Talent Acquisition

JOB DESCRIPTIONJob Role Team Lead - Talent AcquisitionSECTION I BASIC INFORMATION ABOUT THE JOB ROLEJob Role Variant Team Lead - Talent AcquisitionManager Job Position Job Position ID Value Stream People Culture InfrastructureJob Family Human ResourcesSub-Job Family Talent AcquisitionGrade Level Location SECTION II PURPOSE OF THE ROLEDrive talent acquisition strategies and plans so as to identify attract recruit and retain the right talent for assigned business and position RIL as Employer of choice while adhering to Reliance policies and budgetsSECTION III KEY RESPONSIBILITIES AND ACCOUNTABILITIES OF THE ROLEResponsibilitiesTalent Acquisition Strategy Planning Develop and deploy a holistic resourcing and hiring strategy in collaboration with key stakeholders incorporating insights from industry trends business forecasts and internal workforce planning implement strategy by utilizing appropriate interventions initiatives and cadence Identify areas with potential for bulk hiring needs Create and maintain talent pools of potential candidates leveraging both internal talent and external networks Forecast bulk hiring requirements enabling the team to proactively source engage and assess candidates in a timely manner Analyse the quality of hires time-to-fill cost-to-hire and other relevant metrics for both internal and external candidates Provide actionable insights to leadership aiding data-driven decisions in refining the hiring strategy Collaborate with HR and business leaders to strike the right balance between promoting internal talent and bringing in external expertise and identify growth opportunities for existing employees and ensure their career paths are aligned with organizational needs Recruitment On-Boarding Partner with hiring managers to understand talent availability requirements and trends for the assigned business and conduct initial screening of received profiles Evaluate talent availability and manpower requirements based on industry and market trends in partnership with Hiring Managers and HR Heads Create a unique and comprehensive new-hire on boarding experience and track feedback to make enhancements in the process as required Drive interventions focusing on diversity hiring based on organisation s commitment to diversity and inclusion agenda Manage end to end recruitment cycle for hiring including role definition candidate sourcing candidate assessment selection offer generation pre-on boarding and on boarding as per agreed SLAs Supervise respective teams for background verification and pre-employment medical examination of candidates Manage the internal mobility process and implement recommendations if any to increase process efficiency Provide inputs and support in creation of job descriptions at job boards HR software vendors etc and ensure accuracy of the same Manage appropriate documentation aligned with compliance requirements during the all stages of candidate assessment for future reference and audit Drive interventions for Capability Development of business leaders and HR business partners on candidate assessment Train hiring managers and HRBPs on Behavioral Event Interviewing BEI techniques to improve quality of hire across domains and levels Support initiatives for continuous improvement in real-time reporting and insight gathering of key Talent Acquisition matrices like Turn Around Time TAT Candidate Satisfaction Candidate Profiles Cost to hire etc and implement suggested actions based on the insights Track infant attrition along with relevant HRBPs Talent Management team Business Leads and take appropriate action Maintain database for the above and basis on that translate insights into actionable initiatives optimizing recruitment processes and enhancing candidate experience External Partnerships Digitization Support in managing external partnerships with job boards manpower consultants RPOs HR software vendors BGV vendors etc to enhance the overall hiring experience Coordinate with third party for background verification of candidates and keep a track of the BGC status Provide support to identify third party sourcing agencies and lead discussions negotiations with them to bring them on board as hiring partners Identify opportunities for digitization in the hiring process and recommend suggested measures to increase the efficiency of the overall process Anchor the development of digitized solutions for resourcing lead the change management exercise related to resourcing policies and practices for central and embedded teams Support in evaluating the effectiveness of digitization initiatives in alignment with latest technology and industry best practices and incorporate necessary changes to ensure competitive advantage Anchor operational reviews of resourcing systems and processes to ensure commitment to best practices and standardized approach across businesses and functions Manage talent acquisition metrics and drive regular reviews through metrics analysis and development of dashboards Take appropriate action based on gathered insights Employer Branding Support in creation of plan budget and roadmap for employer branding candidate communication and engagement in order to establish a holistic brand experience and measurable impact on RILs position as an employer of choice Drive and implement positive and engaging Candidate Experience interventions in order to help potential leaders understand the organisation while facilitating evaluation of their fit for the role Support employer branding interventions focused on diversity and inclusion in hiring in order to reflect organisation s commitment to diversity and inclusion Manage the Career Page and Talent Solutions of LinkedIn other similar sites to create a strong employer brand to enhance RIL s reach in talent market in order to attract top leadership talents Provide support in assessing effectiveness of employer branding initiatives and incorporate necessary changes to ensure competitive advantage Policies Processes and Procedures Assist in formulation of PC I Talent Acquisition s plan and ensure day-to-day execution in line with function standards regulations Implement new initiatives projects as per established policies to meet future requirements of Talent Acquisition Participate in PC I Talent Acquisition s budgeting cycle process and provide inputs on budget allocation Ensure adherence to established SLAs and process for the PC I Talent Acquisition function Implement policies and support in creation of detailed policy document for driving the Talent Acquisition function which is in line with market best practices covering detailed process flows SOPs and governance framework People Management Participate in recruitment activities ensure retention engagement of own team Set performance objectives of own team evaluate appraise team members and provide regular feedback guidance Guide mentor and develop own team to take larger and complex responsibilities Evaluate training and development requirements for own team and make recommendations for learning interventions SECTION V SUCCESS METRICS Time to fill Time to hire Time to offer Infant attrition rate Quality of hire Cost per hire Hiring diversity Build vs Buy balance Offer acceptance rate Recruiter productivity SECTION VI OPERATING NETWORKInternal Business Leaders Hiring Managers HR Business partners Extended Hiring and On boarding team All internal HR teams performance and rewards HR Operations Talent Management etc External Consultants Vendors BGV agencies etc SECTION VII KNOWLEDGE AND COMPETENCIESEducation Qualifications Masters degree in Human Resource ManagementExperience 6-10 years of overall HR experience in Talent AcquisitionFunctional Behavioral competencies required to execute the roleFUNCTIONAL COMPETENCIESSECTION VIII CAREER MOVEMENTSFeeder Roles Team Member - Talent AcquisitionPossible Next Role Movement Leader - Talent Acquisition Team Lead Talent Acquisition for any other Business