Walmart - Manager - Talent Acquisition

- Responsible for all level of hiring across from Team Leader to senior level management across all entities/business/functions/verticals for the organization

- Work with HR Leaders, Business Manager to document requirements of job openings and future strategic talent needs

- Create and facilitate a robust selection process. Screen and interview candidates and recommend to hiring supervisor or manager

- Collaborate with compensation representatives to assist with the development of the salary offer; manage candidate correspondence

- Supervise direct reports by establishing clear goals and performance expectations, providing timely performance feedback, and establishing routine update opportunities.

- Manage strategic recruitment function such as Intern Programs and College Recruiting and recruitment performance against established key metrics. Ensure accurate and timely reports and communication to management, hiring managers, Human Resources partners

- Assess recruiting process, identify improvement opportunities and participate in / lead enterprise improvement initiatives

- To monitor the Lead Recruiters to deliver a resource service and solid pipeline of candidates that ensures overall targets are met or exceeded

- To Advise hiring managers on talent acquisition matters

- Work to defined processes, ensuring best practice at all times. Monitoring recruitment process identifying and recommending areas for improvement

- Execute talent acquisition strategies as per the Annual Business Plan

- Hiring Strategy / Planning / Implementation

- Vendor Development & Management; establishing extensive network, building loyalty and business

- Identifying and analyzing external trends which influence recruitment and working with the business leaders to develop comprehensive workforce plans and budget.

- Prioritizing the projects needs and planning the resource allocation and management.

- Complete Vendor Management for contractual and permanent staffing in times of critical need.

- Cost management by ensuring that cost per hire doesn- t cross the acceptable limit as per the organization's recruitment policy

- Campus recruitment to scale the workforce and develop competencies on new and emerging technologies.

- Creating status reports like (Recruitment Dashboard, Joiner's Analysis, Employee Referral Analysis, Recruitment Cycle time, Offer Analysis, SLA Analysis etc) on a monthly/Quarterly basis.