Navin Varma

• Developed shared service frameworks to enhance business value in talent acquisition.
• Drove talent acquisition strategies and implementation across two entities with a combined workforce of 2500 employees.
• Reported directly to the Global Head of HR Shared Services at Randstad GCC.
• Established a framework for transitioning from an end-to-end recruitment concept to a delivery center and business partnering approach in talent acquisition.
• Established frameworks optimizing talent acquisition service delivery.
• Enhanced collaboration with businesses by refining recruiting strategies.
• Enhanced the application-to-offer conversion rate, tripling it from 3% to 9%, in ten months.
• Optimized recruitment efficiency by coaching team on focusing on both candidate and stakeholder engagement.
• Influenced results through focused senior and executive recruitment efforts.
• Strategized to increase campus hirings by 5% annually, targeting a total of 40%.
• Successfully achieved an average hire rate of 65 employees per month, resulting in a total of 600 recruits within nine months in 2024.

• Directed end-to-end talent acquisition processes, aligning them with both tactical and strategic goals of Randstad India.
• Sourced talent for diverse roles such as sales, account management, technology and finance.
• Led hiring projects across high-volume, middle management and executive roles within the company.
• Drove TA agenda across leadership, including strategy talent forecasting and planning.
• Achieved optimal hiring efficiency with zero dependence on agencies.
• Recruited talent across five business units, global finance shared services center, technology product development center and all support functions.
• Enabling organizational-wide CXO and leadership hiring independently.
• Spearheaded digital transition by leading the implementation of the Oracle recruiting cloud ATS.
• Established robust university partnerships to enhance the management trainee program.
• Implemented various initiatives aimed at enhancing Candidate Experience, Campus Programs, Hybrid work models and employee mobility.

A global leader in the HR solutions space with significant operations across various regions.

• Reporting to the Director of HR, I Setup the TA function at Adecco and built the talent acquisition function ie people, policy, processes and metrics
• Significantly contributed to doubling organizational headcount within a 2-year timeframe.
• Actively participated in recruitment for leadership and confidential positions.
• Direct involvement in hiring for senior, critical, and difficult-to-fill positions.
• Hired Head of Technology Infrastructure, Digital Director, and HR Director.
• Addressed a backlog of 170 open vacancies within a span of six months while servicing existing vacancies.
• Developed an improved method for identifying and recruiting top-tier candidates in essential roles.
• Implemented a campus hiring program, reducing costs and turnover.
• Assisted in developing policies on workforce relations, leave time and attendance, mobility and transfers, employee referral.
• Built systems to focus on optimizing both candidate and stakeholder management touch points across the recruiting lifecycle with a focus on improving efficiency and effectiveness of the system
• LinkedIn responsible for nearly 25% of company hiring.
• Drove increased applicant flow by rigorously engaging potential hires via the career page.
• Represented regional global projects to build integrated and standardized job grading systems.
• A Global Leader in the HR Solutions space Adecco is Headquartered in Zurich Switzerland and is present in 60 countries

Company Overview: Set up in 1953, Manipal Health Enterprise is one of the largest healthcare service providers in India. With over 10,000 employees across 25 hospitals in India.

• My role at Manipal was hands-on, where I worked as a producing lead, individually contributing to the hiring of critical, hard-to-fill roles while leading a team of recruiters.
• Built on the approach of research, mapping, meaningful conversations, and relationship management with key talent.
• Support expansion into new locations with focused planning and hiring of new talent in these regions.
• Drove initiatives to improve the onboarding experience across levels of new joiners, including doctors and nurses.
• Built a framework for succession planning across key roles by focusing on identifying internal talent through competencies and aspirations, and also advising the talent acquisition team to drive pipelining from the external market.
• Managed employee engagement through multiple initiatives and activities, with a focus on building team cohesiveness and driving personalization.
• Led management training and resolved staff issues to enhance manager-employee relations, increasing productivity.

Company Overview: Thermo Fisher is a world leader in the life sciences, with a presence in 160 countries and 11,000 employees. My role here entailed talent acquisition across six businesses and support functions in South Asia, and I was accountable for talent acquisition across sales, R&D, IT, and shared service organizations.

• Built processes around Talent Acquisition synergizing global practices with local practices
• Engaged stakeholders locally and internationally by leveraging metrics, plans, and market insights to influence outcomes.
• Brought down the cycle time from 62 days +/- to 46 days +/-
• Worked directly on key senior leadership roles - CMO, CTO, R&D Head, HR Director, APAC Market Dev Head to name a few
• Key member in proposal to set up IT COE India
• Project managed the hiring of a 60-member pilot team of
• Was recognized for planning and execution of the project on time
• Launched the global sourcing program to recruit returning R&D Scientists from the USA and UK - approach included reaching out to candidates through local job boards and engaging universities in both countries
• Drove Policy, process, strategy & execution for campus initiatives
• Project managed the recruiting and induction of customer services team of 100 resources
• Facilitated onboarding and induction, ensuring document compliance with policies and regulations across India.
• Completed administrative tasks for new joiners following company standards.
• Evaluated employee performance and implemented corrective actions as needed.

Employed with IBM and managing Leadership Acquisition, aligned to the Finance & Accounting Centre of Excellence

• Built proactive and aggressive low-cost sourcing model using networking sites.
• Managed closures of 6 niche senior level positions in 6 months with a TAT of 50 days on average
• Hired 2 SVP level positions through networking real time and online
• Appointed on-boarding and induction champion for High Touch, the IBM leadership induction program

• Company Overview: WNS Customer Solutions is a NYSE listed ITES organization with 21,000 employees operating India. I joined them as an executive recruiter and grew to lead site-wide talent acquisition initiatives & was promoted 4 times in 7 years
• Conducted resource planning and budgeting for average annual hiring of 1500 agents.
• Averaging consistent monthly hires of 125.
• Decreased middle and senior level hiring turnaround time to 37 days from 58 days.
• Spearheaded the establishment of operations in two cities.
• Oversaw HR functions including recruiting, employee engagement, payroll inputting, and time and attendance until 2008.
• Developed a proposal for the HR Shared Service Approach targeting offshore operations to enhance cost-efficiency.
• Built the team from scratch, and eventually managed a team of 10 resources, and was accountable for allocating work, managing performance, coaching, and development.

• Company Overview: Tyco Fire & Security being a division of Tyco, a Fortune 500 Bermuda based diversified organization
• Joined as a coordinator in HR and moved up to executive Human Resources in 1 year
• Enabled and executed the retrenchment process single handed across site offices in India
• Created the staff incentive plan for the sales team across India
• Saw 1 promotion in 2 years of work
• Created the on-boarding handbook to ensure enhance the on-boarding experience
• Tyco Fire & Security being a division of Tyco, a Fortune 500 Bermuda based diversified organization