AGM - Talent Acquisition

Accountabilities

Key Performance Indicators

Talent Acquisition:

• To plan, manage and oversee talent acquisition activities.
• To handle the hiring process of LE to LC positions hiring.
• To guide the team & own delivery of open positions closure within TAT.
• Develop a sustainable talent acquisition and hiring plans and strategies
• Perform analysis of hiring needs and provide employee hiring forecast
• Design, plan and execute selection processes (conduct interviews and screening calls, administer psychological tests etc.)
• Reviews employment applications and background check reports
• Find bottlenecks in the recruiting process
• Plan procedures for improving the candidate experience
• Lead, oversee and supervise members of the recruiting team
• Use sourcing methods for hard-to-fill roles/Niche requirements
• Support in campus hiring process
• Determine HR and recruiting KPIs
• Create and present KPI reports
• Implement Technology Platform – SAP Successfactors.
• Overall to ensure Quality, Cost Delivery and service in Talent Acquisition as per SLA.

• SLA
• TAT
• Quality
• Compliance

Process Improvement :

• Identify gaps in current processes and ensure implementation of robust processes for operational Excellence and 100% Audit compliance.
• Enhance SOPs/Process Maps/Process Guides for the existing activities under the purview of Talent Acquisition.

• Reduction in TAT

Team Management & Development:

• Set clear goals and expectations from the team and standardize benchmarks for performance review.
• Ensure periodic review of team members and give objective performance feedback.
• Ensure 100% training of team members on all TA process and Successfactors related matters.
• Mentor the team members to add value to their day-to-day work.
• Implement Employee Engagement Action points as planned to enhance engagement levels and reduce attrition.

• 100% Ontime Goal Setting Completion & completion of performance reviews
• Training Feedback Score
• Process Knowledge Test
• Engagement score
• Attrition Rate

Stakeholder Management:

• Engage with key stakeholders of all business to understand the TA needs and TA performance and address issues as and when required.
• Educate stakeholders in case of inaccurate/ process non-compliance.
• Engage with BHR/CHROs for hiring progress, review and have action plans for early closure

• Customer Satisfaction Survey Score
• Appreciations
• No. of escalations/ concerns raised by Stakeholders
• Review Meetings/MOMs/ATRs

Audits & Governance:

• Provide timely & accurate inputs to Auditors to facilitate TA audits and other audits as mandated by the management.
• Develop and implement processes and systems to address governance matters

• 100% adherence to SLAs and audit redressal

MIS/Dashboards & Reports:

Prepare MIS/Dashboards & reports pertaining to Recruitment Management for review meetings.

• MIS/Dashboards & Reports

Self -Development

• New skill sets added, benchmarking, Industry best practices etc.

  Accountabilities

  Key Performance Indicators

   

  Talent Acquisition:

   

  • To plan, manage and oversee talent acquisition activities.
  • To handle the hiring process of LE to LC positions hiring.
  • To guide the team & own delivery of open positions closure within TAT.
  • Develop a sustainable talent acquisition and hiring plans and strategies
  • Perform analysis of hiring needs and provide employee hiring forecast
  • Design, plan and execute selection processes (conduct interviews and screening calls, administer psychological tests etc.)
  • Reviews employment applications and background check reports
  • Find bottlenecks in the recruiting process
  • Plan procedures for improving the candidate experience
  • Lead, oversee and supervise members of the recruiting team
  • Use sourcing methods for hard-to-fill roles/Niche requirements
  • Support in campus hiring process
  • Determine HR and recruiting KPIs
  • Create and present KPI reports
  • Implement Technology Platform – SAP Successfactors.
  • Overall to ensure Quality, Cost Delivery and service in Talent Acquisition as per SLA.
  • SLA
  • TAT
  • Quality
  • Compliance

   

  Process Improvement :

   

  • Identify gaps in current processes and ensure implementation of robust processes for operational Excellence and 100% Audit compliance.
  • Enhance SOPs/Process Maps/Process Guides for the existing activities under the purview of Talent Acquisition.

   

  • Reduction in TAT

   

   

  Team Management & Development:

   

  • Set clear goals and expectations from the team and standardize benchmarks for performance review.
  • Ensure periodic review of team members and give objective performance feedback.
  • Ensure 100% training of team members on all TA process and Successfactors related matters.
  • Mentor the team members to add value to their day-to-day work.
  • Implement Employee Engagement Action points as planned to enhance engagement levels and reduce attrition.
  • 100% Ontime Goal Setting Completion & completion of performance reviews
  • Training Feedback Score
  • Process Knowledge Test
  • Engagement score
  • Attrition Rate

   

   

  Stakeholder Management:

   

  • Engage with key stakeholders of all business to understand the TA needs and TA performance and address issues as and when required.
  • Educate stakeholders in case of inaccurate/ process non-compliance.
  • Engage with BHR/CHROs for hiring progress, review and have action plans for early closure

   

  • Customer Satisfaction Survey Score
  • Appreciations
  • No. of escalations/ concerns raised by Stakeholders
  • Review Meetings/MOMs/ATRs

  Audits & Governance:

   

  • Provide timely & accurate inputs to Auditors to facilitate TA audits and other audits as mandated by the management.
  • Develop and implement processes and systems to address governance matters
  • 100% adherence to SLAs and audit redressal

  MIS/Dashboards & Reports:

   

  Prepare MIS/Dashboards & reports pertaining to Recruitment Management for review meetings.

   

  • MIS/Dashboards & Reports

  Self -Development

  • New skill sets added, benchmarking, Industry best practices etc.