Senior Manager - Talent Acquisition

JOB Description
POSITION DETAILS: Job Title : Sr. Manager – HR (TA) Job Code: TA.HR Grade: M3 SBU: Corporate Job Family: Talent Acquisition Business: Location: Mumbai Date: NA Organizational Structure: JOB DUTIES Job Summary: Responsible for end to end talent acquisition for lateral hiring for the business Key Accountabilities Duty Statements Key Deliverables: • Discuss with SBU heads and line managers to understand their recruitment needs • Prepare/Collect Job Descriptions/ MRF* form for the job openings • Prepare the job advertisement if required and decide how and where the jobs will be advertised • Post the opening in various internal and external advertising mediums • Work closely with consultants to source, screen & shortlist resumes • Coordinate with shortlisted candidates as well as interviewers and prepare interview schedule • Devise and run selection processes including interviews, psychometric tests, personality questionnaires and various group activities • Evaluate candidates based on their performance in selection processes and select suitable candidates • Negotiate the offer with selected candidates and inform higher authorities and check the salary fitment of the selected candidates • Prepare and give offer letters to the selected candidates who accept the offer • Follow up and coordinate with selected candidates & finalize the joining date • Co-ordinate to ensure the pre-employment medical check up • Design and implement various recruitment tools for internal hiring including employee referral • Prepare and maintain a database of potential candidates • Ensure a favourable sourcing mix of various mediums like employee referral, consultants, jobsites, database and advertisements
GM
HR
Sr. Manager
TA
JOB Description
BEHAVIORAL COMPETENCIES PROFICIENCY
Delivery Focus: Plans timely in order to deliver as per schedule. Ensures accuracy and timeliness of outputs. Anticipates any possible roadblocks that might come in the way of delivery and fixes them in order to meet timelines.
IV
Cost & Profitability Focus: Plans timely to achieve targets within budgeted cost. Comes up with innovative ways to increase profitability by way of seeking additional workforce/ revenue on the same project to increase margins. Focuses only on must do expenditures.
IV
Cross Functional Team Work: Takes efforts to understand the impact of his/ her actions on other departments. Treats and expects other departments as internal customers. Regularly interacts with other departments.
II
Ownership and Accountability: Does not pass the buck. Takes ownership of his / her responsibility area. Owns up an assignment and makes all the efforts to overcome the obstacles. Ensures delivery of his/ her target instead of waiting for others to finish their part.
III
DIMENSIONS: • People Management (Yes/ No): No • Staff Reporting (If Yes): • Financial Activities (If Any): No CAPABILITY REQUIRED: Key Interactions: Internal Customers: - SBU Head, HoD - Inter department people - Group HR External Customers: - Recruitment Vendors Knowledge & Skill Requirements (Abilities & Expertise in field) Personal Attributes Knowledge (Technical / Functional): • Business/ Industry knowledge (III) Oral and written communication: has the ability and professionalism to communicate clear, concise and credible information (III) Initiative taker: has the ability to identify appropriate solutions to problems, takes initiative proactively and requires little supervision (II) Relationship building: has to ability to build and actively maintain working relationships and network of contacts to achieve the organization’s goals (III) Leadership ability: (III) 1. Delegates work appropriately 2. Get people moving in a common and consistent direction and get the work done through people 3. Maximize the motivation of the staff Essential Skills/Expertise required: • Negotiation skills (III) • Interpersonal skills (II)
JOB Description
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DEPT. HEAD FUNCTION HEAD
JOB SPECIFICATIONS: Experience Required: 15+ years of relevant work experience Special Requirements (If any): Essential Travel Regular (10%-30%) (As & when required) Qualification MBA/PGDM (Full-time) Desirable
Proficiency Level
Proficiency Level Definition
IV (Mastery)
Is a role model and inspiration for others to follow
III (Advanced)
Has an ability to develop and train others on the capabilities
II (Proficient)
Have a superior understanding through practice and regular application
I (Basic)
Have a fundamental understanding and can explain to others