Sr. Manager

Job Description

Job Profile:

- Responsible for Junior & Senior level recruitment, primarily for manufacturing companies.
- Conduct sourcing to identify the right candidates and talent pools.
- Experienced in strategic to operational recruitment at plant and corporate levels, covering talent acquisition, development, engagement, and compliance in leading Indian companies.
- Developed Diversity & Inclusion initiatives.
- Handled leadership hiring, campus hiring, talent audit, and designing international HR policies and systems.
- Managed international (expat) compensation, global mobility, HR analytics (HR MIS, Cost MIS), and HR annual reporting.
- Involved in manpower planning, talent acquisition, onboarding, succession planning, campus hiring, and attrition analysis.
- Specialized in sourcing candidates for the manufacturing sector.
- Ensure availability of candidates meeting specific job criteria and cultural fit as per client specifications.
- Conduct salary negotiation and follow-ups.
- Mentor, coach, and motivate team members towards consistent target achievement.
- Prepare individual and team status reports, and weekly recruitment progress reports.
- Manage internal hiring processes.
- Conduct orientation, counseling, and training for existing and new employees.
- Source potential candidates through various job portals.
- Head hunt for senior-level assignments.
- Build and maintain networking and reference chains.
- Handle mass mailing, job posting, CV screening, and shortlisting.
- Coordinate senior-level interviews and conduct preliminary interviews for mid-level positions.
- Format and submit CVs, schedule interviews, and prepare trackers and booklets.
- Prepare MIS reports regularly.
- Use job portals like Naukri, Naukri Gulf, Bayt, Monster, Times Job effectively.
- Provide high-quality recruitment services to clients and candidates, ensuring thorough candidate profiling.
- Achieve individual revenue targets agreed with management.
- Source profiles via LinkedIn and internal databases.
- Screen, filter, and audit candidate CVs.
- Organize interviews and provide candidate counseling and coaching.
- Follow up with candidates post-interview.
- Negotiate pay and salary terms and finalize candidate placements.
- Maintain active communication with candidates to build relationships.
- Draft job requirement forms as per in-house needs.
- Conduct mega recruitment campaigns across companies.
- Arrange interview venues and candidate interactions.
- Conduct telephonic first-round interviews.
- Maintain weekly recruitment reports covering pre- and post-recruitment processes.
- Monitor lead recruiters to ensure delivery of quality candidate pipelines.
- Advise hiring managers on talent acquisition matters.
- Develop and maintain new and existing client accounts.
- Work according to defined processes, ensuring best practices.
- Identify and recommend improvements in the recruitment process.
- Develop in-depth knowledge of business areas, deliverables, and needs.
- Manage candidate pipelines through referrals, databases, networking, and advertising.
- Oversee full recruitment lifecycle logistics: pre-screening, interview preparation, offer management, contracting.
- Interview candidates for job suitability, with expertise in technical hiring.
- Continuously explore and implement sourcing methodologies.
- Provide market condition advice to clients.
- Support team members in daily recruitment activities.
- Aim to exceed personal and team targets and objectives.
- Travel as required for recruitment activities.
- Maintain and monitor databases, management reports, and documentation.
- Stay updated on client and candidate market trends.
- Develop knowledge of recruitment best practices and account management.
- Involved in manpower planning and HR budgeting.
- Engage with leadership program delivery on key talent acquisition and recruitment programs.
- Maintain complete candidate data in Excel sheets.

Recruitment / Compensation:

- Developed and implemented new recruitment and selection policies based on manpower requirements.
- Modified and implemented compensation plans, reward and recognition schemes, and HR policies.

Computer Skills:

- Proficient in computer usage for performance monitoring.
- Developed periodical performance monitoring systems using SAP-HR.
- Extensive use of computers across all levels.

---