JOB PURPOSE
The role holder will be responsible to identify, select and retain talent in the organization through an efficient and effective Talent acquisition strategy & systems, in alignment with the business strategy, functional demands and the organizations overall HR Philosophy.
The role incumbent would be deft in a tech savvy environment and brings to fore, a strong challenger mind-set with proven abilities to influence peers across the eco-system & deliver a higher quality quantity mix for talent acquisition.
KEY RESPONSIBILITIES
1. Ensure structured process for manpower planning across all functions, in line with approved manpower budgets, evaluate optimization of manpower costs, rightsizing, reskilling and redeployment with a solid Talent Pipeline.
2. Support development of competency profiles (technical and behavioural) for strategic & tactical roles & to ensure mapping of candidate profiles to the role and minimize cases of over / under-qualified incumbents
3. Drive automation of manual recruitment processes to improve efficiency of operations
4.Develop a candidate bench strength for immediate filling of vacancies of critical positions by liaising with external specialists &through alternate sources.
5. Continuously reduce cycle time of recruitment i.e. request for filling the vacancy to final induction of candidate
6. Recommend changes to recruitment policies based on process experience and environmental stimulus.
7. Continuously identify potential sources and methods of sourcing
8. Drive employee referral and internal job posting processes in line with manpower budgets
9. Undertake benchmarking exercises to align recruitment practices with the best practices in the industry
10. Establish processes for seeking additional manpower with due diligence at stakeholder level.
11. Lead negotiations and process contracts with placement agencies, portals, external consultants for sourcing and recruitment. Sourcing Mix - sourcing of the right candidates through websites, portal memberships, employee referrals & alternate channels.
12. Create, Review & own the MIS on all recruitment parameters and report to management on a weekly, monthly basis
13.Develop framework to report recruitment data around sourcing efficiency of various channels and causes for offer rejection, at all stages of the recruitment lifecycle
Financial
14.Ensure adherence to recruitment budgets
15.Ensure adherence to stated salary levels, lateral hires
People
16.Take an active role in recruitment of key positions across operating locations
17.Ensure timely goal setting, monitoring, review of performance parameters and feedback to the team members