Talent Acquisition Executive

Role & responsibilities

1. Recruitment & Selection

• Manage the full recruitment lifecycle from job posting and sourcing to screening, interviewing, and onboarding.
  
• Partner with department heads (Production, Quality Control, R&D, Regulatory Affairs, etc.) to understand manpower needs.
  
• Develop and update job descriptions and job specifications.
  
• Source candidates through various channels (job portals, LinkedIn, referrals, campus recruitment).
  
• Conduct preliminary screening to assess candidates technical skills, experience, and cultural fit.
  
• Coordinate and schedule interviews with hiring managers.
  
• Prepare offer letters, negotiate compensation, and ensure timely onboarding.
  

2. Talent Sourcing & Employer Branding

• Build and maintain a pipeline of potential candidates for future openings.
  
• Participate in job fairs, campus recruitment drives, and industry networking events.
  
• Promote the companys employer brand through social media and professional platforms.
  

3. Compliance & Documentation

• Ensure all recruitment and hiring processes comply with company policies, labor laws, and pharmaceutical industry regulations (GMP, GLP, etc.).
  
• Maintain accurate recruitment data, reports, and employee records in HR systems.
  

4. Onboarding & Induction

• Support onboarding activities for new hires to ensure a smooth transition.
  
• Coordinate induction programs and orientation sessions with relevant departments.
  

5. Reporting & Analytics

• Maintain recruitment dashboards and metrics (time-to-fill, cost-per-hire, source effectiveness, etc.).
  
• Provide regular updates and reports to management on recruitment status and workforce planning.
  

Preferred candidate profile

End to end recruitment

Training & Development

Joining Formalities

TAT Data