SREENATH CHANDRASEKHAR

• Product Manager for Recruiting CRM, Talent Marketplace, and Global Career Sites.
• Partnered with business stakeholders to define product vision and strategy, to build scalable and innovative systems for supporting a high-growth organisation.
• Develop the product roadmap and milestones according to the priority and capacity of the delivery teams, in partnership with the product owner(s).
• Prioritises product roadmap initiatives based on business value, implementation effort, timing, and capacity.
• Build business intimacy through user research, interviews, market analysis, and data interpretation.
• Defines the sprint plan, prioritises the sprint backlog, and adapts based on changing circumstances.
• Demonstrates new features and enhancements to business leaders and users; incorporates feedback into future development sprints.
• Act as the main point of contact between the delivery team and business partners.
• Represents users in delivery teams by thoroughly understanding user needs, pain points, and problem statements.
• Works with delivery teams continuously to focus on work completion according to business objectives and sprint goals.
• Maintain an organised backlog of work items, emphasising reusable components, low customisation, scalability, and user-centric design to optimise engineering team efficiency and productivity.
• Led the end-to-end design, development, and rollout of an internal Talent Marketplace aimed at enabling better internal mobility.
• Hands-on technical capability with AI tools such as Codex, Claude Code, and Cursor, to build prototypes for discovery, user testing, and to accelerate technical build for turnkey solutions.
• Worked closely with cross-functional stakeholders, including Talent Acquisition, Talent Delivery, HR, and Engineering, to define the vision and roadmap for the Talent Marketplace, focusing on scalability, user adoption, and business alignment.
• Defined product strategy for AI-powered skills inference, internal candidate surfacing, and opportunity matching, ensuring fairness, transparency, and engagement.
• Drove the integration with Workday and external Learning Management Systems to automate skill updates based on learning completions and job experiences.
• Introduced match scoring models and skills taxonomy mapping that improved internal job-candidate alignment by reducing the time spent by recruiters on manual screening.
• Enabled talent teams to resurface internal candidates, leading to an 8% uplift in internal talent reachouts and applications over two quarters.
• Leading the end-to-end design, development, and rollout of a Recruiting CRM designed to help recruiters, sourcers, and hiring managers engage, track, and nurture candidates throughout the hiring process.
• Reduced time to fill by 15% by eliminating dependency on spreadsheets to track talent submissions for pre-screening, and by enabling real-time data availability and collaboration in Slack.

• Led multiple end-to-end implementation projects in Oil & Gas, Retail, Infrastructure, Food & Beverages, and Public Sector industries across various regions, including the UK, Middle East, North Africa, Australia, Singapore, and Canada.
• Specialized in analyzing business processes, proposing leading practices, blueprinting, configuration, testing, data migration, Cutover planning and post-go-live activities for SAP HCM Onpremise and Cloud modules.
• Performed multifaceted roles in global projects, such as Total Quality Manager, Solution Architect, Project Lead, Design Lead, and Subject Matter Expert, contributing to customers' transformation on SAP HCM On-premise and Cloud solutions.
• Supported customer implementations and ensured success through identification and application of repeatable best practices.
• Provided support for database upgrades and software deployments.
• Kept updated on advancements to latest information system solutions.

Notable projects included

• Vodafone Group SF Implementation – UK as a Functional Lead and with Module Scope as Employee Central, Employee Central Integration with SAP HCM Payroll
• NTUC FairPrice Implementation - Singapore as a Functional Consultant and with Module Scope as SF Employee Central, SF Recruiting Management and SAP Time Management
• Witzenmann – Germany as a Expert Consultant and with Module Scope as Employee Central and SF Recruiting Management
• Sobeys - Canada as a Total Quality Manager for SAP HCM Onpremise and SuccessFactors Cloud solutions
• Banco Popular as a Functional Lead and with Module Scope as Successfactors Recruiting Management and SAP HCM

• Responsible for Resource Management for key solution areas of Enterprise Resource Planning (ERP), Human Capital Management (HCM) and Travel & Logistics Business groups
• Evaluation and validation of business engagement models based on business forecast planning to determine manpower needs.
• Regional headcount planning and allocation of resources to projects to achieve business goals
• Optimized resource utilization globally, monitored resource loading based on agreements, and reported resource allocation to senior management for strategic decisions.
• Collaborated with client managers, practice heads, and senior management to discuss staffing status and resource allocation.
• Led career planning and development initiatives to manage attritions and to boost talent retention.
• Built relationships with external agencies for talent attraction and talent selection processes.
• Bench Management and Management reporting

• Managing Bangalore & UK operations for Resource Management and leading a team of 10 employees
• Identification & allocation of resources to the projects within Service Legal agreements
• Conducting the business forecast cycle to determine the manpower needs
• Conduct periodic meetings with Client Managers to build resource pipeline
• Optimize utilization of resources globally
• Monitor/ discuss staffing status; review during the course of periodic review meetings with business heads, practice heads, and senior management
• Key facilitator in aligning individual aspirations with organizational goals
• Liaison between Business groups & Recruitment
• Conducted Induction and Orientation sessions for Resource management
• Initiated and smoothened the relocation process during the integration phase from entry level staff to high level executives and ensured that organizational and individual needs are achieved in a collaborated manner
• Coordinating with Training, Employee relations & Visa team for status updates on a regular basis
• Provide regular inputs on employee transfers, new joinees and exits
• Conducted and Organized employee forums with Senior management to address employee-centric initiatives of organization
• Conduct Career Management sessions on an ongoing basis to identify leadership pool and plan leadership allocation based on talent and track record
• Responsible for Bench management
• Competency & skill mapping for the Permanent, Rotational & Contract resources