B.Key Accountabilities
Strategic Activities
•Develop and implement effective talent acquisition strategies and workforce planning to meet current and future hiring needs. Determine selection criteria, hiring profiles, and job requirements for vacant corporate positions
•Collaborate with leadership to forecast hiring demands and set recruitment priorities
•Utilize data analytics and market insights to refine sourcing strategies
•Research and communicate market trends and insights to key partners and recommend standard hiring methodologies
•Assist the Head – Talent Acquisition in the development of hiring strategies and procedures in line with industry trends, as well as keeping informed of advancements in the field
•Liaise cross functionally with various corporate functions to understand staffing needs to align and support hiring initiatives
•Drive the development of Talent acquisition policies & processes for corporate functions including but not limited to Diversity & Inclusion policies, culture agenda, sourcing strategy, talent assessment processes, etc
Full-Cycle Recruitment Management:
•Oversee the entire recruitment process, including job postings, sourcing, screening, interviewing, and offer management
•Design and optimize job descriptions to attract qualified candidates.
•Ensure a positive candidate experience throughout the hiring journey.
Sourcing & Talent Pipeline Development:
•Build and maintain a diverse pipeline of qualified candidates through various channels (job boards, social media, networking events, employee referrals)
•Implement proactive sourcing techniques and talent mapping for critical roles.
•Develop relationships with universities, recruitment agencies, and industry associations.
Talent Acquisition (TA) - Corporate Functions
•Track success measures and analyze results to achieve quality outcomes and recommend revisions to hiring strategies
•Lead teams to evaluate applications and screen candidates via calls or emails, as well as define pre-interview assessment process
•Set standards for assessment of vendors (Agencies, background verification etc.) quality; assessment & review of vendor performance based on results and value addition
•Assist in designing the overall campus hiring strategy for the corporate functions; hold team accountable to drive and execute the same as per protocols and timelines
•Manage exceptions & errors during talent acquisition cycle and provide necessary approvals, as required
Team Management
•Hold teams accountable for defined performance measures (KPIS/SLAs committed to functions) facilitating internal departmental efficiency and effectiveness
•Ensure continuous interaction with TA- Corporate Functions team to understand their training requirements and accordingly define goals for the team
•Lead and mentor a team of recruiters and coordinators, providing training, performance feedback, and career development support.
•Partner with HR Business Partners and hiring managers to understand talent needs and align recruitment strategies accordingly.
•Foster a collaborative and inclusive hiring culture across the organization.
Educational and Experience Requirements
Minimum Education requirements
Masters/MBA/PGDM/PGP/PG degree/diploma in Personnel/Human Resource Management
Experience :Min 10+ years in managing initiatives and programs pertaining to Talent Acquisition 15+ years of experience in Talent Acquistion- managing initiatives and programs pertaining to Talent Acquisition
Experience in the aviation sector is an added advantage
