Job Description

To lead TA vertical at SSC and ensure end-to-end recruitment process is supported as per the SLA s. Ensure SAP Success factor platforms is fully adopted and utilized for end to end hiring process. Collaborate with TA-COE in developing & enhancing TA systems and processes on an ongoing basis, operations management, SLA adherence & governance in order to achieve HR operational excellence. 2. ORGANISATIONAL CHART Comments: The position will supervise & manage a team of 18 to 24 members who are recruiters and Subject Matter expertise (Sector SPOCs) for specific sectors and entities of GMR Group for smooth completion of hiring process. 3. KEY ACCOUNTABILITIES Accountabilities Key Performance Indicators Talent Acquisition: To plan, manage and oversee talent acquisition activities. To handle the hiring process of LE to LC positions hiring. To guide the team & own delivery of open positions closure within TAT. Develop a sustainable talent acquisition and hiring plans and strategies Perform analysis of hiring needs and provide employee hiring forecast Design, plan and execute selection processes (conduct interviews and screening calls, administer psychological tests etc.) Reviews employment applications and background check reports Find bottlenecks in the recruiting process Plan procedures for improving the candidate experience Lead, oversee and supervise members of the recruiting team Use sourcing methods for hard-to-fill roles/Niche requirements Support in campus hiring process Determine HR and recruiting KPIs Create and present KPI reports Implement Technology Platform - SAP Successfactors. Overall to ensure Quality, Cost Delivery and service in Talent Acquisition as per SLA. SLA TAT Quality Compliance Process Improvement: Identify gaps in current processes and ensure implementation of robust processes for operational Excellence and 100% Audit compliance. Enhance SOPs/Process Maps/Process Guides for the existing activities under the purview of Talent Acquisition. Reduction in TAT Team Management & Development: Set clear goals and expectations from the team and standardize benchmarks for performance review. Ensure periodic review of team members and give objective performance feedback. Ensure 100% training of team members on all TA process and Successfactors related matters. Mentor the team members to add value to their day-to-day work. Implement Employee Engagement Action points as planned to enhance engagement levels and reduce attrition. 100% Ontime Goal Setting Completion & completion of performance reviews Training Feedback Score Process Knowledge Test Engagement score Attrition Rate Stakeholder Management: Engage with key stakeholders of all business to understand the TA needs and TA performance and address issues as and when required. Educate stakeholders in case of inaccurate/ process non-compliance. Engage with BHR/CHROs for hiring progress, review and have action plans for early closure Customer Satisfaction Survey Score Appreciations No. of escalations/ concerns raised by Stakeholders Review Meetings/MOMs/ATRs Audits & Governance: Provide timely & accurate inputs to Auditors to facilitate TA audits and other audits as mandated by the management. Develop and implement processes and systems to address governance matters 100% adherence to SLAs and audit redressal MIS/Dashboards & Reports: Prepare MIS/Dashboards & reports pertaining to Recruitment Management for review meetings. MIS/Dashboards & Reports Self -Development New skill sets added, benchmarking, Industry best practices etc. 4. INTERACTIONS External - Roles you need to interact with outside the organization to enable success in your day to day work Internal - Roles you need to interact with inside the organization to enable success in your day to day work Recruitment Consultants SSC Internal Team Wipro (Success Factors) Hiring Manager BGV Service Provider Business HR/CHROs Health Check service provider IT -SAP Team Sourcing Sites - Naukri, LinkedIn, IIMJobs etc. Internal Audit/MAG External Audit team E&I Team. 5. DIMENSIONS Financial Dimensions Recruitment Cost Other Dimensions Team Size -18-24 Members Handle approximately 1500 FTE hiring ( Upto LC-LJ level) per annum for both replacement and new business growth positions 6. SKILLS AND KNOWLEDGE (State the minimum acceptable proficiency for this job which best indicates the education and/or experience requirements of this job and not the incumbent). Educational Qualifications Graduate (B com)/Post-Graduation (M Com) with 20 years Plus MBA - HR with 18 Years Full time Qualification is a must. Relevant and total years of Experience 15 to 20 Years experience in handling end to end recruitment process. Good knowledge in MS-Office tools like, Excel, PPT, Word Good oral, written communication skill ERP knowledge/Know-how will be preferred.