Responsibilities:

·         End-to-end talent acquisition, from manpower planning to onboarding documentation.

·         Talent Acquisition with strict adherence to policies and procedures.

·         Build suitable, Quality and Competent team.

Step-by-Step Functions:

1.     Collect hiring need from HOD → Validate with workforce planning → Finalize JD with GM-HR.

2.     Handle Recruitment channels (Job portals, Consultants, Referrals, Campus etc).

3.     Ensure TA process adherence to policies and procedures at all the stages.

4.     CV Screening Matrix → Pre-Screening Calls.

5.     Arrange line manager & panel interviews.

6.     Salary benchmarking → Negotiation → Offer recommendations to GM-HR.

7.     ID proof, education docs, employment proofs, bank details collection.

8.     Weekly reporting to GM-HR.

Talent Acquisition

ü  Initiating  process of annual Manpower budgeting; reviewed manpower requirements and developing Industry specific manning norms and profiles

ü  Benchmarking manning norms with Industry standards

ü  Coordinated and overviewed talent acquisition for all the verticals

Talent Management

ü  Devising Performance appraisal plan and defined parameters for evaluation of performance- mapping the KRA’s and KPI’s in consultation with Business Heads.

ü  Identified key parameters for career development, redeployment, and training.

ü  Initiating Competency mapping across the verticals benchmarking the key competencies for different business verticals.

ü  Analyzing and developing career Progression plan and introducing Succession planning for senior Management personnel through development and assessment centers

ü  Analyzing manpower productivity

Organizational Restructuring

ü  Organizational restructuring initiative of all the verticals in line with industry standards and strategic Business goals.

ü  Analyzing and facilitating exercise for comprehensive review of structure, cadres and salary bands, aligning the same with industry standards.

Policy Formulation/Implementation

ü  Planning and identifying key areas of HR intervention

ü  Aligning  HR strategies and practices in line with business goals and targets

ü  Reviewing Policies and procedures relating to talent acquisition, Career progression.

ü  Performance Management, Employee retention and welfare.

ü  Revising, implementing and monitoring policies on recruitment and career growth, Performance assessment, and employee wellbeing.

ü  Auditing HR practices and procedures and devising and implementing standard/ best practice performance benchmarks.

·         Good administrative & leadership qualities.

·         Good analytical and problem-solving skills.

·         Very good people management & inter-personal skills.

·         Computer skills with good exposure on MS Office & Internet.

·         Strong communication and presentation skills.