SATHYANARAYANAN KRISHNASAMY

 Resource Planning: Oversee resource planning based on project requirements and allocate resources accordingly.  Demand Assessment: Assess organizational resource demands to ensure staffing needs are met; assign employees to project tasks and engage in the hiring process.  Manpower Planning Reviews: Conduct annual manpower planning reviews with business unit heads to source technical, clerical, and administrative talent, significantly supporting management in attracting the right candidates.  Collaboration: Collaborate with project managers, department heads, and stakeholders to evaluate resource needs, develop plans, and allocate resources effectively, enhancing productivity and streamlining processes.  HR Operations: Maintain comprehensive knowledge in HR operations, including recruitment, employee relations, manpower planning, and compensation and benefits.  Talent Attraction: Work closely with the HR Manager to design and implement initiatives that attract talent and provide a competitive advantage at recruitment events.  Recruitment Strategies: Research and continuously monitor recruitment strategies to ensure vacancies are filled cost-effectively with high-quality candidates.  Hiring Trends: Stay updated on hiring trends, implement creative strategies, and launch initiatives to build a pipeline of top-quality recruits.  Recruitment Support: Offer recruitment advice, prepare job descriptions in collaboration with line managers, and support hiring managers with recruitment policies and procedures.  Recruitment Planning: Play a key role in recruitment planning, ensuring timely recruitment of strategic positions while keeping project heads updated.  End-to-End Recruitment Services: Deliver comprehensive recruitment services, including job briefs, advertising, sourcing, shortlisting, candidate selection, assessments, interviews, pre-employment screening, and onboarding, ensuring compliance and integrity in all processes.  Internal Job Applications: Manage the internal job application process, maintain the recruitment staff hub, and drive awareness of internal development opportunities.  Talent Pipeline: Maintain a talent pipeline of skilled technical professionals to ensure timely and efficient filling of critical roles.  Bulk Manpower Mobilization: Demonstrate strong knowledge in mobilizing bulk manpower for shutdowns and short-term projects through suitable sources.  Grading System Development: Assist the HR Manager in developing and implementing a grading system for various business lines; conduct salary and variable surveys to recommend changes to management.  Organizational Structure: Collaborate with senior management to develop organizational structures, introduce new reporting lines, and eliminate duplication and ambiguity.  Turnaround Time Management: Monitor and implement strategies to reduce turnaround time for filling vacancies, mitigating negative impacts on projects.  People's Dashboard: Provide a ‘People's Dashboard’ to track recruitment, attrition, internal movements, and staff localization within projects.  Metrics Reporting: Provide regular reports and presentations on recruitment metrics to management regarding ongoing recruitment and mobilization.