jobseeker Logo
Now Apply on the Go!
Download iimjobs Jobseeker App and get a seamless experience for your job-hunting
18/06 Milan Hasija
Senior Recruiter Associate at Vrinda Global

Views:433 Applications:109 Rec. Actions:Recruiter Actions:5

AGM/DGM - Talent Acquisition - Building Material Firm (9-19 yrs)

Mumbai Job Code: 1112816

Applications are welcome from Building Material companies.

We are looking for the position of Assistant / Deputy General Manager (Talent Acquisition ) which is with one of the largest Global Building Materials Manufacturing Company.

Reporting to : Assistant Vice President - Business HR

Location: Andheri, Mumbai

Minimum Work Experience Required: 9+ Years

Candidates with current CTC of 30LPA & above required

Highest Qualification: MBA (PG/Diploma/Distance) - Tier 2 college is also fine.

Candidates from ranked institutes required.

Must have skills/Keywords: Leadership hiring, Campus hiring, Employer branding, Talent acquisition, Policy implementation (Do not share HRBP profiles).

Key Responsibilities:

Policies, Procedures, and Practices:

1. Implementing policy guidelines, frameworks and processes pertaining to talent acquisition.

2. Communicate and ensure consistent interpretation and help desk of policies and processes across the units and zones.

3. Seek regular feedback on systems, inputs, review of employee queries and help prepare FAQ of policies, procedures, systems and practices.

4. Conducting webinars, building recruiters (Champions) across UTCL and updating them about ongoing systems, policies, to maintain uniformity.

Talent Staffing:

1. To get the Manpower requisition approval from the concerned department. Verify the Manpower requirement and vacancies available as per Organisation Chart for the particular position.

2. To check that job descriptions, job briefs are relevant to the position holder while sourcing talent and inform JAE team in case of any gap.

3. Identify sources for acquisition in keeping with the overall acquisition strategy and ensure a good mix of acquisition channels; Develop alternate means of sourcing viz employee referrals, job sites, Poornata, etc. for optimising recruitment costs.

4. Evaluate hiring proposals of external hiring, near relations and rehire recommendations and endorse for approval by concern authority as per policy.

5. Candidate offer discussion, offer management and assist recruiters for same Talent Staffing

6. Support implementation of recruitment, manage appointments (including appointment letters design, modification and rollout), background check and verification, on-boarding and exits for Job Bands 6 & above in the businesses. Assist with both external and internal hiring efforts.

7. Support implementation of processes to mitigate / address fraudulent cases of recruitment across India.

8. Monitoring cost of hires, Build candidate pipelines for current & future staffing needs.

9. Managing induction of JB 6 and above employees meticulously

Talent Planning:

1. Study the existing strategic workforce plan, cost structure, and productivity for the organisation.

2. Identify gaps in the workforce plan and design a roadmap for filling in vacancies across the organisation specifically for Job Bands 3 to 8.

3. Proactively engage with HR Business Partners to uncover talent gaps, themes or needs that affect talent acquisition.

4. Create cost- effective recruitment campaigns and programs, and talent acquisition initiatives.

Vendor Empanelment & Management:

1. Ensuring process guidelines and framework of vendor empanelment

2. Centralise the vendor empanelment process.

3. Ensuring annul vendor evaluation and rating

4. Engaging Vendors for building external employer brand

Campus Hiring (including MTs, GETs) & Young Talent Management (YTM)

1. Support in designing UTCL young talent management philosophy and long term strategy (basis the Group strategy and philosophy)

2. Supporting innovative recruitment strategies and solutions aimed at promoting the UltraTech brand to prospective students and develop a diverse candidate pipeline for fulltime campus hiring as well as intern programs.

3. Participate on and leverage social media (e.g. LinkedIn, Facebook, Twitter, etc.) to promote jobs, engage students, build relationships with students and career centres and promote the UltraTech brand.

Employer Branding:

1. Support in formulating effective communication strategy around Employer Branding

2. Working closely with key stakeholders to drive Employer Branding campaigns & Initiaitves.

3. Drive compelling Employee Value Proposition (EVP) communication to attract potential talent from internal / external market

4. Managing company social media platforms, local and regional events to network and build relationships and increase exposure and marketing of UltraTech as a great place to work.

Process & System Compliance and Audits:

1. 100% implementation of Recruitment module and maintaining Compliance of SOP s of recruitment module.

2. To support in designing a framework for ensuring regulatory and legal compliance of talent acquisition, campus hiring and employer branding related programs, practices and data in Business and Units.

3. Audit talent acquisition, campus hiring and employer branding related processes and ensuring data Updation in the Business and Units.

HR Analytics & Dashboards:

1. To support in tracking of critical HR metrics pertaining to talent acquisition, campus hiring and employer branding on a regular basis and highlighting discrepancies; Action planning to bridge discrepancies.

2. Providing periodic reports to stakeholders as may be needed.

Women-friendly workplace:

Maternity and Paternity Benefits

Add a note
  • Apply
  • Assess Yourself
  • Save
  • Insights (Read more)
  • Follow-up
    (Read more)
Something suspicious? Report this job posting.