Sushant Singh Anand
Senior Professional: over 14+ years of being a valued Human Resource Professional in diverse
environments backed by proven track record in managing variety of HR essentials, core expertise in leading
talent acquisition, establishing processes & SOPs for streamlining workflow, change management initiatives
linking Human Resource to strategic business results.
CORE COMPETENCIES PROFILE SUMMARY
Human-resource strategy,
objectives, policies, programs Expertise in Recruitment; demonstrates high
Developing and executing talent performance standards with astute attention to details and
acquisition strategy deadlines, producing quality results.
Vendor Management, Direct
Sourcing, Campus hiring. Strong managerial skills in Talent Acquisition and Talent
Operations management management
Performance Management
Compensation and Benefits
Managing Compensation and Benefits.
Cost management
Stakeholder & vendor
Managing Performance appraisal.
management
Implementation of HR
Strategic collaboration with Business to achieve
management system
Organizational goals.
Communicating & Administering
Policies & Programs
Providing Advice/Counsel to Senior
Formulation and implementation of HR
Management & Staff
strategies and policies in line with the Business needs.
Spearheading Key Projects,
Initiatives & Rollouts Strong leadership/mentoring/coaching skills.
PERSONAL DETAILS Recognized as enabler for optimizing cost for the
organization.
DOB: 08th July’83
Address: currently based in
Ahmedabad, permanent address at ACADEMIC DETAILS
Delhi, however, open to relocation
anywhere Graduate in Commerce from HNB Garhwal University,
Uttarakhand in 2006.
CERTIFICATES & TRAININGS ACROSS THE CAREER
Behavioral Based Structured Interviewing (BBSI)
Feedback Effectiveness and Coaching Techniques (Wibes)
BQT Program (basic quality tools)
Seven habits of highly effective people
ORGANIZATIONAL EXPERIENCES
QX Global Services LLP, Ahmedabad Jul’18 – till date
Associate Vice President- Talent Acquisition
Saburi TLC Worldwide Services Jul’12 to Mar’15 & Feb’16 to May’18
Manager, Senior Manager- Talent Acquisition
Genpact Mar’15 to Dec’15
Manager- Talent Acquisition
Religare Enterprises Ltd. Jan’12 to Jul’12
Deputy Manager- Human Resources
IBM Global Process Services Jan’06 to Jan’12
Lead- Talent Acquisition
Key Result Areas:
Implementing human resources strategies by establishing department accountabilities, including talent
acquisition, internal movement, employment processing, compensation, records management,
retention and statutory compliances.
Managing human resources operations by recruiting, selecting, orienting, training, coaching,
counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job
contributions; maintaining compensation; determining productivity, quality, and customer-service
strategies; designing systems; resolving problems; implementing change.
Developing financial strategies by estimating, forecasting, and anticipating requirements, trends, and
variances; aligning monetary resources; developing action plans; measuring and analyzing results;
initiating corrective actions; minimizing the impact of variances.
Accomplishing special project results by identifying and clarifying issues and priorities; communicating
and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments;
evaluating optional courses of action; changing assumptions and direction.
Supporting management by providing human resources advice, counsel, and decisions; analyzing
information and applications.
Review compensation and benefits, remove anomalies of pay & allowances and align them with
industry standards.
Act as an escalation point for stakeholders, working closely with BU Heads and delivery managers to
strategize staffing plans, prioritize demand fulfilment and facilitate troubleshooting efforts.
Participate in discussions with Senior Management Team to discuss organization’s manpower planning.
Mentoring team to improve their understanding of business, relationship with internal & external
customers, on-boarding engagement, critical & urgent staffing and also guide them to achieve
organization goals, staffing strategies adhering to process and aligned KPIs.
Enhancing department and organization reputation by accepting ownership for accomplishing new and
different requests; exploring opportunities to add value to job accomplishments.
