Senior Manager Talent Acquisition

Job Description

Desired Profile Required Qualification 1)Full Time MBA in HR/MSW from Reputed University/Institution 2) Certification in Talent Acquisitions/Psychometric assessments/HR Analytics would be an added advantage Experience 17 to 20 years of experience in a Multi locational Manufacturing Organization and with a corporate exposure of at least 5 – 6 Years Technical Knowledge / Skill 1) Expert knowledge of Recruitment tools & techniques 2) Diverse exposure in recruitment analytics 3)Well versed with ATS/technological advancements in TA domain. 4)Experience in setting up and introducing new employee engagement platforms Managerial & Behavioral Skills 1)Excellent interpersonal & communication skills 2)Leadership abilities 3)Ability to build networks/relationships with & influence stakeholders 4)Strong organizational skills and conceptual thinking 5) Team management skills 6)Result-driven Required Age 40 -45 years Mobility Yes (Moderate) Job Purpose Responsible for ensuring the sourcing, attraction & retention of best in class talent through effective execution of the talent acquisition strategy, enhancing the employee experience & employee engagement initiatives. Principal Accountabilities Responsibility Supporting Activities Talent Acquisition 1) Develop the Talent Supply Chain for the Organisation in line with the Organisational objectives & business plan. 2) Partnering with the business leaders and hiring managers across levels for the effective implementation of the talent acquisition strategy, processes & policies. 3) Develop and implement recruitment tools and techniques to improve the quality of hiring decisions and ensuring the hiring managers and the TA teams apply best practice selection methods. 4) Build and maintain network of potential candidates through pro-active market research and on-going relationship management 5) Track and analyse candidate pipeline status, recruiting trends, market data and Recruitment SLAs & TAT. Talent retention 1) Execution of the employee retention strategy and devising mechanisms for assessing the impact. 2) Periodic review & monitoring of the employee attrition, its analysis & suggesting appropriate measures to the concerned Team Leads. 3) To work in close coordination with the various stakeholders towards enhancing employee experience across the employee life cycle. Strategic Partnerships 1)Manage external recruitment related stakeholder relationships including recruitment agencies, executive search firms, job portals, industry bodies, educational institutes etc. 2)Keeping a track of the recruitment effectiveness of the strategic sourcing channels and accordingly continuing partnerships. Employee Engagement 1)Development and implementation of employee engagement strategy and its operationalization across the Organisation for ensuring employee connect. 2) Devising framework for assessing the impact of the employee engagement activities and ensure the improvement in the EE Index across the Organisation. 3) Lead the implementation of a new internal engagement platform for building strong employee networks. Corporate HR 1)Conceptualizing, documenting and updation of the employee handbook/manual. 2)Handling employee grievances through continuous communication and counselling. 3) Ensure proper discipline & maintaining decorum at the Corporate office and taking appropriate disciplinary action as per requirement. Show more Show less