Team member – Talent Acquisition

Division
Department
Sub Department 1
Job Purpose
Part of the TA COE responsible to manage and support global leadership hiring through extensive market research, candidate sourcing, preliminary screening and support the end-to-end recruitment process, ensuring a seamless experience for both candidates and internal stakeholders. Also support enablers in global leadership hiring like compliance & governance, liaisoning with cross functional teams and other operational requisites of the role

Key Accountabilities (1/6)
Market Research/Mapping for key leadership roles including global talent trends

• Independently c onduct deep-dive research on global leadership talent landscape including proactive mapping.
• Analyze talent data to generate insightful heatmaps to recommend potential talent for senior management.
• Regular upkeep of the market/talent mapping data
• Identify and evaluate new global search partners for niche and hard-to-fill roles

Key Accountabilities (2/6)
External vendor Management

• Track performance metrics of global search partners working with Cipla to enable future engagements.
• Collaborate with legal, tax, and finance to ensure contractual and regulatory payment alignment.
• Track and manage vendor budgets and SLAs across regions.
• Manage contracts for retained search partners globally
• Manage service agreements and SLAs with external vendor partners
• Multicurrency invoice process management

Key Accountabilities (3/6)
Pre & Post selection Process Management – Till Onboarding

• Independently onboard senior leaders joining the organization with exceptional candidate experience and closing monitoring induction programs.
• Drive the candidate recruitment lifecycle on available digital platforms, ensuring 100% adherence to system compliances.
• Provide white glove pre and post onboarding support to senior hires, including relocation and integration.
• Ensure system compliance on digital hiring platforms.

Key Accountabilities (4/6)
Recruitment Data, Hiring Report

• Accuracy & hygiene of data related to global leadership hiring
• Generate reports on recruitment metrics and candidate progress with insights and making it available to relevant stakeholders on timely basis
• Preparing executive hiring decks for senior management.
• Track and report TA budget utilization and ROI on leadership hiring.
• Ensure data hygiene and audit readiness for all global leadership hiring records.

Key Accountabilities (5/6)
Recruitment Administration & Governance

• Travel & accommodation for domestic & international candidates during the hiring process.
• Planning and coordinating internal connects of senior leaders hired
• Liaisoning with Admin and Travel team
• Ensure governance in recruitment process (reference checks, pre-employment medicals etc)

Special Projects & Initiatives

• Support talent acquisition/ external partner events
• Collaborate with cross-functional teams on strategic hiring initiatives.
• Drive continuous improvement initiatives in leadership hiring processes.

Key Accountabilities (6/6)
Candidate sourcing, pipeline management, screening & interviews

• Hiring for Global Leadership roles across functions
• Source and engage passive leadership talent through strategic channels (e.g., LinkedIn, alumni networks, referrals). with focus on diversity & inclusion.
• Recruitment through cost effective sources with reduce time to hire .
• Independent management of few positions with minimal supervision.
• Build and maintain relationships with potential candidates
• Conduct initial candidate screenings to ensure quality resumes are recommended for further process
• Drive candidate experience excellence across all touchpoints including end to end interviews .

Major Challenges

• High quality talent requirement in cost effective manner
• Maintaining active talent pipeline for prospects
• Handling multicultural external & internal stakeholders

Key Interactions (1/2)

• HRBP
• Department & Functional SPOCS
• Policy & Rewards Team
• Finance & Travel Team
• Legal & Admin Team

Key Interactions (2/2)

• Potential Candidate Pool
• Search Partners Global
• Background verification Agencies
• Other vendor Partners (Enablers)

Dimensions (1/2)

• ~30 leadership positions globally
• Market mapping for 20+ roles (Inclusive of desk searches)
• Cost Effective hiring & mapping globally to the tune of INR 5 Cr (gross)
• TAT Target – 80% of the positions to be closed within agreed SLA

Dimensions (2/2)
Key Decisions (1/2)
Sourcing Channel

Market research depth and candidate recommendation

Key Decisions (2/2)
Use of available source channels and or innovate unique ones

As per role requirement and hiring brief

Education Qualification
Graduate with Master's degree in Business Administration or equivalent

Relevant Work Experience
5-6 years of experience with flair for Talent Acquisition