India

Business Transformation

Level 5

Rampriya Sridharan

Assistant Vice President - Talent Strategy

Stakeholder management

Canva

Avtar is a leading Diversity, Equity and Inclusion (DEI) Consulting company in India that has been the pioneer and forerunner in championing DEI solutions and offerings for numerous organisations in India and continue to positively impact lakhs of women in the country.

Areas of Consulting: I provide HR consulting services to one of the world's largest US based Universities for their Regional team based in South Asia to help them strengthen their HR systems and processes.

The second area of consulting that I am into is to build a Diversity Executive search vertical from ground up as part of Avtar's mission to embed diversity C suite professionals at organisations.

Propel Consult is the largest HR Consulting company in Bahrain and works with clients across GCC covering a wide spectrum of industries. Propel works with some of the marquee clients in the region and has offices in Ireland, Bahrain, and India.

As a Principal Consultant, I was proudly associated with blue chip clients including NEOM Saudi Arabia, a $3TN marvel that continues to amaze infrastructure enthusiasts from world around.

My areas of expertise: Recruitment delivery and Learning & Development

Ramco Systems is a 1bn USD global IT Enterprise Software product company in the areas of Global Payroll and HR, ERP, Logistics and M&E MRO for Aviation.

I was responsible for addressing global recruitment needs across geographies for all the 5 Business verticals.  I am involved in large scale digital transformation of the Talent acquisition function while delivering quality resources against agreed SLAs. My role extends to Employer Branding where I am responsible for creating the Employer Branding strategy that includes conducting an Employer Brand audit and building an Employer Value Proposition.

•	Revamped Recruitment processes and made them more robust. Introduced innovative Recruitment practices and Competency based Assessments for critical roles in the organization.
•	Introduced Mettl Psychometric Assessment tool to evaluate potential candidates.
•	In a span of 6 months, recruited around 60 hires of which the diversity mix was over 50% thereby scaling the Diversity percentage to 28% which was higher than the average Real Estate industry standards of 15-17%.
•	Introduced the Balanced Scorecard for setting up KRAs & KPIs and successfully institutionalized the KRA & KPI framework across the organisation both at the corporate office and at the construction sites.
•	Launched “MENT-ABLE”, a 6-month mentoring program for Graduate Engineer Trainees.
•	Provided Leadership / Performance Coaching to mid to senior management staff.

FLSmidth is a Danish Engineering company catering to the Mining & Cement industries spanning over 50 countries.

• I was double hatting as a Recruitment & People & Organisational Development Professional where I was responsible for identifying the training needs of the staff across business units.
• Liaising with external training vendors to deliver Behavioural, Technical and Functional training programs.
• I was also in charge of developing E-learning course content for various Behavioral Training programs.
• Preparing the Monthly Training Calendar in consultation with the business
• As a Recruitment Business Partner, my role encompassed supporting core business functions such as
Group Engineering, Group Digital & Automation, Financial Shared Services, Project Management &
Order execution and Mining sales.
• Partnering with hiring managers / HRBPs to identify current and future needs in staff.
• Adept in working on HR tool Workday.
• Determining optimal job advertising mix, including job boards, career pages and social networks.
• Crafting sourcing strategies through online channels and managed deliverables in the shortest TAT.
• Championing diversity hiring for the region by running HR projects - Diversity campaigns & Floor Walks.
• Successfully closed business critical Leadership / Specialists’ positions against an extremely tight deadline.
• Supporting HRBPs and stakeholders by providing Recruitment dashboards on a weekly / monthly basis to make data driven decisions.
• Designed the Campus Hiring Plans for 2020.
• Overseeing the Onboarding activities including background screening to provide an ultimate new joiner experience. Successfully launched the Digital Onboarding platform to onboard new joiners.
• Have been handpicked by the management for the Women at Work (WOW) exclusively designed for
potential women leaders in the organization.

BAC is a quasi governmental organization that manages the operations of the Bahrain International Airport.

SPOC for the Recruitment Shared Services Centre for Bahrain Airport Company, a semi-government organization that manages the operations of the Bahrain International Airport. I was in charge of providing end-to-end recruitment & training services to the Gulf Air Group subsidiary companies (Gulf Air Group, Gulf Handling Company, HALA Bahrain & Gulf Aviation Academy).

• Implement sourcing strategies in line with the recruitment needs of various stakeholders in the business and support in leadership hiring.
• Actively involved in Social media recruiting such as LinkedIn. Specialized in Competency based
interviewing and use of Psychometric Assessments.
• Was instrumental in recruiting the CEO for the Gulf Air Group and some critical leadership positions
including Director – Supply Chain, Rescue & Fire Fighting Services, Aviation Security, Vice President –
Finance to name a few.
• Partnering with the senior management team, internal and external stakeholders in delivering
recruitment services par excellence and influence business leaders to make effective current and future
talent decisions and support them with effective workforce plans

Training & Development:

Designed and delivered Training sessions on Customer Service, Interpersonal skills, Email Etiquette, Cross Cultural Adaptability for HALA Bahrain, the hospitality arm of Bahrain Airport.

•	Business partnering role to the senior leadership team with a good mix of Operational HR / ER, Strategic HR and Management responsibility.
•	Key accountability for handling Global Talent acquisition for the BFG group across 7 locations encompassing niche skillsets and portfolios. 
•	Actively involved in the Organizational restructuring process by conducting a Skill Gap analysis with a focus on improving recruitment processes, increase employee engagement and talent management. Involved in Employer Branding initiatives.
•	Strategizing Recruitment that includes Manpower Planning, Workforce Analysis and calibrating recruitment with internal hiring managers to ensure a smooth work flow. 
•	Successfully launched a comprehensive 360 degree Induction program for new recruits to facilitate effective learning. 
•	Conduct training need analysis (TNA) and focused on coordinating Training programs for staff across all levels. Initiated On-the job training, Off-the-job and e-learning programs in the areas of Six Sigma, Lean Management, Soft skills to name a few.
•	Involved in the continued focus on HR metrics and the strategic focus will be on Diversity, Ethnicity, and Graduate, Apprenticeships and Early years recruitment. 
•	Strategic focus on driving the International Campus Recruitment drive for 2016.
•	Responsible for implementing HSE Standards in the factory.
•	Liaison with the Line Managers to initiate measures for Corporate Social Responsibility campaign for 2016
•	Manpower Vendor Management.
•	Strong exposure to LMRA & Immigration procedures

•	Spearheaded the complete process from sourcing, screening to interviewing candidates to    deliver headcount targets.
•	Handled recruitment for the various Centers of Excellence (COEs).
•	Populate recruiting databases/tools with candidates.
•	Manpower planning and designing recruitment policies
•	Identify alternate sources of recruitment.
•	Evaluating candidates through various tools - Assessment centers, entrance tests, Personality profiling etc., for certain key technical positions.
•	Creating and administering referral programs
•	Responsible for Tracking, Analyzing, Prioritizing requirements
•	Rationalize the inflow of manpower into the organization   
•	Prepare the Recruitment Budget and evaluate the cost per hire.
•	Draw out the Weekly & Monthly Recruitment MIS reports.
•	Organizing and implementing all aspects of the selection process.
•	Experience in formulation and implementation of client / project specific recruitment

Recruitment, Business development & Client management.

Acted as a focal point of contact for all recruitment related activities including annual campus recruitment.

NIS SPARTA was the training division of NIIT Ltd., It is a leading corporate training organization  imparting professional training to students in the spheres of Global Sales & Marketing Management, Personality Development & Effective Communication.
My key areas of operation were Career Counseling and Placements. 
•	   As a Career Counselor my nature of job involved screening of enquires and sourcing business by conducting presentation in colleges, schools and other academic institutions and also included certain marketing activities (e.g.) conducting visibility exercises in colonies and other residential localities.
•	   As a Placement Coordinator, I was part of the Placement cell, wherein my routine nature of job involved regular interaction with companies in getting eligible students to be placed.

•	Job involved Career Counseling and enrolments. Preparing Courseware and General Office Administration like Stock Maintenance and providing Student Service Assistance. 
•	My nature of job as a Student Service Co-coordinator was to help the students with their queries, faculty assistance, and preparation of Blue Book manuals and attending to their problems if any.

Rampriya Sridharan🇮🇳

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