, conducting and analyzing exit interviews, recommending changes;
• Establishes and conducts on-boarding activities within the Implementation Services;
• Maintains management guidelines by preparing, updating, and recommending resource management policies and procedures particularly for Implementation Services teams;
• Creates short-, mid- and long-term resource plans. Demonstrates a good view/ vision/ understanding of what should be anticipated;
• Understands both the strategic and tactical priorities for the organization and communicates these clearly and consistently to the Implementation Services teams;
• Schedules management conferences with employees for counseling employees and supervisors;
• Resolves issues and conflicts and supports teams’ morale understanding teams’ dynamics (the strengths and weaknesses of the individuals in the team and how they interact in team environment
• Effectively sets realistic expectations for implementation specialists regarding implementations, processes, and standards, and appropriately articulates performance goals and standards. Evaluates individual performance against those goals and provide meaningful and constructive feedback to the implementation specialists and managers;
• Client Relationship building and enhance relationship
• Maintain vendor score-card for consultancy supplier selection process.
• Manage Statements of Work review process. Check for rates & resources in SOW as against RFP response.
• Full life-cycle sourcing, recruiting and account management Operations and administration.
• Capturing job requirements from hiring managers and guide team on sourcing for those requirements.
• Selling IT staffing solutions, RPO services and Recruiting Process Improvement Services
• Full life-cycle sourcing, recruiting and account management
• Review, supervise and manage multiple reports for critical activities. Redefine process KPIs & KRIs with frequent reporting.
• Full recruiting life-cycle SME possessing
• Follow-up with Legal team to validate SOW.
• Manage exceptions to guiding defined principles
• On finalization of SOW, work with IT, HR and Corporate security team for creating IDs and access.
• Manage SOW maintenance and SOW extension exception handling process.
• Advance monitoring and follow-up with internal hiring manager for SOWs due to expire. Ensure that the requisite approvals are in place prior to the extension of any existing Consulting engagements.
• Proven ability to act as a change agent and usher of best practices, adherence to SLA’s and position oneself as a Trusted Advisor

Confidential, Edison, NJ

Director - Projects and Resources / Talent Acquisitions

Responsibilities:

• Responsible for providing overall strategizes in HR and talent acquisition leadership.
• Oversee the development and implementation of human resources policies, performance management, employee relations, employment practices and procedures, employee communications, employee events, supervisor’s employees on personnel issues that affect performance and business relationships, manpower planning, and salary & wage administration
• Present sales pitches and winning and adding New accounts to practice
• Organization and Business Development Competitive Market Analysis
• Good documentation skills of client needs and pre sales Presentations has won many projects
• Maintain vendor score-card for consultancy supplier selection process.
• Manage Statements of Work (SOW) review process. Check for rates & resources in SOW as against RFP.
• Conceptualized, developed and established the foundation to enable a US college to set up an International university and to recruit overseas. This project is the first of its kind in the US space. Its estimated cost of is $30million.
• Developed an online appointment and EMR system for the health care industry that encompasses doctors, patients and insurance companies. The project has estimated revenue of $65 million in 3 years.
• Review, supervise and manage multiple reports for critical activities. Redefine process KPIs & KRIs with frequent reporting.
• Manages major staffing augmentation projects for the US and Europe, using 90 technical resources.
• Establishes a recruiting, testing, and interviewing program: counseling managers on candidate selection, conducting and analyzing exit interviews, recommending changes
• Establishes and conducts on-boarding activities within the Implementation Services;
• Maintains management guidelines by preparing, updating, and recommending resource management policies and procedures particularly for Implementation Services teams;
• Creates short-, mid- and long-term resource plans. Demonstrates a good view/ vision/ understanding of what should be anticipated;
• Understands both the strategic and tactical priorities for the organization and communicates these clearly and consistently to the Implementation Services teams;
• Schedules management conferences with employees for counseling employees and supervisors;
• Resolves issues or conflicts and supports teams’ morale understanding teams’ dynamics (the strengths and weaknesses of the individuals in the team and how they interact in team environment
• Effectively sets realistic expectations for implementation specialists regarding implementations, processes, and standards, and appropriately articulates performance goals and Standards and Evaluates individual performance against those goals and provide meaningful and constructive feedback to the implementation specialists and managers
• Established a professional network and a sound relationship with management of various major universities in New York tristate area, including NJIT, Touro College and University System, Rutgers State University, NYU Polytechnic University, Montclair State University, NYU, Syracuse University, Pace University, UCONN. University of Rhode Island. Participates in the Big Apple and Big East career fairs. Delivered presentations and recruited at each of these schools. In 2012, hired 38 applicants.
• Branding corporate presentations at Info Sessions at various major universities
• Designs display and publicity material sign boards
• Provides layouts for company’s web-site

Confidential, Edison, NJ

Chief Administrative Officer

Responsibilities:

• Responsible for the administration, coordination and operations of the organization
• Prepared, implemented and oversaw all policies and best practices across member companies
• Worked on ADP payroll systems for payroll processing
• Interfaced and lobbied with government agencies and law makers on behalf of members
• Negotiated with suppliers, vendors and service providers
• Assisted member companies in reaching for global business; developed networking contacts; tracked efforts.
• Provided HR support for all member companies; recruited employees who specialized in IT, accounting, recruiting, BPO, sales
• Recruited new member companies; coordinated the in corporation of 6 new members
• Prepared all legal agreements; Created and maintained a global contacts data base
• Prepared budgets and planned business and social events
• Bring in best practices from industry to improve process. Identify opportunities to automate manual activities & reports with implementation plan.
• Major event Management and organizing Monthly meetings
• Sourcing and getting sponsors for the events and meetings. (Coordinated in collecting $ 38,000Contributions for a Fund raising event within 10 days)

Confidential, Edison, NJ

Manager - Human Resources / Talent Acquisitions

Responsibilities:

• Managed all recruiting and Human Resource activities; defined staffing plans and developed recruitment strategies to attract top caliber employees
• Developed and implemented all Human Resource policies, performance management, employee relations, employment practices and procedures, employee communications, supervisor’s employees on personnel issues that affect performance and business relationships
• Served on the executive team to provide strategic and tactical management planning
• Developed progressive benefits programs to provide motivation, incentives, rewards for effective performance.
• Defined staffing plans and developed recruitment strategies, implementation plans and programs for recruiting top caliber employees

Confidential

Manager Human Resources / Talent Acquisitions

Responsibilities:

• Assisted management with staffing planning and recruiting to fill open positions Implements performance management and improvement systems.
• Recruited hard to find candidates for all levels from all categories/ Technologies by using of international resource providers
• Specialized and Adept in entire placement process including screening, checking, offers and negotiating, compensation
• Review, supervise and manage multiple reports for critical activities. Redefine process KPIs & KRIs with frequent reporting.
• Managed recruitment process from requisition initiation to sourcing, to acceptance of offer and final placement
• Managed and developed a team of recruiters and coordinators
• Developed strategic plans and goals for the group
• Organized and implemented business processes to become more efficient and profitable for the company.
• Conducted employee orientation, development, and ;
• Applied development tools and methodologies (i.e., assessment, feedback, development planning, and organization development).
• Managed employee relations; and Work to resolve employee relation issues in a timely and appropriate manner Managed employee services and counseling; Drove continuous quality and effectiveness of corporate talent management portfolio
• Adapted global strategies for execution in the Americas (US strategy) for talent management, ensuring that talent required to deliver business strategies
• Developed measurement strategy and effectively manage processes to drive results
• Grow and maintain global network of peers in Sector HR organizations and ensure programs are implemented in a coordinated way
• Maintained customer focus while managing multiple projects and competing priorities
• Drove quality and consistency of talent via Development Centers and Assessment processes.
• Responsible for handling marketing team and extensive upon completion of recruiting process.

Confidential

Manager Employee Relations

Responsibilities:

• Served as first point of contact for all the 300 plus employees. Took care of all their concerns. New employee documentation background checks verification, organizing meetings, and annual meetings, hiring, preparing hiring plans, visiting career fairs for hiring, guesthouse maintenance and preparing polices, conduct exit interviews for terminated employees.
• Responsible for in house Newspaper: right from design to collecting of news editing and publishing and Received best employee for recruiting .
• Developed three new direct clients.
• My proposals which were implemented saved $65000 Per Month to the company.
• Managed recruitment process from requisition initiation to sourcing, to acceptance of offer and final placement
• Managed and developed a team of recruiters and coordinators
• Developed strategic plans and goals for the group and office administration.
• Organized and implemented business processes to become more efficient and profitable for the company.
• Assisted with organization development.
• Conducted employee orientation, development, and ;
• Developed new business proposals through innovative recruiting/staffing initiatives and source exceptional key personnel as per proposal requirements.
• Applied development tools and methodologies (i.e., assessment, feedback, development planning, and organization development) as needed.
• Managed employee relations and Work to resolve employee relation issues in a timely and appropriate manner
• 95% of my proposed policies and suggestions were implemented
• Managed employee services and counseling;

Confidential

Vice President - Human Resources and Administration

Responsibilities:

• Provided leadership and strategic vision for implementing and executing the recruitment strategy of experienced-level IT professionals and executives.
• Coach and mentor team to leverage alternative, cost effective recruiting methodologies. on developing and implementing a comprehensive human resources evaluation that will include assessing the strengths and weaknesses of existing staffing programs, conducting gap analysis on existing capabilities against future needs, tracking long-term resources supply and needs, and implementing an ongoing staffing plan.
• Serve as single point of contact for experienced recruiting Technology groups Maximize of Direct Sourcing Techniques Results of all staffing objectives within the company by taking steps to reduce possible cost, to source and hire the best qualified candidates.
• Advise management on all significant staffing sourcing and recruiting methods. And leadership to the Staffing team to ensure proactive partnerships with all client groups
• Managed Employee Referral Program across division through tracking, responding to source and screening candidates for suitability of positions, enhancing the resources through research of alternative channels of locating the candidates. (Colleges/universities, alumni networks, relevant professional organizations, etc.)
• Supervised, coached, and developed staffing team
• Contributed to the development and execution of the HR departs strategic direction
• Involved in customer service, time management and team building skills
• Developed maintenance of guest house and created policies.
• Demonstrated ability to deliver solutions for problems
• Opened new branches, recruited, stablished business development tie ups within USA and other countries.
• Visited overseas offices for recruiting, administrative work and trained staff and administered operations