Prabhu Chari

• On-Target hiring of software engineers within first 9 months (Apr-Dec'22) of inception of Coimbatore Center. YoY incremental hires @ 40% during Year 2023-24; YTD hiring in 2024-24 on plan.
• Increased Hiring Contribution by In-house Talent Team by about 15% during 2022 and 30% during 2023; (Apr-Sep'24)-30% during current FY.
• Out of the overall hires in respective FY, the no. of engineers hired for New Business Opportunities accounted for 30% during FY 2022-23 & 25% during FY 23-24 and16% (Apr-Sep'24) during FY 2024-25
• Slashed the hiring from Talent Partner network by 10-20% over a period of 3 years (2022-2024). Leveraged in-house talent team to close most of the critical positions through technology upgrade, re-skilling including AI based Hiring.
• Hired for positions across skills, technologies and domain specific for diversified Industries.
• Hired for Niche Skills and Leadership Positions in Engineering, Digital, New & Emerging Areas such as AI & ML
• Developed comprehensive interview guides to improve candidate quality and evaluate personal compatibility.
• Trained TA team and Introduced AI based hiring in early stages of hiring cycle.
• Hiring across key Digital and Next Gen Skills across all levels and significant ramp for billable positions across multiple accounts.
• Implemented competitive compensation packages, attracting top-tier candidates and retaining valuable employees.
• Directed job fairs to bring in local talent for long term and seasonal positions.
• Recruited top talent to maximize profitability.
• Implemented data-driven decision-making processes within HR department to identify areas of improvement.
• Streamlined recruitment processes for increased efficiency in hiring top talent.

Responsible for Talent Acquisition and Workforce Management for Digital Engineering Services (IT Services) of Sutherland Global.

1. Talent Acquisition: Key Accounts Handled: HIT & HDE (Healthcare Information Technology & Healthcare Digital Engineering)

Hiring for Healthcare Client: C#,.Net, Automation, WPF, Java Developer, Automation, Microservices.

2. IT COE: SAP, Oracle, Java Spring boot, Microservices, Perl Developer, Full Stack Developer, Dot.Net Developers

3. Delivered Roadmap for Integrated People Supply Chain - Hiring to Deployment and Talent Market Place for IT Services

4. Launched Employee Experience Programs from pre-onboarding to placement and integration

• Focused teams on developing innovative and cutting-edge approaches with effective resource allocation and strategic planning.
• Analyzed business needs while soliciting customer feedback for process improvements.
• Developed impactful and strategic partnerships with clients to drive business development.
• Tasked to turn around low-growth operation by solidifying workflow processes, strengthening client relationships and improving communications supporting client advocacy.

Last Role: - Talent Supply Chain Lead - Apr'16 to Apr'20

A. Talent Supply Chain Lead - Workforce Management for SBU (Strategic Business Unit); Quality Engineering & Assurance with a Global Headcount of 32k & Enterprise Application Services Unit with a global HC of 20k - Workforce Management (CWR, FTE), Talent Delivery and integration.

B. HR Business Partner - Business Unit - Jan'11 to Mar'16

Key Responsibilities: Key Responsibilities: Employee Life-Cycle Management for Corporate Functions (CF)-Business Enabling Functions (BEF), Talent Integration, Performance Management, Rewards & Recognition, Engagement & Retention. Career Development.
Key Accomplishments: Implementation of CCA (Cognizant Career Architecture), Business Resilience Framework, Cognizant Leadership & Assimilation Program, Managed Innovation

C. HR Business Partner - Role - Location HR Head Responsibility - Jul'05 to Dec'10

D. Process Certification-HR Champion for Certification in ISO9000 Quality Management Systems ,14001 (Environment Management Systems & 18001 Occupational Health & Safety Assessment Series

Key Accomplishments:

1. Cognizant Coimbatore Green Field Business Model - Designed and aligned the people practices with the unique model for the first time in Cognizant at Coimbatore

2. Talent Management & Development-Coimbatore Location ranked among the top-2 India based locations for 10 years consecutively in all parameters and Human Resources among the Corporate Functions. Source: Annual Internal Satisfaction Survey for Corporate Functions

3.Employee Retention-Significantly Higher Talent Retention or 3-4% lower attrition as compared to other centres in India on account of People Practices. Coimbatore Center certified in CMMi-LV ver.1.2. Commendation for People Engagement Model during Certification

4.Talent Acquisition -T-School Recruitment or Campus Hiring Program - Cognizant Coimbatore Center contributed a third of the Campus hires recruited from across the country

Key Responsibilities: Talent Acquisition, Development, Engagement, Performance Management, Rewards & Recognition in IT services, finishing school & b-school businesses of the company

Key Contributions: Developed Performance Management framework for the group and led the ISO-9001:2008 certification for all Business Units.

• Implemented performance review and motivational strategies to elevate HR team results
• Motivated employees through special events, incentive programs and constructive feedback
• Conducted company-wide town hall meetings to convey updates
• Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset
• Maintained payroll and benefits for employees in various locations and diminished financial discrepancies through expert program management
• Led and strategically directed team of human resources professionals
• Organized and led staff orientation programs and training to promote collaboration
• Devised hiring and recruitment policies for 300+ software professionals-employee company
• Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for 60 new employees
• Provided resolution to complex and confidential issues by enabling discussions with concerned individuals
• Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees
• Provided guidance on policies and procedures to harmonize responses, provide appropriate investigation actions and reach resolution of grievances
• Reduced process gaps while supervising employees to achieve optimal productivity
• Accurately prepared inputs for payroll and tracking data using customized software system
• Reduced workers' compensation claims by instituting corporate safety training program

Plant Human Resources for Computer Hardware Division.

Key Responsibilities: On-boarding, Assimilation, Rewards & Recognition, Engagement, Pay-roll, Statutory Compliance, SAP-HR full life-cycle implementation

Key Contributions: Championed IT transition into SAP-HR, PCMM-LV certification, Quality & EMS