Talent Acquistion Partner

**Career Area**:
Human Resources

**Your Work Shapes the World at Caterpillar Inc.**

When you join Caterpillar, you're joining a global team who cares not just about the work we do - but also about each other. We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here - we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it.

Role Definition

Provides expertise and manages the entire lifecycle management of Production workforce - for on roll and off roll including Strategic workforce planning, recruitment and selection, Compensation and benefits benchmarking, welfare, time and payroll administration, Performance management, grievances handling, statutory compliances, employee engagement etc.

**Responsibilities**:

- Coordination of Recruiting needs/ strategic workforce planning for production workforce.
- Recruiting, interviewing, checking references, making offers, and communicating orientation and start date plans for Production workforce.
- Conduct periodic industry benchmark and advice on Salary, perks and benefits
- Handle payroll, time and attendance processes.
- Manage onboarding and offboarding processes.
- Work with managers to provide support on Performance Management Process.
- Manage statutory compliances.
- Drafts and governs worker-related policies, practices and procedures.
- Maintains Workforce analytics and provides insights.

**Skill Descriptors**

**Staffing and Recruiting**: Knowledge of standards, processes, techniques and methods used in staffing and recruiting; ability to identify, select, retain and relocate qualified personnel, both internally and externally, for a wide range of positions.

Level Working Knowledge:

- Prepares tools, record-keeping, and reports for applicant tracking.
- Provides staffing services for routine positions of major functions or departments in an organization.
- Assists in the implementation of current staffing goals, strategies and progress reports.

**Recruitment Channel Management**: Knowledge of the benefit, selection, implementation, and operation of various recruitment channels (e.g., computer databases, Internet recruiting resources, cold calls, media, recruiting firms and employee referrals); ability to use appropriate channels to achieve objectives of organizational talent strategy.

Level Working Knowledge:

- Selects cost-effective suppliers or service providers (e.g. recruiting firms) for recruitment.
- Follows guidelines and standards in the process of recruitment channel selection.
- Analyzes the effectiveness of different recruitment channels (e.g. corporate websites, recruiting firms, Internet job sites) in job vacancy recruiting.
- Participates in the process of recruitment channel optimization within the organization.

**Relationship Management**: Knowledge of relationship management techniques; ability to establish and maintain healthy working relationships with vendors and employees.

Level Working Knowledge:

- Provides prompt and effective responses to client requests and interactions.
- Monitors client satisfaction levels on a regular basis.
- Alerts own team to problems in client satisfaction.
- Differentiates the roles and responsibilities in a business relationship.
- Works with clients to address critical issues and resolve major problems.

**Level Basic Understanding**:

- Describes non-verbal behaviors that influence the interpretation of the message.
- Cites examples of effective and ineffective communications.
- Explains the importance of effective business communication.
- Speaks/writes using correct language, mechanics, and gestures. Interpersonal Relationships: Knowledge of the techniques and the ability to work with a variety of individuals and groups in a constructive and collaborative manner. Level Working Knowledge:

- Explains impact of interactions with individuals and groups.
- Identifies roles and responsibilities for self and others.
- Demonstrates an understanding of alternative points of view.
- Collaborates with departmental associates and management

Level Basic Understanding:

- Explains the organizational benefits of workforce analysis.
- Identifies basic methodologies and approaches in analyzing the workforce.
- Describes the basic concepts and features of workforce analysis.
- Discusses workforce analysis procedures and principles.

**HR: Policies, Standards and Procedures**: Knowledge of human resource function; ability to uphold the organization's and industry's standards, procedures and policies regarding human resources management.

Level Working Knowledge:

- Analyzes policy and standards documentation and ensures organizational compliance.
- Maintains a specific set of standards and associated HR procedures.
- Communicates and refers potential exceptions upward for review and approval.
- Assists in the d