Manager - Talent Acquisition - FMCG

Primary Purpose of Role :

- Role entails driving the Talent Acquisition strategy across functions aggressively and to achieve desired outcomes in alignment with the business goals. Actively engage with Business Leadership teams to translate goals to talent needs and lead the process for attracting superior talent across functions.

- The position holder will be accountable for crafting sourcing strategies for various roles, from entry-level to executive-level positions.

- Incumbent should be able to ensure we provide an excellent candidate experience, while meeting our business goals and filling our vacancies to minimize loss of man-days

- Incumbent will also have to build a strong employer brand for our company so that we can develop strong talent pipelines for current and future hiring needs.

- The candidate will also be involved in a broader set of key initiatives, including managing employer branding initiatives, IJP and internal referral programs.

- The role is located in Delhi and reports to Regional HR Director IKSEAT

Roles and Responsibilities & Key Deliverables :

- Design and execute recruiting strategies to attract, evaluate and hire qualified candidates

- Proactively identify and address hiring needs. Work closely with the Leadership team to plan the hiring needs

- Evaluate and refine sourcing and selection procedures. Innovate on hiring practices by using new methods or channels.

- Promote diversity in the workplace and ensure recruiting strategies attract diverse candidates and achieve the diversity target in all the functions

- Oversee and improve overall candidate experience

- Maintain talent pipelines with potential candidates and past applicants for future staffing needs

- Organize recruitment events to establish a strong employer brand

- Manage all job descriptions ensuring they are high quality and accurate.

- Create clear policies and employee handbooks that explain company operations

- Act as an onboarding Ambassador to the McCain organization & owns the onboarding Process to ensure that welcome experience for new employees' is of great standards

- Gather and process paperwork, like contracts and non-disclosure agreements ensuring that the Employee Central HR system has all the required information for a new hire

- Address new hires' queries regarding their contracts, payroll and any other relevant question.

- Coordinate any pre-employment screenings and background checks as required

- Source candidates on social networks and niche platforms (e.g. LinkedIn Recruiter), and develop talent pipelines for ongoing business requirements through various sources. The Talent Acquisition Manager will also assist in the recruitment process by sourcing potential hires on various channels including LinkedIn and other social media platforms and other screening tasks.

- Review and screen candidate resumes and applications using our Applicant Tracking System and any other TA Systems

- Coordinate interview process, and gather and provide feedback on candidate interviews while assisting the hiring manager on making a hiring decision

- Stay abreast with DE&I trends and benchmark DE&I initiatives with other Companies. Maintain a dashboard for DEI hiring and share the same with the Function Heads on monthly basis

- Responsible for conceptualising the Employer Branding roadmap for Company and craft the strategies around it. Build employer brand via best talent acquisition strategies.

- Develop relationships with third-party recruitment agencies and staffing firms and manage the procurement and measurement process.

- Position Organisation as an employer of choice with identified campuses; ideate and innovate next level practices to distinguish the university relations program

Detailed Role Specifications

- Ensures Talent - Where and When We Need It - Designs and leverages integrated people strategies based on a holistic understanding of our diverse workforce; enabling the attraction, development and hiring of top talent.

- Enables Peak Organizational Performance - Identifies the business need and shapes organizational solutions that drive sustainable outcomes.

- Drives Operational Excellence - Reinforces global and standardized policies, processes, and system for service delivery to increase operational effectiveness and efficiency.

- Builds Sustainable Relationships - Establishes trust with stakeholders through proactive solution development, delivery against commitments, and honest, transparent communication.

- Agile and willing to learn and apply new approaches to remain competitive and to attract talent from the external market

Decision Making Accountability

Decisions Expected Recommendations Expected

- Decisions on overall Recruitment Budget

- Recommendation on preferred candidates who fit a particular business

- Decisions on participating in various Job fairs and other employer branding programmes & managing the budget associated with the same

- Recommendation to the business on modifying the hiring specs to meet the business needs

Knowledge/Experience :

To effectively perform in this job the position holder must have:

- MBA HR with 7 -10 years of TA experience and direct sourcing experience

- University Relations campus recruitment and employer branding experience desired

- Thorough understanding of recruiting methods and best practices

- Strong communication and interpersonal skills to work with employees and external contacts at all levels, demonstrating strong influencing and negotiating skills. Must be capable of working with senior managers and working constructively with diverse personalities.

- Ability to use good judgment and discretion with highly confidential and sensitive personnel information.

- Strong organization skills with the ability to prioritize workload and manage multiple tasks without close supervision.

Professional/ Technical Competencies :

1. Strong in Analytics

2. Working with Cross Functional stakeholders

3. Ability to utilize PPT, Excel, Word to report, present and articulate various Talent Acquisition metrics, ideas and strategies