Executive Purchase is responsible for making the right purchase at the right time, for the right price, & from the right source, with the objective of controlling costs & maintaining relations with effective purchase management strategies.

Role: Deputy Manager Talent Acquisition Role Definition To enhance organization efficiency by leading and directing the functions of the Talent acquisition & HR team through recruitment, people development & people happiness and assisting management as per business vision. Responsibility Deliverable Hiring & InductionRetention Management Training & DevelopmentAttrition ManagementMIS Reports Enforcing company policies and practicesPMS Tasks & Activities Hiring & Induction: Discussing with management, department heads on manpower forecast for the month/quarter/year, getting required budget approvals, JD as per defined format, timelines to close the positionsSourcing the profiles from various sources (Naukri, LinkedIn, Indeed, head hunting, referrals, vendors etc), interview scheduling, feedback Offer discussions with Shortlisted candidates, offer negotiations, offer release, joining date confirmation from candidateJoining formalities completion, New hire orientation, Product related induction, Welcome mail, new hire kit, documents collection & filing, new hire celebrations, feedback as per period defined etc. Retention Management:Set clear expectations and provide role clarity from day one.Conduct regular check-ins and stay interviews to understand concerns. Promote an inclusive, diverse, and positive workplace culture. Encourage team-building activities and collaboration.Implement upskilling and training programs. Offer career pathing and internal mobility opportunities. Provide mentorship and leadership development initiatives. Enforcing company policies and practices: Assist in Making changes or create new policies as per requirement on timely basis, get the consent from employees about the new policies, create SOPs & processes for new initiatives with the process owners PMS: Assist in Creating a worksheet with the employee details as per eligibility for appraisal, quarterly data source with manager ratings, manager feedback, employee self-feedback (Annual), peers feedback (Annual), management discussions on recommendations from managers based on the feedback (Annual), review and comparison with past data, finalization of appraisal numbers.Share the final numbers with managers, get inputs from managers for any changes requested, share the details with employees, prepare letters and send the letters with employees, issue hard copy of the letters to employees, congratulate the employees who got career progression.Get updates from managers on non-performers (Monthly), initiate PIP for the non-performers, periodic review meetings on performance of employee, make a decision based on the final outcome.Training & Development: Coordinate in Preparing a competency development plan for team members, leaders & organization, Assist in preparing the training calendar based on the responses received & competency plan,take required trainings from any internal or external trainers per requirementBased on the feedback on trainer coordinate the training, training feedback, rating of trainer, share the feedback with management during HR review meetings with feedback rating.Review meeting with managers on timely basis post trainingAttrition Management: Retention discussions, gather coordinations as per requirement, exit tracker, email confirmation to employee on last working day, exit formalities, NOC, F&F processing, letters soft copies & hard copies, form-16 if eligible MIS Reports: HR MIS reports on recruitment, training feedback, feedback, exit feedback & tracker, achievements, new initiatives. Measurement Metrics All metrics to be achieved as per said timelines Hiring & Induction: No. of positions closed vs actual number of open positions of that monthNot less than 4-5 rating in the new hire timely feedbackTraining & Development: Not less than 4-5 rating feedback for every eventAttrition Management:Retention rate against the resignationMIS Reports: Zero errors and consistency in data, on-timePMS:Facilitate in discussing appraisals seamlessly, 80% happy feedback on appraisal scoreEmployee name: Signature: Date:

Role: HR Recruiter Role Definition To ensure all the Recruitment activities and process in the HR department are consistently working as per timelines and targets as per organization goals. Responsibility Deliverable 1) Recruitment2) Interview schedules3) Offer process Tasks & Activities Recruitment:Follow the Recruitment process.Sourcing and screening from the job portalReaching them through calls or SMS.Shortlisting the candidates through telephonic conversation.Arranging F2F / Video interview for the Shortlisted candidates.Collecting documents and references for the candidates who are in the final stage.Checking on the references.Checking their documents and authentication.Preparing offer for the final candidate and sharing.Getting acceptance of offer.Sending joining mail.Following till onboard. F2F Interviews:When the candidate comes for the F2F Interview,Collect the resumes, give aptitude test, and write application letter as applicable.Once the test is done will put them for the first round of interview.Based on the feedback will inform the candidate on further process and ask them to leave. Video call:When the candidate is shortlisted for video call, will take the slots from the superior person who is involved in the video call and schedule the interview accordingly.Once the video call is scheduled, need to share the interview link with the manager and candidate.If the candidate gets selected in video call, then the 2nd round of video call interview need to be arranged depending on the position.A final round with HRM needs to be arranged.Once candidates clear all the rounds of interview then the documents need to collect as per the list in emailDocuments need to be verified and offers need to be discussed as per the HRM approval.