DGM - Talent Acquisition/Center Of Excellence

DGM - Talent Acquisition COE

JOB RESPONSIBILITIES:

- Collaborate with the business & function leaders to understand the talent needs and develop a comprehensive hiring approach by levels & role for each business/function

- Collaborate with the business/function leaders and Regional HR teams to create the best practices in attracting talent, drive fresh & forward-thinking, contemporary talent solutions and recruiting strategies - Gig Workers, Freshers/Young Talent, Experienced professionals, Project Based Resources, Outsourcing vs. Insourcing.

- Identify and enable hiring channels to enhance overall recruitment productivity and reach to the talent market - Campus, Consultants, Social Media, Job Portals, Employee Reference (Bring Buddies)

- Enable Regional Talent Acquisition teams through data & support ecosystem - Talent Market Mapping (identify prospective candidates and build strong database through market research and talent mapping), Recruitment Channels, Standardized Job Descriptions, Employer Value Proposition/Employer Brand Positioning, Policies & Processes aimed at empowering Regional HR and facilitating faster decisions

- Design "assessment", "interview" and "selection" methods and related tool kits for the Regional HR/Talent Acquisition teams and Hiring Managers, to ensure rigorous, consistent, and competency-based hiring in the organization.

- Constantly track, provide inputs & run interventions to enhance regional recruitment teams' productivity and capability.

- Manage overall recruiting budget ensuring cost optimization. Ensure ROI on all programs and sourcing channels as per defined KPIs

- Drive more followership on social media platforms and promote as an employer of choice.

- Create & Manage campus relations; and drive campus hiring strategy for company. Ensure brand presence across college/campus communities & events.

- Design and deploy "Induction & Onboarding" process for experienced and campus hires

KPIs:

- Create an enabling ecosystem of hiring for Regional Talent Acquisition Teams leading to faster hiring and decision making (improvement in productivity, hiring TAT, identification of newer channels of hiring/talent sourcing)

- Design assessment and selection tools for hiring managers and regional hiring teams (designing/sourcing of effective hiring tools & methods; and ensure implementation through the Regional HR Teams

- Hiring Cost optimization: reduction in hiring cost as per assigned target

- Build strong brand presence on social media, campus, and overall talent market (recognition of companies best practices in external forums

- Prospective talent/candidates' database availability

ESSENTIAL SKILLS:

- Outstanding communication skills - ability to convey clear and concise messages across the organization

- Customer focus - active listening skills and ability to understand true needs of the stakeholders; and translate those needs into a actions for success

- Process focused & strategic thinking with a continuous improvement mindset

- Strong relationship builder with the ability to influence and partner across all functions and levels.

- Strong Research and Data Analytics skills

- Ability to think and learn fast while paying attention to details

- Hands-on in utilizing search tools including job boards, networking sites and search engines to build candidates database for critical roles