I. JOB PURPOSE
The role holder will be responsible to identify, source, recruit and deploy talent in the foreign countries focusing on GCC, Europe, Canada, Japan & Australia through an efficient and effective Talent acquisition strategy & systems, in alignment with the business strategy, functional demands and the organization’s overall HR Philosophy.
The role incumbent would be deft in a start-up like environment and brings to fore, a strong challenger mind-set with proven abilities to influence peers across the eco-system and deliver a higher quality quantity mix for talent acquisition.
II. KEY RESPONSIBILITIES
Strategic
- Manage END TO END RPO Operations for Blue and white collar requirements, overseeing day to day operations and driving results
- High Stakeholder Management, Understanding client's hiring needs to ensure smooth and seamless delivery on all client requirements
- Assist the International Business Head in development and review of talent acquisition strategy by working with Client & other stake holders.
Operational
- Placing job ads in various online channels, sourcing through different channels & Maintain candidate databases on JJ
- Tasked with reviewing and enhancing existing talent acquisition process, Reviewing gaps with Senior Leadership and recommending/implementing process/procedures to fill gaps
- Develop, implement, and execute a recruiting strategy, Defining hiring pattern and Channels to fill current & Future openings in a timely and cost- effective manner.
- Improvise on Process and Hiring activities.
- Work towards innovative and new methods of hiring talent
- Daily MIS updation and Dash board maintenance.
- Ensure the quality of candidates recruited according to the job descriptions i.e. fit to the skill, knowledge and attitude required to perform on the job
- Create, Review & own the MIS on all recruitment parameters and report to the International Business Head on a weekly, monthly basis
- Develop framework to report recruitment data around sourcing efficiency of various channels and causes for offer rejection, at all stages of the recruitment lifecycle.
Financial
- Ensure adherence to recruitment budgets
- Ensure adherence to stated salary levels, lateral hires
People
- Manage and be responsible for the delivery timelines of the RPO TA team
- Implement best practices to improve productivity and efficiency of the recruitment team
- Expectation setting with TA team, well defined goals and targets.
- Continuous training and development of the recruitment team Act as an escalation point for all team issues.
III. KEY PERFORMANCE INDICATORS
Measurable Deliverables
- No of Positions full filled
- TA Team Productivity
- % reduction in average time required to fill vacancies
- % adherence to recruitment budgets for all positions
- Amount of savings (Cost Reduction) in Recruitment costs
- Number of best practices institutionalized.
- Automation Projects
- Talent Partner Pipeline
- % increase in number of applications received per level
- Number of hits on career website
- % of job offers rejected by candidates