Required Qualifications & Skills:

- MBA/Bachelor's Degree in Human Resources or related field.

- Minimum 6 years of experience in Talent Acquisition with significant exposure to glass manufacturing and technical hiring.

- Strong understanding of recruitment channels and sourcing strategies.

- Excellent communication, stakeholder management, and negotiation skills.

- Proficiency in MS Excel, recruitment MIS, and applicant tracking systems (ATS).

Key Responsibilities:

Talent Acquisition (70%):

- Handle end-to-end recruitment lifecycle from sourcing to candidate joining.

- Recruit for manufacturing, engineering, production, quality, maintenance, supply chain, and other technical roles.

- Understand manpower requirements and prepare recruitment plans in coordination with hiring managers.

- Source candidates through job portals, LinkedIn, social media, employee referrals, consultants, and networking.

- Screen and assess candidates based on technical and behavioral competencies.

- Coordinate interviews, assessments, and feedback with hiring managers.

- Negotiate salary, prepare offer proposals, and manage candidate engagement until joining.

- Maintain recruitment trackers, MIS reports, and hiring dashboards.

- Build and maintain a strong talent pipeline for critical manufacturing positions.

- Ensure adherence to recruitment KPIs such as TAT, quality of hire, and offer-to-joining ratio.

- Support employer branding and recruitment initiatives.

- Stay updated with market trends, salary benchmarks, and talent availability within the manufacturing sector.

HRBP (30%):

- Partner with business leaders and managers on workforce and people-related requirements.

- Handle employee lifecycle activities including onboarding, confirmation, transfers, promotions, and exits.

- Support employee engagement, retention, and employee experience initiatives.

- Assist in performance management, goal setting, and employee development.

- Address employee concerns and support resolution of employee relations matters.

- Monitor attrition and identify key trends and retention areas.

- Support manpower planning and HR initiatives in coordination with business teams.

- Prepare and maintain HR MIS related to headcount, attrition, and employee movements.

- Ensure effective implementation of HR policies and processes.