1. JOB PURPOSE

Business Partnering for the assigned business verticals.

- Work with the various stakeholders to create an accurate Annual / Quarterly Resource Plan.

- Create and manage a robust talent acquisition strategy for the organization to meet its resource requirements.

- Create appropriate policies, processes, templates etc required for smooth functioning of Sourcing, Recruitment & Selection process.

- Ensure that hiring numbers forecasted as per the Resource Plan are met within the Required Timelines with the right quality.

- Implementation and Management of various IT Tools and Technology required for Talent acquisition function.

- Partner with Academic Institutions for Campus Recruitments - filter out the creme-de-la-creme from the - fresher segment-, with higher focus on - Employability- rather than exam-scores

- Employee Referral Policy - optimize the benefit & monitor ethical deployment of this Policy

- End to end management of resource vendors, and recruitment agencies.

- Implementation of regular process improvement programs.

- Analyzing the various recruitment trends and regular reporting to stakeholders.

- Float Internal Job Postings wherever possible (utilize homegrown organic talent to fill as many vacancies as possible)

- Map the - Critical Positions- and - Complex Positions- in the Org-Chart for every Function/Dept and maintain a consistent Talent-Pool in the - candidate-market- for these priority-positions

- Establish a - Competency Model- linked to every JD & align all - Business Interviewers- / - Line Managers- towards the Competency-based Interviewing approach

- Implement best practices of - Diversity Hiring- in order to move towards the EOE tag (Equal Opportunity Employer)

- Maintain an - eagle-eye- on the Manpower Budgets (separately for Onroll employees as well as Offroll headcount)

2. ORGANISATIONAL CHART

(Only Job Titles)

3. PRINCIPLE ACCOUNTABILITIES

List the expected end results that must be achieved in order to fulfill your job purpose and the activities that help in achieving these results.

EXPECTED END RESULTS MAJOR ACTIVITIES

1. Recruitment, Job Grading & Attrition 

1. Participation in achievement of Business plan

2. Participate in Interviews

3. Collaborate with the Function, identified the GAPs, prepare action plan.

4. Ensure Job grading for all employees

5. Interaction with GM/VP/VO on the status and Plan

6. Ensure adherence of Attrition KPI

2. Recruitment closure 

7. Ensuring closure of all open positions as per the resource plan

8. Ensure that all the positions are closed within the TAT

3. Quality & Quantity - SLA's / KPIs 

9. Ensure that the monthly SLAs / KPIs for RPO are met

10. Conduct RCA and mitigation planning for all missed SLAs

11. Identify

4. PMS & Talent Engagement 

12. Ensure the following is completed in time & according to the company guidelines

a. KPI setting for Current employees & New Joiners

b. Mid review completion

c. Behavioural competency assessment

d. Promotion and salary increase for the respective functional business unit

13. Ensure participation and engagement of employees in the company initiatives.

6. Operational Excellence

14. Participation, Maintenance and follow up of

a. Weekly / Monthly Reports

b. HR Dashboards

15. Identify opportunity for Cost Reduction and process improvements

4. MAJOR CHALLENGES

Describe the major challenges you face in carrying out your job, and what you do in order to overcome them.

1. Expectations of Stakeholders might change rapidly - the Incumbent needs to be Agile

2. Candidates often accept Offer Letters and the Decline to Join - the Incumbent requires Foresight & a Proactive Monitoring Approach

3. Sometimes, the Line manager may reject - candidate- after - candidate- the Incumbent needs to be Patient & Resourceful & install a better-filtration-mechanism

4. Hiring Budgets may get slashed / Hiring Approvals may get delayed - the Incumbent needs to improvise & stay solution-focused

5. KEY INTERACTIONS

Who (internal/external) does this position interact with on a regular basis to perform this role? How often and for what purpose?

Internal External

1. Exit cases (Employees under Resignation)

2. All Team Leaders / Line Managers

3. All Business Heads and Dept Heads

4. HR CoE's (Centres of Excellence)

5. HR SSC (Shared Services Center)

6. Regular HRBP / Entity HRBP 1. Vendors & Service Partners (incl Sourcing Consultancies, Background-reference-verification agencies)

2. Academic Institutions (for campus hiring)

3. Other OEMs in the Industry (it is crucial to maintain close networking ties with the HR fraternity to stay clued onto - Emerging Trends-, - C&B benchmarks-, - the chronic Hoppers-, )

4. All Alumni (Renault/ Nissan / RNTBCI / RNAIPL)

6. DIMENSIONS

List the criteria which will reflect the scope and scale of activities concerning your job.

(These should be quantifiable numerical amounts)

1. No. of Unique Job Roles - per dept & overall entity

2. No. of Employees (OnRoll) - expressed as Total Budgeted HC per dept & overall entity

3. No. of Employees (OffRoll) - expressed a % of Total HC of the entity

4. (Average / Annualised) Attrition Rate indicates => Total No. of Replacement Positions

5. Total No. Open Positions = No. of New Positions + No. of Replacement Positions

6. % of Open Positions closed within Budgeted Finances

7. % of Open Positions closed within slated TAT (Turn Around Time)

8. % of Open Positions closed using IJP / ERP / Inter Entity Mobility / Transfers

9. Feedback Rating from New Joinees (30/90) on the - Onboarding Experience-

7. SKILLS AND KNOWLEDGE

State the minimum acceptable proficiency for this job. Do not state incumbent-specific information

EDUCATIONAL QUALIFICATIONS

MBA - HR / PGDBM - HR (full-time)

COMPETENCIES :

SKILLS : 

1. Negotiation Ability, 

2. Strong Reading Comprehension, 

3. Stakeholder Management, 

4. Planning & Organizing, 

5. Vendor Management, 

6. Advanced Q&P skills (questioning & probing), 

7. Financial Budgeting Skills

KNOWLEDGE : 

1. Is familiar with major Competency Models,

2. Competency Definitions, 

3. Formats for JD Writing, 

4. Rating Scale Construction, 

5. Is familiar with the common Psychometric Report Formats, 

6. Is up to date with the Compensation Benchmarks in the Auto Industry (all Roles, all Levels), 

7. MRP and MRF

ATTITUDES : 

1. Empathetic Listener, 

2. Persistent (at follow-ups), 

3. Decisive, 

4. High Attention to Detail,

5. Numbers oriented, 

6. Timeline oriented, 

7. Amiable (able to strike instant rapport effortlessly)

PERSONAL CHARACTERISTICS & BEHAVIOURS: 

Should carry himself-herself with a stable temperament even in pressure-cooker scenarios; 

Should be adaptable & flexible to the ever-evolving-dynamics of - hiring technical /semi-technical specialists & team-leads- in an Engg/Mfg setup.

This job opening was posted long time back. It may not be active. Nor was it removed by the recruiter. Please use your discretion.