Senior Manager - Talent Acquisition - IT

Senior Manager - Talent Acquisition and Management

Responsibilities:

This role encompasses 6 essential aspects of Talent Acquisition and Management :

- Talent Delivery

- Stakeholder Management

- Process Definition and Improvement

- Branding and Marketing

- Management through numbers

- Team Management

- Talent Delivery

- Should be able to manage and perform hands-on end-to-end Recruitment for all job levels and hence lead by example

- Especially, be able to handle high volume ramp-ups and complex / Niche Skills projects

- Build and develop sourcing capability for hiring targeted populations

- Identify and utilize new recruitment channels (e.g., social media sites like LinkedIn, Twitter, Facebook Recruitment Apps, etc.)

- Translate sales pipeline to a resource plan and action it by deploying sourcing and attraction strategies for key talent populations

- Interpret Pipeline to Forecasts and Forecasts to Open Positions; Convert Open Positions to Offers and Joinings

- Work with Delivery to determine the needs that are filled with resourcing and external hiring

- Ensure both internal bench and external candidate pipelines are built to meet current and future needs

- Manage bench/pool within specified thresholds

Stakeholder Management :

- This role requires a high degree of interaction with senior leaders including Executive Leadership Team members on recruitment efforts and results

- Manage vendor partnerships to engage with external vendors to scale or cater to the spikes in demand

- External Partner Management / Vendor Management not just for hiring and sourcing, but also for Background checks, candidate assessment tools, and other systems.

- Manage relationships with Clients, Delivery, support functions and other internal stakeholders that participate in the hiring and onboarding process

Process definition and Improvement :

- Driving compliance with the implemented Recruitment Process is a must for the role. This process needs to go through continuous improvement to bring about efficiencies

Branding and Marketing :

- Should have a very good understanding of market trends and competitive landscape

- Provide direction to Talent Acquisition efforts to enhance the attraction of talent

- Drive clear positioning of the Brand through an impressive pitch by the recruitment team, social channels, and Industry network (forums, conferences, seminars etc)

- Be active in the Recruitment community by participation and idea exchanges through physical and virtual channels

Management through numbers (by Objectives and by Facts) :

- Manage by numbers - drive performance and results by feeding the numbers back into the system

- Monitor and track SLAs, TATs, Time to Fill, Cost per hire, Recruiter productivity, Internal vs External closures, maintain Skill map, Closures in target comp percentiles, Source / Channel Mix.

- Should be responsible for Talent Acquisition MIS & Reporting, budgeting, tracking budget vs actuals and KPIs & Dashboards for periodic reporting

 Team Management :

- Build and develop a high-performing team that is positioned to meet the changing and dynamic nature of recruiting needs

- Anticipate team loading and scale up the throughput of the function through efficient utilization of external partners

- Ensure strong development and a healthy working culture in the team