About
I build and scale Global Capability Center (GCC) hiring engines — the kind that take a…
Activity
28K followers
-
Reshma K. shared this🚨 WE’RE HIRING | Workday Product Owner 📍 Location: Bangalore 💼 Experience: 10–14 Years We’re looking for an experienced Workday Product Owner to drive the evolution of our Workday HCM platform and translate business needs into a clear product strategy. 🔹 What we’re looking for: 10–14 years of overall experience Strong experience with Workday HCM Proven experience as a Product Owner / Product Manager Experience owning and managing a Workday product roadmap Strong understanding of product strategy, prioritization & backlog management Ability to translate business requirements into scalable Workday solutions Strong stakeholder management across HR, Technology and business teams Experience driving Workday enhancements, releases and continuous improvement 🎯 Key Focus: Workday HCM | Product Ownership | Product Roadmap | Stakeholder Management | Backlog & Prioritization 📩 Interested candidates can DM me for more details. ⚠️ Please note: No referrals will be provided for this position. #Hiring #Workday #WorkdayHCM #ProductOwner #ProductManagement #HRTech #BangaloreJobs #WeAreHiring
-
Reshma K. shared this🚨 WE’RE HIRING | Director of Enterprise Platforms Delivery – APAC Business Platforms 📍 Bangalore 💼 18+ years We’re looking for a senior Delivery & Transition Leader with strong experience in ERP and large-scale transformation. 🔹 Key Requirements 18+ years of experience in Delivery & Transition Strong ERP implementation experience — D365 preferred End-to-end delivery experience including transition, go-live & stabilization Strong senior stakeholder management Mandatory: Experience working across US & APAC Strong cross-cultural leadership Experience managing distributed teams and multiple workstreams Strong team leadership and people management Experience with governance, risk and vendor/SI management ⭐ Good to have: D365 | O2C / P2P / R2R | PMP/PgMP | MBA 📩 Interested? Apply using the link provided. https://lnkd.in/eQenffN2 🚫 No referral will be provided. #Hiring #DeliveryLeadership #TransitionManagement #ERP #D365 #Dynamics365 #DigitalTransformation #APAC #Bangalore #LeadershipHiring
-
Reshma K. shared thisA different perspective on HR — Hire to Retire I’m not a huge fan of non-fiction books, especially management and self-help books. I usually wonder — how much can a book really help? It may work for some, but may not work for others. But I recently had a chance to read Hire to Retire by HR leader Vinod Arora, and this simple, easy-to-read book gave me quite a few things to think about. What I liked most is that the book looks at the evolution of HR — from the early days of labour laws to the many workplace realities we deal with today. For me, the book is a combination of reality vs. expectation. We often talk about how we want workplaces to be — with empathy, fairness, transparency, respect and equal opportunities. But what we expect and what actually happens in real life can sometimes be very different. And that gap is where HR becomes interesting. One thought that stayed with me: HR is not just about Talent. HR itself is also talent. We often hear the term Talent & HR, and HRBPs are frequently referred to simply as “HR.” But HR is itself a profession that requires talent, capability, continuous learning and the courage to deal with reality. The book explains these ideas in a simple and easy-to-understand way, without making it feel like a textbook. Will every idea in the book work for everyone? Probably not. But I do believe some books don’t necessarily have to give you all the answers. Sometimes, they simply need to change the way you look at a subject. And Hire to Retire did that for me. A well-written book and an interesting read for anyone working in HR, Talent, People or leadership. Have you read Hire to Retire? What was your biggest takeaway? #HireToRetire #VinodArora #HR #HumanResources #TalentAcquisition #TalentManagement #EmployeeExperience #HRLeadership #BookRecommendation
-
Reshma K. shared this🚀 WE’RE HIRING | 20 ENTERPRISE ARCHITECTS | ADOBE EXPERIENCE CLOUD / AEP Have 12+ years of experience, a strong Adobe architecture background, and the ability to turn complex business problems into enterprise-scale solutions? This opportunity is for you! We are hiring 20 Enterprise Architects with expertise in Adobe Experience Cloud / Adobe Experience Platform (AEP). 🔹 Designation: Enterprise Architect 🔹 Experience: 12+ years 🔹 Open Positions: 20 🔹 Location: Bangalore / Noida / Remote 🔍 What We're Looking For ✅ Adobe Experience Cloud or Adobe Experience Platform (AEP) expertise ✅ Enterprise Architecture and Solution Design ✅ Cloud platforms – AWS / Azure / GCP ✅ API, Microservices & Event-Driven Architecture ✅ AI / GenAI / LLM / RAG experience ✅ C-level stakeholder management ✅ Pre-sales, Solutioning & ERP experience 📍 Work Location & WFO Mandate - Bangalore / Noida: Work from office 3 days a week. - Remote: Mandatory travel to the office location once a month to meet the team. ⚠️ This is a mandatory requirement. No exceptions. ⏳ Notice Period Immediate joiners to 30 days only. Candidates with a notice period exceeding 30 days will not be considered. 📩 Interested or know someone who would be a great fit? Drop me a DM with your updated resume and notice period. 🚫 No referrals will be provided. #Hiring #EnterpriseArchitect #AdobeExperienceCloud #AEP #Adobe #GenAI #LLM #RAG #CloudArchitecture #EnterpriseArchitecture #BangaloreJobs #NoidaJobs #TechHiring
-
Reshma K. posted this🚀 GCC Hiring Cycle: From “We Need the Best” to “What’s the Market Rate?” 😂 I've seen this movie before. A GCC launches a new capability. Suddenly, the requirement is: “We need the BEST talent.” Budget? “Don't worry. We’ll stretch.” 😎 Because the pilot team is important. They have to build the capability, create processes, solve problems, handle ambiguity, mentor people and probably answer questions nobody has even thought of yet. So yes — they get paid a premium. I remember a phase when Azure skills were booming. One client I worked with was paying anywhere around ₹3L–₹11L, depending on the skill and experience. Because Azure was HOT. 🔥 Then came the natural corporate lifecycle: Year 1: “We need niche talent.” Year 2: “We need more Azure talent.” Year 3: “Why are these candidates so expensive?” Year 4: “Please hire within market range.” 😂 We've seen similar cycles with Salesforce, Agentforce and other emerging skills. And then comes the certification Olympics. One certification: “Interesting.” Three certifications: “Good candidate.” Seven certifications: “Why is the candidate asking for so much?” 😂 But here's the question that bothers me. When we build a GCC, we say: “We're building a world-class capability.” Great. But what are we building for the people who built that capability? Because the pilot team is usually expected to: ✔️ Build the function ✔️ Create the process ✔️ Solve the messy problems ✔️ Mentor the next batch ✔️ Take on additional responsibilities ✔️ Help scale the capability And once the skill becomes mainstream? The premium disappears faster than the “urgent” in an urgent hiring request. 😂 Suddenly the conversation becomes: “Let's look at the market benchmark.” Fair enough. Markets change. Skills become abundant. Compensation naturally normalizes. But here's the bigger question: Are we growing the talent along with the capability? Or are we simply using premium talent to build the machine and then expecting them to operate at the new market rate? India has incredible technology talent. Yes, cost efficiency has historically been one part of the GCC story. But if the only equation is: Talent Cost ↓ + Capability ↑ = GCC Success we're missing something. Because a truly successful GCC shouldn't just build capabilities. It should build people capable of creating the next capability. Otherwise… we're not building a talent ecosystem. We're just upgrading the corporate pantry every two years. ☕😂 What have you seen in your GCC — does the skill premium disappear faster than the career growth? #GCC #GlobalCapabilityCentre #Talent #TalentAcquisition #CareerGrowth #Reskilling #FutureOfWork #Technology
-
Reshma K. posted thisWe’ve become very good at building GCCs. The only question is… Do we know what we’re building them for? 😂 First: “Let’s build a GCC.” 🏗️ Then: “Let’s scale to 1,000.” Then: “Make that 3,000.” Then: “Actually, 5,000. We need to show the scale.” 📈 Everyone claps. 👏 The LinkedIn post goes live. The ribbon gets cut. 🎀 And then Future Technology walks in. “Hi. I can do some of this.” 🤖 Suddenly the conversation becomes: “Do we really need 5,000 people?” Excuse me… Weren’t these 5,000 people supposed to be the future? 😭 This is where I genuinely wonder: When we build a GCC, do we actually have a 5-year, 10-year and 20-year workforce vision? Or is the strategy more like: Year 1: Hire Year 2: Scale Year 3: Scale harder Year 4: AI Year 5: “Optimisation” 👀 If technology is expected to change every few years, shouldn't workforce planning include that assumption from Day 1? Maybe the question shouldn't be: “How many people can we hire?” Maybe it should be: “What capabilities will we need when today's 1,000 employees become tomorrow's 500 employees + AI?” Because people aren't Excel rows that we can simply delete when the formula changes. 😄 Build the capability. Build the skills. Build the talent pipeline. Build the reskilling engine. Otherwise… we're not building a GCC for the future. We're building a GCC for the current version of the future. 😂 And we all know how quickly that version gets an update. Maybe the house needs a little more than a fancy name, a big headcount and a really good pantry. ☕ #GCC #GlobalCapabilityCentre #WorkforcePlanning #AI #FutureOfWork #TalentStrategy #Reskilling #HR
-
Reshma K. shared this🚨 WE’RE HIRING | Workday Integration Analyst 🚨 If Workday Integrations is your thing, this one’s for you! 👀 💼 Role: Workday Integration Analyst 📍 Location: Bangalore 🧑💻 Experience: 3–6 Years 🔹 What we’re looking for: • Strong Workday Integration experience • Hands-on experience with Workday Studio • Knowledge of PECI & PICOF • Good understanding of Workday integration concepts ⚡ Notice Period: Open to relevant candidates based on requirement 🚫 No referrals and Salary be provided. Interested? DM me with your profile/details. #Hiring #Workday #WorkdayJobs #WorkdayIntegration #WorkdayStudio #PECI #PICOF #HRTech #BangaloreJobs #TechHiring #TalentAcquisition
-
Reshma K. posted thisApparently, everything is a GCC now. 😂 Hire someone? → GCC. Support a client? → GCC. Provide resources? → GCC. Sit at the client’s office? → Congratulations… GCC! 😂 At this rate, even the office pantry might become: “Our Strategic Global Capability Centre for Beverage Management.” ☕😂 But wait… did RPO just get a corporate rebranding? Off late, I’ve been seeing more organisations supporting another company’s hiring, operations, technology, finance, etc., while still calling the model a GCC. And it got me thinking… A GCC is generally about building your own capability centre — your own talent, processes, technology, governance and expertise for the parent organisation. An RPO is fundamentally a service-delivery model — providing recruitment capability and resources to support a client. The employees may remain on the service provider’s payroll, while working within the client’s processes and requirements. So why are we putting everything under the GCC umbrella? Need dedicated resources? → GCC. Need recruitment support? → GCC. Need managed services? → GCC. Need people working for the client? → GCC. 😂 Soon, “GCC” will just mean “Someone is doing something for someone else.” Jokes apart, the label isn't really the important part. Maybe we should ask: Who owns the people? Who owns the capability? Who owns the processes? Who owns the business outcome? Because putting a GCC sticker on an RPO model doesn't automatically make it a GCC. And yes, there are hybrid models — the boundaries aren't always black and white. But maybe it's time we asked: Are we building a GCC… or are we simply calling an RPO a GCC because “GCC” sounds better? 👀 What do you think? #GCC #RPO #TalentAcquisition #Recruitment #HR #GlobalCapabilityCentre #FutureOfWork
-
Reshma K. posted this“Why can’t YOU refer? You’re in TA… so what? Referral is referral!” Ah. The famous question. 😂 And yes, technically, a referral is a referral. But here’s the catch… When you’re in Talent Acquisition, you’re not just another employee submitting a CV. You might also be the person who: 📌 Screens candidates 📌 Talks to hiring managers 📌 Controls the hiring funnel 📌 Coordinates interviews 📌 Negotiates offers 📌 Tracks the process 📌 And sometimes… influences the hiring decision Now imagine referring your cousin/friend/former colleague and then saying: “Don’t worry, I’ll treat them exactly like every other candidate.” 😇 Meanwhile, everyone else in the room: 👀 👀 👀 That’s why some organizations have a simple rule: TA/HR can’t refer candidates into roles they could potentially influence. Not because TA people are biased. Not because we don’t know talented people. And definitely not because we suddenly forgot how referrals work. 😂 It’s about avoiding actual or perceived conflict of interest. Because in recruitment, even when your intentions are 100% clean, the question can still be: “Would this process look fair to everyone else?” Sometimes the most ethical thing you can do in TA is not influence the process… …but step completely out of it. So yes… Referral is referral. But when the person referring also has a seat at the hiring table… it becomes a little more complicated than forwarding a CV. 😄 #TalentAcquisition #Recruitment #HR #EmployeeReferral #Hiring #RecruitmentLife #TA #LinkedIn
-
Reshma K. liked thisReshma K. liked this🚨 𝗪𝗘𝗥𝗘 𝗛𝗜𝗥𝗜𝗡𝗚 | 𝗥𝗘𝗖𝗥𝗨𝗜𝗧𝗠𝗘𝗡𝗧 𝗠𝗔𝗡𝗔𝗚𝗘𝗥 – 𝗧𝗔𝗟𝗘𝗡𝗧 𝗔𝗖𝗤𝗨𝗜𝗦𝗜𝗧𝗜𝗢𝗡 We are hiring a seasoned 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 for a 𝗴𝗹𝗼𝗯𝗮𝗹 𝗽𝗿𝗼𝗱𝘂𝗰𝘁 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 with a strong 𝗚𝗖𝗖 𝗽𝗿𝗲𝘀𝗲𝗻𝗰𝗲 𝗶𝗻 𝗜𝗻𝗱𝗶𝗮. The role requires a senior Talent Acquisition professional with 𝟭𝟱+ 𝘆𝗲𝗮𝗿𝘀 𝗼𝗳 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 and proven 𝗽𝗲𝗼𝗽𝗹𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 experience. 𝗞𝗘𝗬 𝗥𝗘𝗤𝗨𝗜𝗥𝗘𝗠𝗘𝗡𝗧𝗦: ▪️ 𝟭𝟱+ 𝘆𝗲𝗮𝗿𝘀 of experience in Talent Acquisition / Recruitment ▪️ Proven experience in 𝗺𝗮𝗻𝗮𝗴𝗶𝗻𝗴, 𝗺𝗲𝗻𝘁𝗼𝗿𝗶𝗻𝗴 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗶𝗻𝗴 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝘁𝗲𝗮𝗺𝘀 ▪️ Strong expertise in 𝗲𝗻𝗱-𝘁𝗼-𝗲𝗻𝗱 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 ▪️ Strong 𝘀𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 with business leaders, hiring managers and HR ▪️ Experience managing 𝗵𝗶𝗿𝗶𝗻𝗴 𝘁𝗮𝗿𝗴𝗲𝘁𝘀, 𝗦𝗟𝗔𝘀, 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗺𝗲𝘁𝗿𝗶𝗰𝘀 𝘁𝗲𝗮𝗺 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆 ▪️ Strong capabilities in 𝘀𝗼𝘂𝗿𝗰𝗶𝗻𝗴, 𝘁𝗮𝗹𝗲𝗻𝘁 𝗺𝗮𝗽𝗽𝗶𝗻𝗴 amp; 𝗺𝗮𝗿𝗸𝗲𝘁 𝗶𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲 ▪️ Experience working with 𝗔𝗧𝗦 / 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 ▪️ Experience in 𝗚𝗖𝗖 / 𝗚𝗧𝗖 / 𝗚𝗕𝗦 / 𝗹𝗮𝗿𝗴𝗲 𝗠𝗡𝗖 𝗼𝗿 𝗽𝗿𝗼𝗱𝘂𝗰𝘁 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 preferred ▪️ Exposure to 𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆, 𝗘𝗻𝗴𝗶𝗻𝗲𝗲𝗿𝗶𝗻𝗴, 𝗖𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 will be an advantage 📍 𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: Bengaluru | On-site 💼 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: 𝟭𝟱+ 𝗬𝗲𝗮𝗿𝘀 👥 𝗥𝗼𝗹𝗲: Recruitment Manager – Talent Acquisition 🏢 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝘆: Global Product Development / GCC 📩 𝗜𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗲𝗱 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗰𝗮𝗻 𝘀𝗵𝗮𝗿𝗲 𝘁𝗵𝗲𝗶𝗿 𝗽𝗿𝗼𝗳𝗶𝗹𝗲 𝗼𝗿 𝗰𝗼𝗻𝗻𝗲𝗰𝘁 𝘄𝗶𝘁𝗵 𝘂𝘀 𝗳𝗼𝗿 𝗳𝘂𝗿𝘁𝗵𝗲𝗿 𝗱𝗲𝘁𝗮𝗶𝗹𝘀 at nidhi@connectproconsultants.com Nidhi Sharma Connectpro Management Consultants Private Limited Trilok Sharma Abhay Kumar Ashish Kumar Snehta Tamang Mohammad Faisal #Hiring #RecruitmentManager #TalentAcquisition #GCC #GTC #BengaluruJobs #HRJobs #TalentManagement #RecruitmentJobs #LeadershipJobs #ProductDevelopment
-
Reshma K. liked thisReshma K. liked thisYesterday marked the beginning of an exciting new chapter—I joined Figma ! 🎉 Starting this journey at Figma’s San Francisco headquarters made the experience even more special. The warmth, energy, and thoughtfulness of the onboarding were truly amazing, and I’m already inspired by the people and culture. This transition is also bittersweet as I close an incredible five-year chapter at Elastic! I’m deeply grateful for the experiences, friendships, and growth that shaped me during my time there. Thank you Jacinta Harding, for believing in me and giving me this wonderful opportunity. I’m excited to learn, contribute, and see what we create together! Here’s to new beginnings! 🌱 #Figma #NewBeginnings #CareerJourney
-
Reshma K. liked thisReshma K. liked this#AppointmentAlert Google has appointed Nitin Gajria as Managing Director for Southeast Asia and South Asia Frontier Markets. In his new role, Gajria will oversee Google’s regional business strategy and work across markets to support digitalisation, partnerships and AI-led growth. https://lnkd.in/guYPBdCN
Experience & Education
Licenses & Certifications
Languages
-
English
Full professional proficiency
-
Hindi
Full professional proficiency
-
Malayalam
Native or bilingual proficiency
-
Tamil
Professional working proficiency
Recommendations received
14 people have recommended Reshma
Join now to viewOther similar profiles
Explore more posts
Explore collaborative articles
We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
Explore More