Senior Executive - Human Resources

SR. Executive Human Resources Recruitment

Job Title

SR . Executive Human Resources

Function

Human Resources

Reporting to

Regional Head – Human Resources

1. Purpose

Responsible for the timely completion of recruitment activities in the region and updating the recruitment related MIS

2. Key Responsibilities

Responsibilities

• Support the central manpower planning & recruitment team in forecasting and preparing the annual manpower plan by working closely with the respective Regional Heads and analyzing attrition patterns in the region

• Identify sources of recruitment and maintain relationships with recruitment consultants, contract agencies etc. in the region

• Lead the regional recruitment process for positions in operational and professional bands including short listing candidates, preparation of selection schedules, identification of panel members for various stages of the selection process etc

• Support the recruitment process for hiring senior roles (Managerial and above)

• Negotiate salaries and issue job offers to the selected candidates as per guidelines

• Regularly communicate with the selected candidates to negotiate and finalize their date of joining

• Coordinate with the security team for support in timely completion of pre-employment verification checks for all employee

• Conduct pre-joining / joining formalities (background checks, pre-employment medical check-ups, verification of all original documents submitted by employees, etc.) for all new joiners in the region

• Ensure adherence to key performance metrics w.r.t recruitment like selection TAT, joining ratio etc

• Conduct the orientation and induction program for the new joinees as per the defined guidelines

• Maintain and regularly update recruitment related MIS and provide reports to the Regional Head HR on a periodic basis

3. Key Result Areas and Key Performance Indicators

S.No

Key Result Areas

Key Performance Indicators

1.

Ensure effective recruitment process

• Joining ratio (persons joining as compared to the total offers made)

• Cycle time to fill positions by Bands (Operational & Professional)

• % usage of alternate channels for recruitment (job portal, direct, referral etc.)

2.

Ensure the effectiveness of recruitment related processes

• Feedback received from new joiners on the effectiveness of the induction process

• % Adherence to timelines for completion of pre-joining formalities

3.

Maintenance of MIS and documentation

• Timely and accurate maintenance of MIS on recruitment details in terms of recruitment TAT, rejection ratio, interview costs etc

4.

Ensure Performance Driven Culture

• Adherence to Performance Management system timelines and guidelines