Harsha Kumar

As the Head of India Talent Acquisition at Falabella, I spearheaded strategic initiatives that transformed the company's talent acquisition landscape. Here's a snapshot of my key contributions: * Built engineering teams from scratch, establishing new capabilities within the organization. * Doubled the organization's headcount in India within the first 18 months, while consistently hiring the top 25% of retail tech talent in the country. * Designed and implemented talent acquisition processes and best hiring practices, empowering department leaders to build high-performance teams. * Structured and implemented a competency-based talent identification process, later adopted across multiple geographies. * Led technology leadership hiring for various retail functions including Ecommerce, Insights & Analytics, Logistics & Supply Chain, and Stores, recruiting directors, senior directors, and product owners. * Directed university relations and campus hiring, implementing innovative practices to attract top entry-level engineering and management talent. * Led internal talent mobility, talent branding, and engineering internship programs from concept to production. * Spearheaded the selection and implementation of HR tech tools for India. * Built and led a rockstar TA team that stood out globally on all major recruitment matrices like quality of hire , CPH , Diversity , Innovation and hiring TAT, while gamifying the entire recruiting process.

* Accelerated Onboarding: Doubled the monthly onboarding run rate within the first two months. * Leadership Hiring: Led leadership hiring, collaborating with practice heads to onboard multiple Associate Directors/Directors and senior leaders for Anaplan and Data Science. * Volume Recruitment: Successfully hired over 350 professionals for key tech roles, including SFDC, Anaplan, Application Development, DevOps, Data Engineering, and Data Science. * Contract Hiring: Built a robust contract hiring process and established a partner ecosystem for timely fulfillment of just-in-time needs. * Team Leadership: Led a diverse 10-member talent acquisition team, implementing technology hiring best practices that improved TAT, quality of hire, CPH and source mix.

During this tenure I was leading recruitment for a business unit called Cognizant digital business , managing leadership and lateral hiring for digital capabilities like Data Engineering , Machine learning , IoT, Full-stack programming and UI/UX capabilities, leading some of the COE teams I could help organization retain few multimillion-dollar accounts in telecom and banking sector.

Was heading resourcing for two of the largest business units of Cognizant- Enterprise application services and Cognizant Infrastructure Support. Delivering 700 to 800 onboards month on month , leading a 25-member team. During this tenure, I helped the organization hire for some of the most in-demand technology clusters like - BPM, Pega and API integration technologies like Mulesoft and CRM technologies like SFDC and MS CRM, ERP technologies like SAP, Ecommerce technologies like Hibris, ATG commerce, Oracle Cloud technologies like Oracle cloud SCM/Finance/ERP, Mainframe system programming skills like Zos, CICS, Network/Storage and so on, SNOW(both ITSM and ITOM), DevOps, Application performance monitoring tools like Appdynamics, Dynatrace, Zenoss, CA-willy and so on, Database admins with varied levels of complexities including always-on, golden gate, OCP and so on, Cloud technologies like Azure, AWS, PCF, GCP and Linux open shift, across most of the cloud service provisions like SAAS, PAAS, IAAS and CAAS. Along with recruiting, I was also deeply involved in the Evaluation of new tools and technologies for recruitment along with TAG branding team, performing UATs of different tools pertaining to sourcing, Interviewing, and application tracking.

During this tenure I was leading Recruitment Analytics , Referral programs , Talent Branding and Recruitment tools & technologies. I consultend recruitment teams that were hiring for technologies like -- Data Analytics, Mobility, IoT, E-commerce, Engineering R&D and Short range wireless services, providing Market Intelligence, Social media road map and training them on new age sourcing methodologies.

My role in this team had lot to do with building a robust hiring machine for the future of Wipro, analyzing various tools and technologies in the space of Talent Acquisition, constantly monitoring the performance of existing tools and technologies. Gathering information about recent trends in technology hiring. Enabling the end users to effectively utilize the new tools and technologies. Acting as a change anchor managing cross functional change initiatives within TA.

Lead offshore as well as onsite teams as a part of Sourcing COE, providing strategic sourcing support for mission critical requirements and implementing industry best practices in technology hiring. Provided sourcing and recruitment support for C level positions across divisions using new age sourcing and creative referencing channels. Played a very critical role as SME in evangelizing Talent Acquisition through social media channels and talent communities. Conceptualized a Lead Generation process and successfully implemented the same, leading a four member team. This proved to be a strong, reliable sourcing channel for the organization.

Worked with consulting firms that provided recruitment services to large multinationals, sourcing tech talent and leading small teams.