Niyati Gupta (IN)

To build, standardize, and continuously improve firm talent acquisition strategy, tools, and practices so the firm can attract top talent at scale—efficiently and consistently. Recipient of the Chairperson’s Award, PwC (2025) Awarded the most prestigious recognition for excellence in workforce planning at PwC India. Key responsibilities 1. TA Strategy & Vision • Define firm India talent acquisition strategy • Align hiring models with business growth, workforce planning, and future skills • Drive innovation in recruitment (AI, automation, skills-based hiring) 2. Process & Policy Excellence • Create standard hiring frameworks, policies, and best practices • Ensure consistency across geographies • Improve time-to-hire, quality-of-hire, and candidate experience 3. Technology & Analytics • Functional lead for ATS implementation • Use data and dashboards to track hiring performance • Drive data-backed decisions using TA analytics 4. Diversity, Equity & Inclusion (DEI) • Embed DEI goals into hiring practices • Set inclusive hiring standards and measurement frameworks • Partner with leadership to meet diversity targets 5. Stakeholder & Leadership Partnership • Act as a trusted advisor to PwC leadership and HR partners • Collaborate with business leaders on talent forecasts • Influence firm-wide workforce strategies 6. Capability Building • Upskill recruiters globally • Build CoE playbooks, training, and certification programs

Spearheading enterprise-wide programs & initiatives related to talent mobility, talent transformation and employee retention & engagement Initiating alternate resourcing program by focussing on external talent from new/untapped pools and preparing them for entry-level jobs by providing right talent at right time to the business Administering end-to-end resourcing for the vertical including intelligent operation & analytics: confirmed demand, forecasted demand, short-TAT, fulfilment and BRD misses Planning resourcing strategy with operations and HR Team & managing staffing accordingly Leading, controlling & driving hiring timelines, raising red flags as per milestones and taking action in coordination with the stakeholders Heading the re-deployment process for the portfolio and interfacing closely with releasable talent to create better employee experience

Developed & implemented the L&D strategy and planning for 3 sub-verticals with employee strength of ~ 2000, working across multiple sites in India; sub-verticals included industrial & manufacturing services, research & learning and marcomm Created & implemented domain learning paths & marquee training programs focused on supply chain management, industrial risk management, oil & gas industry expertise program, market research learning path and pioneering partnerships with reputed learning partners like TERI, Lynda.com and ISM Drove L&D value proposition with the business team and clients Designed, developed & implemented e-learning module prioritized courses – led the project to define, design and develop e-learning content for analytics vertical; liaised with SMEs, identified core team, assessed external partners and project management till ‘Go live’ on internal LMS Formulated an alternate talent pool creation strategy for niche & non-niche analytical skill sets in partnership with operations, HR and hiring teams Which required to define the ‘red flag’ or ‘hot’ skills as per the industry standards, organization hiring forecast, longer learning curve, as well as high C&B and proactively partnered with training & sourcing partners to ensure readiness and timely availability of the skilled resources Achievements: Successfully led to a BI of ~ $100K in terms of saving trainer man hours, driving learner hours up by 5500/year and impacting > 2000 employees Attained resource deployment @ 335 employees vs. target of 300 and C&B savings delivered to the tune of $ 1.2 M in 2016

Set-up the reporting process for new client along with the identification of metrics like penetration rate Established KPI dashboard for a new US client; performed intensive research to get data from 3 different sources and include critical metrics like penetration, hit & run and so on Achievements: Bagged Silver Award for setting up KPI dashboard for commercial and consumer aspect Received Genpact Bronze Award in quarter 2 of 2014 for automating a client’s penetration report

Successfully established entire reporting process for new client along with the identification of metrics like penetration rate using SAS and Excel Created end-to-end dashboard which captured all important metrics for an online store in US capturing first &, second purchase amount, hit & run and so on Captured the performance of new online channel vs in store performance in a month; performed complete analysis using SAS

Received Star Award on various occasions for best VOC on the floor