
HR Executive/ Sr. Executive
3 weeks ago
Role & responsibilities
Talent Sourcing & Strategy
- Partner with business leaders, HRBPs, and department heads (Production, Quality, Maintenance, Supply Chain, R&D, etc.) to identify manpower needs.
- Develop effective sourcing strategies through job portals, professional networks, social media, employee referrals, and campus hiring.
- Build and maintain a strong talent pipeline for technical and non-technical roles.
Recruitment & Selection
- Manage end-to-end recruitment cycle: requisition, sourcing, screening, scheduling, interviewing, offer negotiation, and onboarding.
- Conduct competency-based interviews aligned with organizational values and technical job requirements.
- Collaborate with hiring managers to create job descriptions and candidate evaluation criteria.
Employer Branding & Engagement
- Drive employer branding initiatives to position the company as an employer of choice in the manufacturing industry.
- Partner with institutes (ITI, polytechnics, engineering colleges) for apprenticeship, campus hiring, and trainee programs.
- Organize job fairs, industrial visits, and career campaigns in collaboration with HR.
Compliance & Documentation
- Ensure adherence to labor laws, company policies, and ISO/TS standards in recruitment.
- Maintain proper records of candidate data, selection assessments, and recruitment dashboards.
- Track and report recruitment KPIs (time-to-hire, cost-per-hire, quality of hire, etc.).
Stakeholder Management
- Act as a consultant to line managers on market trends, salary benchmarking, and candidate availability.
- Maintain strong coordination between corporate HR, plant HR, and functional leaders.
- Negotiate offers within approved compensation frameworks.
Continuous Improvement
- Implement recruitment technology (ATS, HRIS tools) for efficiency.
- Analyze recruitment data to identify gaps and improve processes.
- Drive diversity hiring initiatives in line with organizational goals.
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