Responsibility:
Drive strategic talent acquisition initiatives, optimize recruitment operations, and build scalable hiring capabilities.
Expected Results:
- Talent Acquisition Strategy: Develop and implement the organization's Talent Acquisition strategy aligned with business growth plans and workforce requirements.
- Workforce Planning: Partner with business leaders to forecast manpower requirements and create proactive hiring plans across functions and locations.
- Recruitment Process Optimization: Improve recruitment processes, reduce turnaround time (TAT), and enhance hiring quality through structured recruitment methodologies.
- Leadership Hiring: Lead executive and leadership hiring initiatives for critical business roles and succession pipelines.
- Recruitment Metrics & Governance: Establish recruitment dashboards, KPIs, and governance mechanisms to track hiring efficiency, quality of hire, diversity, and recruitment costs.
Responsibility:
- Enhance employer branding, improve candidate experience, and strengthen talent pipelines.
Expected Results:
- Employer Branding: Build and strengthen employer brand positioning through strategic branding initiatives, social media presence, employee value proposition (EVP), and campus engagement.
- Candidate Experience: Ensure seamless and positive candidate experience across all hiring stages through effective communication and process transparency.
- Talent Pipeline Development: Create strong talent pipelines for niche, critical, and future-ready roles through market mapping and strategic sourcing.
- Campus & Diversity Hiring: Drive campus hiring, diversity hiring, and early-career talent programs aligned with business objectives.
- Vendor & Partner Management: Manage recruitment consultants, job portals, and external hiring partners to ensure quality hiring and cost optimization.
Responsibility:
- Strengthen recruitment analytics, stakeholder engagement, and talent intelligence to support business growth.
Expected Results:
- Stakeholder Management: Partner closely with business heads and leadership teams to understand evolving talent needs and provide strategic hiring solutions.
- Recruitment Analytics: Utilize recruitment data and market intelligence to drive decision-making, improve productivity, and identify hiring trends.
- Technology & Automation: Lead implementation and optimization of Applicant Tracking Systems (ATS), digital recruitment tools, and AI-enabled hiring platforms.
- Compliance & Governance: Ensure recruitment processes comply with organizational policies, labor laws, and ethical hiring standards.
- Continuous Improvement: Drive innovation and continuous improvement initiatives in sourcing, assessment, onboarding coordination, and recruitment operations.
Key Interactions:
Internal:
A. Board of Directors
B. CEO / CHRO
C. Business Unit Heads
D. Functional Leaders
E. HR Business Partners
F. Finance & Operations Teams
External:
A. Recruitment Consultants & Search Firms
B. Job Portals & Talent Platforms
C. Universities & Campus Partners
D. Employer Branding Agencies
E. Assessment & Background Verification Partners
Didn’t find the job appropriate? Report this Job
