Supriya Patil

• Analyze current "as-is" processes and define new "to-be" processes within the Workday framework.
• Build out specific Workday modules, such as Core HCM, Benefits, and Absence, according to the agreed-upon design.
• Configured and tested Core HCM business processes, including Hire, Change Job, and Termination, ensuring alignment with client requirements.
• comprehensive report which include active employees, their job profile, manager, supervisory organization, and contact information
• Managed reorganization tasks, including moving workers and updating reporting structures.
• Advised on and configured both Position Management and Job Management models based on business needs,implemented hiring restrictions.
• Configured and managed Job Profiles and Job Families, aligning them with the compensation structure.
• Created, updated, and closed positions within the Position Management model.
• Configured compensation components (salary, bonus, allowances) and compensation packages.
• Configured and supported the full hiring business process within Workday Recruiting.
• Designed and configured role-based , user-based , and domain-based security within Workday.
• *designed, built, and maintained a library of standard reports, including dashboards, for key HR stakeholders.

• Managed end-to-end recruitment and smooth onboarding processes.
• Maintained accurate employee records and tracked performance.
• Prepared stand-out resumes resulting in a 15% increase in interview requests
• Organized and conducted job fairs and recruitment events.

Gain exposure to used workday system for hiring purpose.

Managed the entire recruitment lifecycle within the Workday platform, from job requisition creation and posting to offer generation.

• Utilized Workday Recruiting core functionalities to manage candidate pipelines, track application statuses, and automate communication and notifications to applicants.

Talent Acquisition Specialist | Expertise in Workday & GreatHR

• Centralized Recruitment Operations: Implemented a unified recruitment platform in Workday, streamlining collaboration between HR and hiring managers, improving transparency, automation, and reporting for data-driven hiring decisions.
• End-to-End Recruitment: Created and approved requisitions, managed multi-platform job postings, tracked candidates through every stage, and generated offers directly in Workday.
• Pipeline Management: Monitored hiring funnel using GreatHR’s Recruiting Dashboard; segmented candidates by role, status, and location; coordinated interviews and collected feedback via Workday; automated candidate updates and follow-ups.
• Data Accuracy & Compliance: Maintained accurate candidate and employee records in GreatHR, ensuring GDPR and policy compliance; centralized onboarding and performance data; delivered reporting on hiring trends and KPIs.
• Seamless Onboarding: Designed structured onboarding journeys in Workday, automating workflows for IT, payroll, and benefits; provided single-access onboarding portals to enhance engagement and retention.
• Employer Branding & Events: Organized recruitment drives and job fairs, tracking outcomes and integrating candidate leads directly into the Workday pipeline.

• Managed the end-to-end recruitment lifecycle for IT positions, including roles from fresher to managerial level, hired for ITSM, java developer, full-stack,ERP, automation testing,HR manager.
• Developed and implemented effective sourcing strategies to identify qualified candidates through various channels, including LinkedIn, job boards, and professional networks.
• Conducted initial screenings and interviews to assess candidate skills, experience, and cultural fit.
• Collaborated with hiring managers to understand staffing needs, create detailed job descriptions, and streamline the interview process.
• Negotiated and extended offers, ensuring a smooth and positive candidate experience from first contact to offer acceptance.
• Managed and supported the "Non-IT to IT Transition Employment" program, a key initiative designed to up-skill and re-skill non-technical employees for careers in the IT sector.
• Coordinated training schedules, managed logistics, and tracked participant progress throughout the program.
• Monitored the successful placement of program graduates into relevant IT roles within the company, demonstrating the program's effectiveness.

Recruitment & Talent Acquisition

• Managed the end-to-end recruitment lifecycle for diverse IT and non-IT roles including ITSM, Java Developer, Full-Stack Developer, ERP (SAP/Salesforce), Automation Testers, and HR Managers.
• Successfully hired talent across levels, from fresh graduates to managerial positions.
• Developed and executed multi-channel sourcing strategies using LinkedIn Recruiter, job portals, employee referrals, and professional networks.
• Conducted initial screenings and interviews to assess technical expertise, experience, and cultural fit.
• Partnered with hiring managers to define workforce needs, draft and refine job descriptions, and design structured interview processes.
• Managed offer negotiation and extension processes, ensuring clear communication and a positive candidate experience from first contact to onboarding.

Strategic Talent Projects

• Spearheaded the “Non-IT to IT Transition Employment” initiative to upskill internal non-technical employees for IT roles.
• Supported internal mobility and career progression through structured training and career pathways.
• Coordinated training logistics, including scheduling, vendor management, and participant support.
• Monitored participant progress, providing feedback and guidance to ensure readiness for IT placements.
• Facilitated the successful transition of program graduates into IT roles, demonstrating measurable impact.

• Assisted in end-to-end recruitment for clinical and non-clinical staff, including drafting job descriptions, screening resumes, and coordinating interviews.
• Supported HR operations by maintaining employee records, updating databases, and preparing onboarding paperwork.
• Conducted a research project on employee job satisfaction across three hospital branches, designing surveys and analyzing data.
• Generated reports with actionable insights on workplace environment, leadership, and professional development to enhance employee engagement.