Lead – TA (IB)

Division

Department

Sub Department 1

Job Purpose

Key Accountabilities (1/6)

Responsible for creating, managing and developing HR processes for Talent Acquisition for IB

• Working closely with stakeholders in IB Rx
• Act as a strategic business partner by providing thought leadership in strategic talent acquisition
  

Key Accountabilities (2/6)

Responsible for Manpower planning, recruitment strategies and budgeting.

• Developing and executing detailed hiring strategies (including social media) for attracting talent with top-notch skills and the right personality
• Develop and monitor a resource plan for the year in consultation with business to ensure resource optimization
• Instrumental in offer negotiations and handholding of candidate till on boarding
  

Key Accountabilities (3/6)

Manage and monitor sourcing strategy and manage recruitment costs and efficiency.

• Preparing sourcing strategies
• Effective use of various tools for sourcing-LinkedIn, networking, headhunting, portals like naukri etc.
• Using channels like IJP for internal talent pool
• External sources of hiring like agencies /consultants
• Using psychometric tools for hiring to ensure cultural adaptability and key competencies
  

Key Accountabilities (4/6)

Designing of metrics, processes, and tools to measure and continuously improve the efficiency of recruitment

• Measuring TAT
• Hiring savings
• Actual vs budgeted cost
  

Key Accountabilities (5/6)

Responsible for on boarding of employees thereby helping their smooth transition into the organisation

• Customised induction plan for new joiners in IB
• Instrumental in smooth transitioning into the organisation
  

Key Accountabilities (6/6)

Major Challenges

• Volume Sourcing across cluster & non field roles
• Evaluating cultural fitment into the role
• Working on tight timelines
• Manage Cost of hiring
• Managing Quality of hires
  

Key Interactions (1/2)

Internal

• Stakeholder in IB, compensation team, legal team
  

Key Interactions (2/2)

External

Dimensions (1/2)

• Should be comfortable with volume hiring (3000+)
• Instrumental in hiring savings at least 10% of the budget.
• Achieving TAT SLA across level in field and Non Field days from initiation to offer
  

Dimensions (2/2)

Key Decisions (1/2)

Decisions

• Sourcing strategies
• Negotiations within budget
  

Key Decisions (2/2)

Recommendations

• Use of external vendors for sourcing
• Terms of engagement of external vendors for hiring
• Exceptional cases where cost is over budget
  

Education Qualification

• Postgraduate in HR with at least 12 years’ experience in talent acquisition
• Experience in Pharma industry preferable
• Excellent networking skills
• Interpersonal skills
• Assertive
  

Relevant Work Experience

• 8 years of experience in talent acquisition in pharmaceutical industry