SNEHAL SAWANT

• Worked directly with the Co-founders to understand the company's vision, culture, and talent needs.
• Acted as a strategic partner in aligning recruitment efforts with overall business objectives.
• Independently managed the entire recruitment lifecycle, from sourcing and screening candidates to conducting interviews and facilitating the selection process.
• Implemented innovative sourcing strategies to identify high-caliber talent.
• Streamlined recruitment processes for improved efficiency in sourcing and hiring top talent.
• Developed and maintained talent pipelines for critical roles, ensuring a proactive approach to future hiring needs.
• Prioritized creating a positive candidate experience throughout the recruitment process.
• Facilitated smooth onboarding experiences for new hires by coordinating closely with HR departments and hiring managers.
• Maintained strong relationships with internal stakeholders and hiring managers and also open and transparent communication with candidates, providing timely updates and feedback.
• Data driven decision making approach to evaluate the effectiveness of recruitment strategies, providing insights and recommendations for continuous improvement.
• Provided regular reports and insights to the leadership team on recruitment metrics and trends.
• Cross functional collaboration to understand their hiring needs, ensuring a holistic approach to talent acquisition.

• Partnered with Business, Product, Engineering and Operations heads to understand business requirements and recruitment agenda.
• Mentored and trained junior associates in terms of sourcing, screening and coordinating to ensure that recruitment goals are being met through a reciprocal approach.
• Utilized various channels, including job boards, social media, and professional networks, to identify and engage potential candidates.
• Built and maintained a strong pipeline of qualified candidates for current and future hiring needs.
• Driving hiring for Product vertical (Analytics and Product) and scaled it from 32 members team to ~155+ members today.
• Worked towards achieving an average of 37 days to fill a position with focus on adding 10%+ women talent representation across roles and maintain 47% diversity hires.
• Striving to maintain ~85% offer acceptance rate with 5:3 offer to hire ratio by driving post offer engagement program.
• Experience in working with 4 ATS - RecruiterBox, FreshTeam, MyNextHire and GreenHouse.
• Partnered with business during organizational restructuring efforts, assisting in workforce transformation plans and change management strategies..
• Continuously exceeded performance targets by delivering exceptional results.
• Driving best in class “candidate experience”- application process, interview process, TAT, quality of hire, new hire induction, etc along with hiring manager and stakeholder experience.
• Acted as a brand ambassador - effectively communicating the company's values and unique selling points to potential candidates.
• Introduced candidate feedback survey to ensure good candidate experience.
• Analyze and provide data on key metrics for recruitment, application flow, sources and quality of talent as required.
• Proactively identifying areas for process improvement and contribute to the evolution of recruitment strategies.

• Analyzed reason for employee’s exit and providing suggestions for retention
• Analyzed the exit trends and advised changes in cultural strategies for employee retention

Performance Management System- MAPS goal setting audit

• Worked on balanced score card to check alignment of goals to business strategies and understand critical indicators of current and future performance also the direction in which the company tries to move
• Track execution/progress of goals over a period of time
• Balance between quality of measure i.e. Quality, Quantity, Cost and Time
• Assisted in correcting the prescribed range of measures for goals

Exit Form Tracker (Report Analysis)

• Analysed primary reason for employees exit
• Assisted in planning retention strategies

Reviewing Nomura’s Current Employee Relations Process to align it with business needs and providing suggestions for improvement

• Advised and designed a grievance redressal flowchart
• Revamping the SOP for Employee Relations department
• Understood the concerns of the business stakeholders and formulated an escalation matrix for grievance redressal
• Provided suggestions for improving the overall ER process for the organisation

• Designed Employee Engagement Calendar
• Benchmarking LBTQ Policy
• UMANG (Educational Assistance Program) Story Drafting Rebranding UMANG Program