Manager - Talent Acquisition & HR Business Partner - FMCG/Retail

Talent acquisition

1.Lead and manage talent acquisition across locations and levels

2.Design, develop and implement the recruitment policy & process

3.Identifying workforce requirements to achieve organization's short and long-term goals and objectives (i.e. cross functional ability, workforce expansion, rightsizing)

4.Building employer brand in market and focused diversity hiring

5.Custodian of Organization structure and JD creation across levels and organization

6.Short listing campus locations, scheduling & arranging campus interviews, handling the HR interview process, completing joining formalities of shortlisted trainees, monitoring performance & final deployment of trainees

7.Vendor management - performance reviews, searching & selecting new vendors, vendor empanelment, invoice & payments

8.Process owner of Internal Job posting policy and implementation. Process owner for transfers

9.Responsible for MIS and automation

HRBP

Lead and manage HR business partnering role across organization. Develop and nurture partnerships through human resources to bridge the divide between management and employees.

Working closely with stakeholders (management and employees) to improve work relationships, build morale and increase productivity and retention.

Resolving complex employee grievances and coaching employees. Mediate and resolve employee relation issues; conduct thorough and objective investigations when necessary.

Find ways to build morale, improve workplace relationships, and boost productivity and retention. Creating positive culture and growth oriented culture across the organisation.

MIS and Management Reporting on key and significant aspects - Attrition and Retention.

Regular interaction with employees at sites for motivational fitment and awareness on work at ground

Readiness of department organization structure with existing roles and anticipated needs. Responsible for ensuring smooth transitions during change management.

Provide input on workforce and succession planning as well as plan business unit restructuring where ever applicable .

Discerning ability to assess performance and potential of respective teams of the business providing inputs to HODs on performance and non- performance enhancing business capability.

Collaborate with CoE for follow up on Recruitment, L&D, Employee Engagement and Operations.