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13/05 HR
Admin at Arthan

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Manager - Human Resources - Consulting Firm (5-8 yrs)

Delhi NCR Job Code: 697070

Role Description:

The Manager HR is an important role in the HR Management function at our org. This role is critical to the foundation & growth of the strategic HR solutions at our org.

The Incumbent's portfolio will be primarily Recruitment and secondarily other Strategic HR Interventions' support, including but limited to Learning & Development and HR Analytics. The role will involve collaborating effectively with people at all levels and interacting with a diverse group of individuals and personalities to ensure the achievement of individual, functional and organizational goals.

Structure & Reporting:

The incumbent will work closely with the Associate Director HR. The role may have Associate(s) and / Senior Associate(s) reporting into it, as per organizational need.

Key Responsibilities:

A. Talent Acquisition

- As the Talent Provider, deliver high quality, cost effective and timely hiring support to the organization.

- Assist in building the Recruitment Strategy. Lead it's effective execution across all verticals and locations.

- Lead Manpower planning exercise with verticals, as per the project needs.

- Build and manage Recruitment SLAs.

- Lead the Passive hiring interventions to build an effective & robust talent pipeline for all key roles. To Lead the Campus Connect initiative - build & grow for maximum outreach to top talent - both in India and outside India.

- Manage Institutional partnership for Interns as well as Initiate & collaborate to build newer ones.

- Lead & build online sourcing tools, including but not limited to, LinkedIn, Facebook, Portals and more to tap passive top talent, in alignment with Global directives.


- Build the alumni network - take active steps on leveraging alumni for talent outreach.

- Lead Employer Branding initiatives under this umbrella.

- Create & execute innovative talent sourcing initiatives for the organization, including creative & effective content.

- Lead active talent hiring by catering to the needs of time, quality, compliance and cost.

- Manage the Internal Job Postings - process, tools & practices.

- Manage the Employee Internship Program.

- Build & deliver to Recruitment KPIs & KRs in alignment with Organizational Strategy.

- Lead the Recruitment team - own and manage them for sustainable and competitive delivery.

- Manage external vendors and all matters pertaining to them including, but not limited to - empanelment, contracts, cost optimization, feedback and payments.

- Ensure compliance to internal quality parameters as well as statutory needs across all Recruitments process & practices at JPAL-SA.

- Create and upkeep Job descriptions - maintain an attractive and effective database of JDs for internal & external utilization.

Trends & Reports:

- Track Hiring data and generate regular MIS reports as required.

- Maintain a keen understanding of hiring tools, trends, developments and best practices. Share these periodically within & across verticals.

- Share insights & recommendations regularly with key internal stakeholders.

- Collaborate with Global team for leveraging on global pool of talent.

- Revamp Internal Hiring Process & tools for better efficiency, effectiveness & impact.

- Build (review here required) hiring tools and techniques (hiring guidelines, interview tools & techniques, assessments & questionnaires & more). Facilitate their optimum utilization while ensuring relevance, standardization and impact. Build capacity of internal stakeholders to utilize these tools effectively.

B. Analytics

- Build Analytics & dashboards for all HR functions and support.

- Collate and report data & trends periodically.

- Integrate these with the internal systems as well as recommend and build in new systems where required.

- Build internal HR capacity to utilize these tools effectively.

- Collaborate with verticals to build these, periodically.

C. Learning and Development

1. New Hires- Orientation:

- Organize and anchor the New Hire Orientation program to enable easy settling-in and acculturalization of new joinees.

- Collaborate with HR operations to build a holistic and excellent onboarding experience.

- Deliver periodic Orientation Program, organization wide for all new hires: collaborate with internal SMEs, leverage on technology.

2. Capacity Building: Planning & Execution

- Collaborate in building Competency matrices for the organization.

- Assist in building the Annual Learning & development strategy, by active support in the following, but not limited to:

- Conducting Training Needs Analysis, data collation, coordination and reporting.

- Drawing up a comprehensive L&D Plan based on the developmental needs and methods identified.

- Driving the implementation of the L&D Plan to ensure smooth execution with effective outcomes; providing thought partnership around program design and delivery.

- Conceptualizing innovative and flexible methods to address the developmental and capacity building needs identified, including identification of external training programs and conferences, the design and delivery of in-house training sessions, enrollment in online learning programs, and mentoring, self- learning, and other methods as appropriate.

- Monitoring and reporting progress on the initiatives- delivery, learning goals and internal trends, make continuous improvements in the approach, process and methods as appropriate.

- Setting up of new systems and processes including: preparing and tracking the annual L&D Budget creating and updating the Training Calendar; tracking training attendance; capturing feedback on training programs as well as conferences and workshops attended.

- Collaborate in the design & execution of succession plans.

- Trends & Reports: Research and share emerging trends on HR best practices.

- Track L&D related data and generate regular MIS reports as required.

- Maintain a keen understanding of learning & development trends, developments and best practices.

- Share insights & recommendations regularly with key internal stakeholders.

Required Education:

- Master's degree in Human Resource Management, Organizational Design, Educational or Organizational Psychology, Business Administration (MBA) with a specialization in HR, or similar relevant degree.

Required professional experience:

- Must have at least 5 years of relevant HR experience.

- Minimum 3 years of experience in handling all or most facets of the Employee Life Cycle.

- Minimum 3 years- experience of managing teams.

- International exposure.

- Strong experience of collaborating with leaders and colleagues to drive results.

- Experience implementing diverse and high impact HR initiatives to support organizational objectives.

- Demonstrated successful experience working with detailed information and numerical data and presenting it in a way that is easily understood by people at different levels in the organization.

- Exposure to working in an organization involved in research, public policy, development economics, education or training would be an added advantage.

Other competencies required:

- Good team playing skills.

- Excellent written and spoken English skills.

- Strong listening skills.

- Creative thinking.

- Presentation Skills.

- Can-do attitude.

- Proven ability to present to large audiences.

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

Women-friendly workplace:

Maternity and Paternity Benefits

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