Talent Acquisition Role - Conglomerate Group

A) Managing end-to-end Talent Acquisition Process for one of the Group companies

- Understands key talent needs for the business & drives job alignment meetings with

- Relevant stakeholders to ensure alignment on key hiring requirements

- Strengthens screening of internal applications through structured talent review process

Plays a key role in managerial talent selection: -

1. Leads assessment (initial interviews) & partners with hiring managers to anchor comprehensive interviews to ensure selection of right talent

2. Continuously improves selection capabilities for the BU through structured interviews and interview feedback alignment dialogues with line managers

3. Ensures adherence of reference checks process to aid decision making and raise red flags if required

4. Leads a team of executives (4-5) and ensures governance of GILAC managerial selection within stated SLAs & delivery of the process metrics (Quality of hire, Cost of Hire)

B) Partnering with Business Units as a Talent Advisor

- Proactively builds market mapping of external talent for critical roles and enable dialogues with passive candidates to build steady candidate pipeline

- Works towards developing innovative sourcing strategies to attract from non-traditional talent pools

- Reviews all metrics on Talent Acquisition and shares insights and opportunities to improve quality of hire.

- Enabling adoption of structured interviewing techniques with line managers and expertise in usage of these tools.

C) Driving implementation and adoption of Recruitment & Selection technology

- Drives adoption of technology in recruitment process including managing requisitions, interview process compliance and feedback from key stakeholders.

- Partners line managers to help adapt to the new ways of working and system changes

D) Custodian of superlative candidate experience

- Governance of the candidate engagement process through the selection & on-boarding cycle

- Continuously derive insights from candidate feedback to design improvement/ process as relevant, with the sponsorship of line & HR leaders.

QUALIFICATION - Full time MBA in Human Resources

SKILLS AND EXPERIENCE:

- 8+ years of overall experience, with proven expertise in TA domain (front facing BU role) especially from

- Experience of influencing senior stakeholders (within HR function and business)

- decision making, change management and process governance

- Strong learning agility to build business understanding (for BU/ industry as relevant)

- superior stakeholder management skills

- Knowledge / Appreciation of talent acquisition technology tools will be desirable

- Appreciation of sourcing across platforms (digital and offline) and candidate and for right talent fitment will be required

- Demonstrated proficiency in structured interview techniques & sound understanding psychometric offerings

- Ability to lead and guide teams