Staples Canada

Thrived as dedicated Brand Ambassador; spearheaded cutting-edge initiatives, led, supported, and actively participated in career fairs, connecting individuals with opportunities. Built consistent LinkedIn engaging content using video and text.
•	Developed and implemented Candidate Experience one-page guide as one of the tools to build exceptional client experience, reducing email exchanges by 20% for the team. Candidates appreciated the transparency in the recruitment process.
•	Created social media content using video and text to drive traffic to open roles.
•	Advised managers on state-of-the-art best practices to interview and select candidates. Critically evaluated on best fit for team and organization, assessing against relevant competencies to increase retention. Critically evaluated resumes and pre-screens to accurately assess candidates for team and organizational “fit”, ensuring over 80% retention beyond year one.
•	Full recruitment cycle-End to end corporate recruitment initiating with intake meetings, developing strategies to source and becoming the trusted adviser to build and develop high performing teams. Managing vendor relationships and optimizing all sources to source and fill roles, this includes creating engaging LinkedIn posts, head hunting, direct sourcing.

Senior Talent Acquisition Specialist

TNG Community Services

•	One-on-one coaching and guidance to job seekers navigating career transitions by reviewing resumes and practice interviews.

Consultant

STAPLES Canada

•	Quickly gained the trust of business leaders in the new industry by partnering, prioritizing and strategizing to identify and acquire top talent. Closed 1 position within first week in new role.
•	Reduced hard to fill open positions by 65% within 2 months through a combination of proactive networking, and direct sourcing on LinkedIn and Indeed.

Talent Acquisition Specialist

Divya Paul Photography

•	Commercial and portrait photographer engaged to creatively develop client portfolio and build strong images working with client briefs to exceed expectations

Commercial and Portrait Photographer

CBM Australia

•	Designed and developed a database of competency based behavioural interview guides, for easy access and to scale recruitment. Trained managers in the STAR method to follow a consistent process. Increased trust and transparency in the recruitment process across all levels.
•	Coaching: Led the recruitment campaigns by developing recruitment strategies and approaches keeping in perspective managers’ capability and capacity to conduct recruitment activity.
•	Reduced time to fill dramatically (by 200+%), from 3 months to an average of just 25 days. Streamlined hiring manager interviews to 45 minutes, set up hiring days and included same day decision-making. Encouraged panel discussions reducing multiple rounds of interviews to create an efficient and effective process.
•	Recruitment: Ensured roles were pitched at the appropriate level and in line with job evaluation methodology. With minimum administrative assistance, conducted job briefs, writing adverts, candidate assessment (pre-screen, interview, profiling and background checking) and negotiated employment offers. Sole recruiter responsible for full cycle recruitment.

People & Culture Recruitment Specialist    

Mission Travel Group

•	Reviewed over 300 business plan applications, by assessing capability, capacity and feasibility of ideas to qualify for 2 individual grants of $10,000 which were then awarded to 2 entrepreneurs to expand their business

Pro-bono Consultant    

World Vision

•	Induction and orientation: Designed, created and presented cultural and organizational orientation programs that included policies on child protection, benefits, safety and security. Organized orientation for new hires to facilitate adaption to new company and new country.
•	Process improvement: designed an improved recruitment process as a member of a team by mapping the existing policies and procedures for multiple offices; examining unproductive practices and seeking out best practices.
•	Change management-As the organization moved from short-term emergency and relief programs to long-term development work, policies and benefits changed; researched, designed, and evolved policies, keeping in line staff and organizational needs.
•	Capacity building-Engaging managers to understand and follow through on performance appraisals, providing training to comply with World Vision’s recruitment standards.
•	Employment life cycle: effectively and efficiently delivered end-to-end employment practices for 120 international staffs based in Port-au-Prince, Haiti. Advised and supported all international staffs with contract formulation, compensation and benefits, policy formulation and exit procedures by engaging employees and managers. This was done under stressful environments that involved living and working together, threat of earthquakes, security and organizational change.

HR Manager—International Staffing - Haiti Earthquake Response Team

University of the Witwatersrand

•	Lectured 30 students, developed presentation and evaluation tests with over 60% pass rate.

Lecturer-Organizational Development (PT)

•	Developed and facilitated resume writing and interview skills sessions, for exiting staff. Traveled to remote locations in Sri Lanka to provide these trainings. Inducted and orientated participants; prepared and presented orientation programs that included policies on child protection, and cultural emphasis for all new hires and visitors.
•	Cultural: Generated weekly devotions, inviting speakers, preparing presentations and leading music. 
•	Recruitment: Implemented behavioural interview technique for Sri Lanka as a new recruitment standard. Trained hiring managers to follow this methodology. Coached and developed training materials, incorporating adult learning methods, to teach separating staff to develop their résumés, cover letters and interview skills. This included one-on-one coaching sessions.
•	Mentored: Moving from relief to long term development involved transitioning out of the country in phases, Mentored and trained national counterpart to take full responsibility over international recruitment, employee life cycle and global mobility.

HR International Coordinator and Recruiter - Tsunami Response Team

•	Full cycle recruitment and global mobility covering the four Tsunami affected countries (India, Sri Lanka, Thailand and Indonesia). This involved screening, interviewing, reference checking and assisting with international relocation.
•	Deployment: Stationed in Colombo, Sri Lanka and Banda Aceh, Indonesia for one month at a time to support HR teams with employment cycle, orientation, and recruitment for the international staffing team. Researched salary and benefits survey in Banda Aceh, Indonesia and assisted with alignment of World Vision Indonesian staffs benefits competitively with market INGOs.

HR Recruiter Officer - Singapore Tsunami Response Team

Candidate experience | Partner in Building Your Dream Team | Kolbe 4376 |

Hi There, I'm Divya!

I am an accomplished professional with a comprehensive career portfolio showcasing world class human resources (HR), business administration, and service delivery across dynamic, fast-paced environments. 

Over my career, I have creatively problem solved using advanced understanding of recruitment, reporting, action tracking, and branding, to cutting-edge projects, to refine and improve capability, drive efficiency, and streamline processes. 

I am an engaging collaborator and knowledgeable team asset who facilitates diversity initiatives and first-rate liaison across interdisciplinary teams and specialized local and global initiatives. 

I believe I am an energetic leader who brings innovation to life, managing competing priorities to delivering targeted results that reflect excellence.

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