Manager/Senior Manager - Talent Acquisition - Aviation/FMCG/Telecom/BFS

Manager / Sr. Manager - Talent Acquisition

Job Objective:

- Ensure implementation of talent acquisition strategies at the BU level and updating them periodically in line with the changing business dynamics and emerging market trends

- Drive end-to-end talent acquisition process at the BU level and steer process of attracting, sourcing, assessing, hiring and on boarding the best talent

- Maintain accurate records and conduct timely process audits for the assigned BU to ensure process compliance and efficiency

- Execute a robust induction and onboarding process for new hires to facilitate a quick assimilation to the work culture

Roles & Responsibilities:

Talent Acquisition Policy:

- Contribute to creation of Talent Acquisition SOPs encompassing step by step procedures to be followed, tools and templates to be used, desired TAT for different roles aligned to the Talent Acquisition strategy

- Provide inputs to the BU HR Head and Group TA Head on the effectiveness and appropriateness of varied selection instruments for periodic review and upgradation

- Communicate and educate businesses stakeholders regarding the set SOP to drive uniformity across the business

- Undertake requisite steps to ensure that Business Managers are well equipped and trained to play their part during the whole TA process

- Ensure adherence of BU to established protocols to ensure effective functioning of set processes

Talent Acquisition Process:

Sourcing and Screening (For SVP & Below):

- Responsible for evaluating internal candidates efficiently for upcoming opportunities as per the set IJP policy before exploring outside the organization

- Monitor the use, cost and effectiveness of diverse channels like social media, job boards, vendors, agencies to source candidates for open positions

- Manage a robust employee referral program as per the set guidelines

- Monitor documentation of applicant data, analysis and matching of applicant profiles for interviews

- Oversee the initial screening process, preliminary interviews and assessment tools used to shortlist candidates

- Conduct diagnostic tests for skill and competency fitment of shortlisted candidates

- Provide timely feedback to candidates about their candidature status (Shortlisting/ Hold/ Not suitable) to close the loop

- Manage and maintain talent bank of applicant data for future recruitment efforts

Pre-joining procedures (For SVP & Below):

- Solicit all relevant documents and ensure thorough reference checks are conducted for evaluating the prospective employees and feedback is well documented on HRIS

- Liaise with the hiring managers & compensation team for determining the compensation fitment of the selected candidates

- Conduct negotiations pertaining to salary/ joining terms and conditions with shortlisted candidates and generate provisional offer letter; Provide relevant and timely information to address all queries pertaining to talent acquisition that the prospects may have

- Ascertain that pre-placement verifications, medical and background checks are duly conducted for the candidates

- Prepare and seek candidate's approval on the offer letter

- Monitor employee joining formalities: employee ID creation and employee details captured in HRIS

Onboarding & Induction:

- Maintain an on-going and active interaction with the new hire at the BU level to provide company updates and monitor joining schedule of the candidate

- Organize and ascertain all admin and IT related provisions are made for the candidate (guest house, workstation, IT assets, welcome kit, assignment of 'Sahyogi', ID card, Induction schedule, etc.) to ensure smooth transition to the company

- Ascertain effective induction is conducted for the new hires at the BU level to help them understand the company, facilities, benefits, etc. better and solicit timely feedback on the induction program to further improve the same

- Basis probation policy guidelines collate feedback on the new hire at the BU level and provide due confirmation to the candidate

- Oversee timely feedback collection from the new hires as per the set policy; analyse the feedback and initiate necessary intervention to avoid exit

- Manage the cases for "Extension of probation" or "Exit from organization"

Partner Selection & Management:

- Evaluate, shortlist and empanel partners and conduct strategic negotiations with them

- Track partner performance and conduct timely reviews to ensure quality, timelines and budgetary considerations; Address instances of non-performance

- Cultivate strategic relationships with partners and effectively leverage them for value additions

HR Technology & Analytics:

- Operate and manage suite of talent acquisition technology products for the business in adherence to Group guidelines

- Analyse varied talent acquisition metrics and stay abreast with the new trends, latest technologies, advanced selection tools to improve the overall recruitment process and enhance candidate experience

- Devise and implement practices to ensure system usage for workflow, analysis, and reporting; Determine controls to assure data accuracy in the system

- Support Group and Business in the digitization process in collaboration with relevant partners to design and implement solution for upgradation

Internal:

- Collaborate with Group TA and BU HR Head to formulate and continually validate the Talent Acquisition Strategy

- Periodic interaction with Business Heads to explore IJP for the position vacancy accordingly

- Partner with the Admin, Security, SSC and HRBP to ensure all pre- and post-joining formalities are fulfilled as per defined timelines

- Collaborate with IT Team to strategize and deploy any automation/ enhancement initiatives

External:

- Active participation in varied forums and conferences to explore emerging total reward trends and philosophies

- Interact with existing partners and consultants to reinforce working relationship, strengthen collaboration, track project deliveries and mitigate risks if any

- Active association with campus representatives for organizing campus recruitment drive

- Interact with the candidate pool to guide them through the recruitment process

Job Profile:

Educational Qualification: Bachelor's degree , Higher degree in relevant HR field is preferable

Experiences:

- Minimum 15 years of work experience with minimum 3 years in a similar role in at least two units/ organizations; Active experience managing a direct team of 3-5 members

- Experience in a similar conglomerate business/ industry is necessarily required (Ports/ Power/ Resources) or experience in industries like FMCG, Financial Services, Telecom

- Hands-on experience with full cycle recruiting using various interview techniques and evaluation methods

- Extensive experience with varied sourcing channels like social media, resume databases and professional networks

- Active experience with employer branding techniques as well as implementing competency frameworks in recruitment and selection

- Strong interpersonal skills for interfacing with all levels of management