Nayeem Chowdhury

Lead enterprise-wide talent acquisition strategies for clients in biotech, AI, SaaS, energy, and industrial sectors, driving executive search, DEI initiatives, workforce planning, and TA technology integration. Oversee a 10-member consulting team and deploy platforms including Workday, Phenom, Lever TRM, UKG Pro, and Power BI to deliver measurable hiring impact. ☑ Client: Technology | HPC, AI, Compute - Led global TA strategy for HPC/AI/Compute division, improving DoD/TS-SCI offer acceptance rates by 30% - Scaled Phenom CRM by 40%, expanded diverse pipelines by 35% - Delivered $11.9M in revenue impact through RPO and executive search leadership ☑ Client: Biotech | Sustainable Food Technology - Migrated ATS from BambooHR to Lever TRM, increasing hiring efficiency by 30% - Eliminated 99% of agency dependency, saving $500K annually - Scaled C-suite by 41%, supporting $7M in revenue growth ☑ Client: Mining & Minerals | Industrial Manufacturing - Optimized UKG Pro ATS workflows and implemented Power BI dashboards, increasing efficiency by 40% - Achieved 97% accuracy in national talent mapping, supporting $1.63B business operations - Developed university hiring strategy targeting top U.S. and Canadian mining programs ☑ Client: Technology | Web Hosting Automation - Boosted internal mobility by 30% and diverse technical hires by 80% - Increased career site engagement by 200%, contributing $1.02M in revenue ☑ Client: Utilities | AI & Digital Enablement - Built hiring architecture for AI governance, data science, and engineering roles - Placed senior roles including AI Governance Leads, CTO, and Full Stack Developers ☑ Client: Nonprofit | Social Services - Filled 10+ bilingual case manager positions in Unaccompanied Minors program - Led executive search for VP of Real Estate and VP of Program Management

Optimized contingent labor and workforce management via Halliburton's HalStaff Program, aiding teams like Landmark in subsurface innovation. Managed sourcing, onboarding, and deployment of contractors to meet operational needs. Collaborated with Talent Acquisition, Global Supply Chain, and HR to enhance workforce strategies, yielding a $154.4M revenue increase across North America, the Middle East, and Europe. ☑ Led the Managed Service Provider (MSP) program to strategically source and onboard W2 and 1099 contractors, ensuring operational demands were met. ☑ Boosted contractor efficiency by 25% with TAPFIN and internal teams, improving retention by 15% and adding $2M in productivity in drilling and production projects. ☑ Reduced workforce risk by 40% for over 3,500 workers in high-risk settings and ensured adherence to Halliburton's HSE standards. ☑ Utilized SAP Fieldglass and IntelliReach to enhance workforce management, cutting hiring cycles by 46% and saving $3.4M, improving contractor visibility. ☑ Created a Preferred Vendor List prioritizing diverse talent for critical roles, increasing project success by 20% and generating $4M in extra revenue for Landmark Consulting. My Halliburton experience showcases a dedication to innovative talent strategies, optimizing the contingent workforce, and driving energy sector growth.

Championed Siemens’ global talent acquisition technology transformation, leading the integration of SAP SuccessFactors across 90 countries. This project aligned with Siemens' focus on automation, electrification, and digitalization, where I drove a 65% reduction in recruiting cycle times and a 40% improvement in hiring efficiency, optimizing workflows across critical sectors like energy, infrastructure, and manufacturing, resulting in $4M in annual savings. ☑ Global TA Technology Overhaul: I led the complete implementation of SAP SuccessFactors, digitizing HR processes across Siemens’ energy, automation, and digital industries divisions. This resulted in a 35% reduction in time-to-hire and a 40% improvement in recruitment efficiency, helping Siemens advance its objectives in smart infrastructure and digital industries. ☑ HR Analytics & Workforce Forecasting: I developed advanced TA dashboards using Gartner TalentNeuron, improving workforce planning accuracy by 20%. This initiative contributed to $3.5M in annual resource savings, aligning with Siemens’ goals in smart energy, industrial automation, and digital manufacturing. ☑ Avature CRM Implementation & Engagement: I directed the global deployment of Avature CRM, creating talent pools for key roles such as automation specialists and power generation experts. This led to a 35% increase in career site traffic, a 30% boost in social media engagement, and a 25% reduction in global attrition rates, strengthening Siemens’ talent pipeline. ☑ Innovative Digital HR Solutions: I launched Montage video interviewing and automated scheduling via SuccessFactors, streamlining recruitment for power transmission and turbine engineering roles. I also managed the rollout of Jibe, a mobile-responsive, SEO-optimized career site, increasing candidate engagement by 35% and driving 6% growth in Siemens’ energy and automation divisions.

I led global talent acquisition across 15 countries, enhancing recruitment for turbomachinery and oilfield services. My team of 10 optimized processes and technologies, contributing to $3.1B in revenue. ☑ Improved Recruitment Efficiency: Upgraded ICIMS ATS, implemented psychometric assessments, and trained hiring managers on structured interviews, reducing time-to-hire by 25 days for oil & gas roles. ☑ Global RPO Implementation: Led the RPO RFP process, partnering with Hudson RPO to implement a hybrid model, improving candidate quality by 20% and reducing turnaround by 30% for leadership positions. ☑ Talent Pool Expansion: Rolled out Avature CRM, creating talent communities that boosted career site traffic by 200% and grew our LinkedIn following from 700 to 15K, generating 18K candidate profiles. ☑ EMEA Leadership Hiring: Recruited for 23 leadership roles in EMEA's turbine and compressor markets, adding $248M to annual revenue and increasing revenue by 8%. ☑ Mentorship & Workforce Development: Launched a mentorship program with Saudi Aramco, boosting local hires by 25% and enhancing compliance with Saudization. ☑ University Partnerships: Partnered with turbomachinery programs and HBCUs, resulting in a 30% increase in graduate recruitment and a 10% rise in African American hires. ☑ Veteran Recruitment: Collaborated with Orion Military Talent Solutions to hire veterans for steam turbine and compression roles, increasing veteran hires by 10%. This role utilized my expertise in global talent acquisition to align strategies with Dresser-Rand’s growth in the energy sector.

Enhanced recruitment operations for GE Oil & Gas in the Americas, leading a 13-member team, including in-house staff and RPO Yoh. We filled over 800 roles yearly in engineering and operations, contributing to a 15% revenue increase and $7 billion in profit. ☑ Streamlined Recruitment: I implemented Lean Six Sigma to improve hiring for critical roles like subsea engineers and technicians, resulting in faster cycles, a 75% hiring manager satisfaction rate, and 95% compliance with OFCCP/EEOC regulations. ☑ Boosted Digital Presence: Enhanced GE Oil & Gas' employer branding, increasing social media visibility by 25% and candidate engagement by 15%, drawing diverse talent from specialized engineering communities. ☑ Recognized for Excellence: Received GE's Global Reward & Recognition for a 35% increase in technical talent conversions through preferred suppliers and DEI-focused strategies in subsea and pipeline sectors. ☑ Advanced Veteran Programs: Led veteran recruitment initiatives, collaborating with Hiring Our Heroes, boosting veteran hires by 15% through targeted job fairs and industry events. ☑ Strengthened University Alliances: Built partnerships with top engineering schools and HBCUs, increasing graduate hires by 40% in subsea and pipeline roles, aligning with GE Oil & Gas' strategic goals. This role allowed me to enhance recruitment excellence and optimize talent acquisition in the energy sector.

I led global HR initiatives and subsea recruitment for WorleyParsons' Intecsea, significantly boosting revenue by $600M and achieving an 80% retention rate for emerging leaders, 16% of whom were promoted to key roles in offshore engineering. ☑ Enhanced Employee Relations & HR Synergy: I addressed 95% of employee relations issues through proactive communication, streamlining HR processes in high-stakes projects. This raised employee satisfaction and cut region-specific HR challenges by 20%. ☑ Streamlined Subsea Recruitment: I oversaw the recruitment of subsea engineers, filling 90% of 20-40 monthly roles in key projects. I forged partnerships with subsea networks and top universities to strengthen WorleyParsons’ position in Arctic developments. ☑ Advanced Talent Management: I helped design WorleyParsons' Talent Management System, enhancing leadership development and achieving an 80% retention rate for emerging leaders, positively influencing offshore operations. ☑ Promoted Graduate Development & Succession Planning: I led programs that boosted internal promotions by 20% and enhanced collaboration by 30% in subsea engineering, supporting long-term project success. This role empowered me to drive strategic HR initiatives and strengthen leadership in the energy sector.

Formerly based in Dallas, TX, I specialized in outsourced recruitment and services for government infrastructure, telecom, and IT sectors. I delivered customized HR consulting and talent acquisition solutions for military and industrial clients, enhancing workforce efficiency and driving revenue growth. ☑ Military Contractor & Federal Projects Client (KBR): I managed HR operations, for KBR's $8B Logcap III & IV projects, filling over 40 monthly roles in logistics, security, and operations. Streamlined visa processing for 500+ expatriate contractors, cutting time by 40%. Implemented safety training that reduced incidents by 30%, earning KBR's Gold Medal for HR Management. ☑ Global Asset Optimization Client (Aspen Technology): I conducted market analysis and developed 50+ Business Review Plans for asset optimization software across oil, gas, chemical, and power sectors, increasing client engagement by 15% and generating $293.3M in annual revenue. ☑ Manpower Staffing Client (ExcatHR): Drove business development in telecom and semiconductor sectors, securing staffing contracts with IBM, Texas Instruments, and AT&T, resulting in a $3M revenue boost.

I successfully onboarded in London and led HR operations in Dhaka, Bangladesh, applying U.S. HR best practices across international teams of 50-250 employees. My efforts supported DB Schenker’s global supply chain and logistics services, enhancing operational performance and alignment with global strategies. ☑ Global HR Integration: I implemented HR strategies that improved operational performance, aligning local practices with DB Schenker's global logistics framework. This integration drove efficiency and performance across teams in Bangladesh. ☑ HR Development & Leadership Coaching: I introduced executive coaching and leadership development programs, resulting in a 25% increase in leadership effectiveness. These initiatives enhanced leadership competencies to support DB Schenker’s global expansion. ☑ Retention & Local Hiring Strategy: I developed retention strategies and localized hiring initiatives, leading to a 35% improvement in employee retention and a 60% increase in local hires. This reinforced DB Schenker’s position as a leading logistics provider in Bangladesh while ensuring compliance with global employment standards. ☑ Training & Payroll Management: I led training for 70 recruitment team members on interview techniques and performance management, improving recruitment efficiency by 40%. I also streamlined payroll processes for over 150 employees, ensuring compensation accuracy and alignment with global standards. ☑ HRIS System Development: I played a key role in the development and rollout of a new Oracle HRIS system, improving HR operations by 30% and reducing process times by 20%. This system enhanced data management and HR functions across DB Schenker’s international teams.

UHD Political Science Bachelor’s Degree program provided the knowledge, skills, and abilities in critical thinking, data analysis, digital and visual literacy, qualitative and quantitative research, and writing and oral communication in courses ranging from community politics to international relations such as; Public policy, constitutional law, political theory, campaign politics, US foreign policy, state and local government, environmental Policy, war in the modern world, armed forces, business and political risk, central intelligence agency, civil and human rights, counter-narcotics, counter-terrorism, foreign service, journalism and media, law enforcement, non-profit and non-government organizations, public administration, and business law.

Essentials of HR Management Certificate Program addressing key human resource management practices; HR Management, Employment Law, Recruitment & Selection, Compensation & Benefits, Employee Development, and Performance Management