Talent Acquisition Manager

Role & responsibilities

A big part of the job responsibility will be in implementing the Talent Acquisition strategy, not just from identifying, assessing and hiring candidates, but also from a future resource planning and joining pipeline, employer branding and data-driven manpower planning perspective.

The role of this position does not end with hiring, but also involves effective implementation of few other employee life cycle processes.

Talent Acquisition - Supporting talent acquisition process in line with manpower requirement and allocated budget Recruitment Strategy: Collaborate with hiring managers to develop effective recruitment strategies. Understand the talent requirements and objectives of each hiring manager to align recruitment efforts accordingly. o Analyze market trends and utilize industry best practices to attract top talent. Sourcing and Talent Acquisition: o Utilize various sourcing channels, including recruitment consultants, social media, professional networks, and employee referrals, to identify potential candidates. o Conduct thorough candidate screenings, including resume reviews, virtual interviews, and assessments, to assess qualifications and suitability for positions. o Build a strong talent pipeline by proactively sourcing and engaging with passive candidates. Interviewing and Selection: o Coordinate and schedule interviews between candidates and hiring managers. o Conduct in-depth interviews, both in-person and via MS Teams, to evaluate candidates' skills, experience, and cultural fit. o Provide timely feedback to candidates and hiring managers throughout the selection process. Offer Management: o Collaborate with hiring managers and Corporate HR to develop competitive and compelling job offers. o Extend offer to shortlist candidates and negotiate terms and conditions. Candidate Experience and Employer Branding: o Ensure a positive candidate experience by providing regular updates, feedback, and maintaining open lines of communication. o Continuously enhance the employer brand through effective storytelling and highlighting the organization's values and culture. Recruitment Metrics and Reporting: o Track and analyze recruitment metrics, such as TAT, cost-per-hire, and source of hire, to assess the effectiveness of recruitment strategies. o Generate regular reports on recruitment activities, including progress, challenges, and recommendations for improvement. E.g. Technical Hiring Dashboard.

Employee Life Cycle - Manage end to end separation administration, full and final process, relieving documents, ensuring exiting employee is aware of the formalities and required information is appropriately shared. Bonus, Gratuity, recoveries, and other payable variables are calculated and completed on the portal as well as submitted over email. Ensuring the exit interviews are completed and reports are shared with the seniors. Ensure redesignations, promotions, transfers are done appropriately and reflecting with various actions passed in HRMS. Handle job rotations / transfers of employees to ensure that all formalities are completed. Leave administration & Payroll administration

HR MIS & Analytics - Maintain repository of all documents in respect of all employees; Provide monthly MIS updates on the same Monthly MIS - Qualitative Inputs, R&R, Compliance Tracker,

Preferred candidate profile

Good communication skills, comfortable working with high hiring numbers, good at excel and hiring analytics, can strategically decide how to close numbers by data-backed decisions and is comfortable speaking to seniors about hiring decisions.