Responsibilities: 1. Business Understanding: - Strong grasp of company vision, mission, and business priorities. - Aligns hiring strategy with current and future organizational goals. - Understands industry trends, competitive talent landscape, and emerging skills demand. - Translates business growth plans into workforce and talent requirements. 2. Role Understanding & Clarity: - Builds deep understanding of each roles purpose, outcomes, and success factors. - Differentiates between must-have skills, good-to-have skills, and trainable attributes. - Establishes structured, consistent JD frameworks across functions. 3. Mentor Hiring Managers to Arrive at Role Clarity: - Facilitates discussions with managers to sharpen role expectations. - Guides managers in defining competencies, behavioral traits, and success metrics. - Ensures realistic alignment between business needs and talent market availability. 4. Ability to Conduct Interviews with Right Questioning Technique: - Proficient in structured interviewing techniques (behavioral, situational, technical). - Crafts probing questions that reveal depth of skills and cultural fit. - Balances technical, behavioral, and value-based assessment. 5. Competency-Based Interviewing: - Designs and implements competency frameworks for various roles. - Trains managers and recruiters on structured, unbiased competency evaluation. - Ensures interview assessments are evidence-based, not subjective. 6. Mentor the Recruitment Team and Allocate Positions Fairly: - Acts as coach and guide for recruiters to enhance sourcing and interviewing capability. - Ensures equitable distribution of requisitions, balancing workload and complexity. - Builds succession readiness within the TA team. 7. Makes Effective Dashboards: - Develops clear, actionable dashboards for TA performance and hiring metrics. - Tracks KPIs like TAT, cost per hire, quality of hire, diversity metrics, and pipeline health. - Uses dashboards for data-driven decision-making and leadership reporting. 8. Experience in Optimizing ATS: - Proficient in configuring and customizing ATS workflows for efficiency. - Improves candidate and recruiter experience through better automation, integrations, and reporting. - Leverages ATS analytics to track sourcing effectiveness, bottlenecks, and recruiter productivity. - Trains team members and hiring managers to maximize ATS adoption and usage. 9. High EQ: - Demonstrates empathy and strong relationship management with candidates, managers, and recruiters. - Handles conflicts with balance and fairness. - Builds trust and credibility across business units. 10. Represents the Head HR in All TA Meetings with BUs: - Acts as an ambassador of HR leadership in talent discussions. - Provides business units with confidence in TA capability and delivery. - Escalates issues thoughtfully while also suggesting solutions.

Pune

Lead - Talent Acquisition 

Job Description for Lead - Talent Acquisition  in OpportuneJobs.com in  Pune for (5-10) years of experience. Apply Now!