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As the Sr Manager Tower Lead of Talent Acquisition in India for the F&A domain, you are required to have a minimum of 14 years of experience in Staffing, Recruiting, or Account Management within a corporate or professional services environment. Your expertise must include prior experience in ITES hiring and a deep understanding of full-cycle recruiting and employer branding techniques. It is essential for you to possess the ability to identify risk accounts in a timely manner, supported by relevant data points. Your proficiency in sourcing strategies, market analysis, and competition evaluation is crucial. You should be adept at leveraging low-cost channels such as referrals and direct talent acquisition to fulfill requirements efficiently. Demonstrating a strong sense of ownership, exceptional execution skills, and a drive for achieving desired results are key attributes for success in this role. Additionally, familiarity with the benefits of HRO hiring in India would be advantageous. With a minimum experience of 14-16 years, your primary responsibilities will revolve around executing the talent acquisition strategy, focusing on managing the full life cycle of recruiting for professional-level positions. You will be tasked with developing and implementing talent acquisition strategies across multiple business groups, aligning them with business priorities to create comprehensive solutions. Collaborating closely with stakeholders, you will devise hiring strategies, particularly for lateral hiring, and implement proactive talent attraction programs to build a robust talent pool ahead of the competitive landscape and talent shortages. Your role will involve partnering with sourcing processes for both volume and niche hiring through various recruitment channels such as internal referrals, job sites, social media, and vendors. You will work with stakeholders to understand diversity and inclusion goals, developing a roadmap to meet these objectives. Building strong relationships with external and internal stakeholders, maintaining effective communication, fostering partnerships, and staying updated with market insights are critical aspects of your responsibilities. You will be responsible for managing the candidate assessment framework, implementing best practices to ensure high-quality hires, and monitoring key hiring metrics regularly to measure efficiency. Furthermore, you will play a pivotal role in enhancing the employer brand by recommending improvements and maintaining a network of potential candidates through proactive market research. Lastly, you are expected to stay informed about the company's policies concerning Information Security Management System to fulfill security roles and responsibilities effectively.,

*Needs to Have Excellent Communication Skills *Recruiters are responsible for attracting, sourcing, screening & hiring *Understanding job requirements *Conducting candidate screenings, interviews & assessments if interested call 7307130475 Shivani

Skills ( Must Have) Minimum 14-16 years experience in Staffing, Recruiting, or Account Management in a corporate or professional services environment. Must have prior experience into ITES hiring. In-depth knowledge of full-cycle recruiting and employer branding techniques Ability to highlight risk accounts on time with appropriate data points. Strong understanding on sourcing & market / competition Ability to promote low cost channels to deliver maximum requirement like referrals and direct to talent. A sense of ownership with strong execution skills and drive for results. Skills( Good to have) : Knowledge Benefits of HRO hiring in India Experience ( Minimum) 14-16 Years Job Responsibilities: In this role, Talent Acquisition Manager (TAM) is responsible for executing against the talent acquisition strategy with core focus on the management of full life cycle recruiting for professional-level openings. Developing, designing, planning and implementing talent acquisition strategies multiple business groups and work on understanding business priorities and developing holistic solutions Work closely with stakeholders and define a strategy for the hiring process. Will be aligned for lateral hiring. Accountable to implement proactive talent attraction programs to increase the talent pool and be ahead of the curve given the competitive landscape and talent shortages. Provide partnership to the sourcing process across volume, and niche hiring through all related channels of recruitment like an internal referral, job sites, social media and vendors. Partner closely with the stakeholders to understand the diversity and inclusion goals of the organization and develop a talent acquisition road map to meet those goals. Building strong relationships with external and internal stakeholders while staying connected to the business through strong communication, partnerships and market insight. Managing the candidate assessment framework and identifying and adopting best practices that ensure high-quality hires. Maintaining key hiring metrics for measuring efficiency of hiring at regular time intervals. Ensuring key targets are met like on time delivery, Cost per Hire, Replacement cost etc. Promoting low cost channels to deliver maximum requirement. Build and maintain network of potential candidates through pro-active market research. Recommend ways to improve our employer brand. Role Purpose The purpose of the role is to lead and manage the fulfilment of lateral open positions, by hiring of quality talent as per defined process, budget, location and timelines, across BUs/ DUs in Wipro India and managing the global contract staffing. Do Develop and implement Talent Acquisition strategy framework for BUs/DUs across India Provide strategic inputs to the Global Talent Acquisition leadership on developing, finalizing and implementing the strategy and framework for the function Develop, monitor and refine the Global Talent Acquisition (TA) policy and framework for hiring of laterals upto D1 level across BUs/ DUs in India and contract hiring across the globe Identify, lead and manage key initiatives to improve talent acquisition efficiencies and outcomes for the BUs/ DUs in India such as Recruitment Process Outsourcing (RPO) Interact with key stakeholders to align the TA strategy of BUs/ DUs in India with the organization strategy Develop and implement systems and processes to obtain relevant and credible market intelligence as input to TA strategy Create and update MIS/ dashboards and other policies (eg. referral) and norms (eg. Rehiring) as relevant to BUs/ DUs in India Gather and share intelligence on costs of skill and talent availability with HR and C&B teams Lead, manage and oversee the TA operations for all BUs & DUs across India Review and finalize the annual TA plan for all BUs/ DUs across India by reviewing the numbers, allocations to recruiters, channels, timelines etc. Interact with WMG leadership and SDH of the various BUs/ DUs in India every quarter to review and update recruitment numbers for the next quarter, share market intelligence, open positions, talent availability, locational inputs etc. Allocate and monitor recruitment targets to the recruiters across the various teams Discuss and set direction for the leads and recruiters by defining priorities, reviewing channel mix (basis niche/ volume skill) or any other strategic initiatives required to meet the targets Regularly review dashboards and MIS for TA operations in own area to monitor efficiency, target achievement and identify potential red flags. Ensure sharing of MIS with accurate and updated with key stakeholders every week Conduct regular reviews to ensure 100% compliance to established processes (including BGV for laterals) and achievement of defined recruitment targets for BUs/ DUs in India Drive corporate level initiatives aligned with organizational objectives such as diversity on gender, localization etc. Review and monitor pre-hiring candidate engagement activities to ensure healthy joining ratio Manage escalations and develop alternate plans to drive closure of open positions Develop and maintain external linkages within industry, industry forums, partners to obtain market intelligence and best practices Support business in providing talent/ skill costs for RFP and meeting with the client to provide inputs on talent availability, costs etc., if required Manage Recruitment Process Outsourcing (RPO) Lead negotiations and contract closure with the RPO partners to manage costs, build efficiencies in the process Define SLAs and KRAs with the RPO partners in terms of time to hire, Bin%, on time hiring, cost per hire, Per Person Cost (PPC) etc. Review performance of RPO partners across the established parameters and suggest ways to improve efficiencies Setting up and managing RPO solution for sourcing needs of clients (eg. HSBC) Global contract staffing Set up policy framework, processes and systems (MIS/ dashboards) for Global Contract Staffing in Wipro Define strategy and set direction for the team in alignment with the organizations strategy regarding contracting Monitor and update processes and systems to ensure 100% compliance to the local norms and legal requirements related to contract staffing across the various Wipro geographies Allocate targets and monitor achievement and manage course corrections, as required Lead and track organizational initiatives in the contract staffing (localization, gender diversity etc.) as applicable Review MIS/ dashboards and ensure accurate and timely sharing of data with the key stakeholders Manage escalations and resolve issues to ensure proper and adequate fulfilment of contract staffing Lead and manage TA initiatives/ activities to enhance Wipros Employer branding Conduct job fairs Lead and oversee planning for job fairs conducted Participate in job fairs to build candidate Candidate Management Monitor policies, processes and trainings for superior candidate experience throughout the recruitment process to strive for top mindshare as an employer Manage and review the Social Media platforms to enhance Wipros branding and reach to potential hires Conduct social media campaigns on sites like LinkedIn etc. Monitor and manage Wipro content on Glassdoor and other blog sites Team Management Resourcing Forecast talent requirements as per the current and future business needs Hire adequate and right resources for the team Talent Management Ensure adequate onboarding and training for the team members to enhance capability & effectiveness Build an internal talent pool and ensure their career progression within the organization Manage team attrition Drive diversity in leadership positions Performance Management Set goals for the team, conduct timely performance reviews and provide constructive feedback to own direct reports Ensure that the Performance Nxt is followed for the entire team Employee Satisfaction and Engagement Lead and drive engagement initiatives for the team Track team satisfaction scores and identify initiatives to build engagement within the team Deliver No.Performance Parameter Measure 1.Recruitment for BUs/ DUs In India BUNumbers per quarter as per plan (Fulfilment ratio, net add) Recruitment cycle time as per defined SLAs (Offer Cycle time, Lead time to recruit, aging to offer) Talent Pipeline strength Hire to Join ratio as defined As per plan (new hire attrition%) 2.Global Contract StaffingNumbers as per plan Timelines Cost 3.RPO Management Per Person Cost Cost per Hire Bin% On time hiring % Time to hire 4.Average Recruitment Cost Per PersonAs per plan 5.Cost of hiring (Cost incurred on portals, vendors etc)As defined (channel mix) 6.Corporate Level InitiativesAs per plan (ratio of locals in an office/ % localization, gender diversity/person with disability diversity etc.) 7.Team ManagementTeam attrition, Employee satisfaction score8.Customer SatisfactionCSAT for internal stakeholders (Hiring manager satisfaction)