Assistant Manager - Talent Acquisition Specialist
Published date: 2024/01/10
- Location: Mumbai, Maharashtra, India
- Manage the full lifecycle of recruitments of technology positions.
- Well-versed with different recruitment portals
- Technical Understanding is a must.
- Build blueprints of recruiting plan in consultation with the team and available resources.
- Create, groom, and retain a performing team,
- Designing the compensation & negotiation
- Ensure process adherence and hiring completion within the time frame.
- Develop and manage various sourcing channels.
- Proactively seek opportunities to increase value by raising standards and championing best practices, as well as actively looking for opportunities to create value for our business.
- Develop, improve, and continuously evolvement of recruitment plans and processes to align with the prevalent market practices.
- Maintaining & publishing various trackers & MIS reports.
- Coordination on daily basis for job offers issued, data collection and reconciliation & employee codes generated.
- Preparing daily trackers regarding new joining candidates.
- Receiving & data entry in MIS all the new joining kits & discrepancy documents from the recruitment team & candidates
- Checking of new joining kit as per Checklist & process (SOP) all necessary statutory forms of PF-ESI etc, all necessary formats, KYC documents, photographs, education documents, etc.
- Ensuring process adherence in every sphere of work.
- Background verification of new candidates.
- Data entry of new candidate details into HR software.
- Act as a Liaison between the verticals of Business Intelligence Unit (BIU) and HR in the Business HR Capacity, identify the resource requirements for the company and fill the positions adequately.
- To ensure that recruitment is done within the timelines both number and quality wise by maintaining the optimal source mix.
- Managing the HR Shared services by ensuring - timely resolution of queries and adherence to TAT's of HR Processes. Conducting stay and exit interviews.
- Meeting Process timelines, maintaining mandate on differentiation and efficient grievance handling. Inputs on creating a culture of feedback for the respective circle through surveys.
- Regular update to internal stakeholders.
- Driving the performance management process within the timelines
- Well-versed with different recruitment portals
- Technical Understanding is a must.
- Build blueprints of recruiting plan in consultation with the team and available resources.
- Create, groom, and retain a performing team,
- Designing the compensation & negotiation
- Ensure process adherence and hiring completion within the time frame.
- Develop and manage various sourcing channels.
- Proactively seek opportunities to increase value by raising standards and championing best practices, as well as actively looking for opportunities to create value for our business.
- Develop, improve, and continuously evolvement of recruitment plans and processes to align with the prevalent market practices.
- Maintaining & publishing various trackers & MIS reports.
- Coordination on daily basis for job offers issued, data collection and reconciliation & employee codes generated.
- Preparing daily trackers regarding new joining candidates.
- Receiving & data entry in MIS all the new joining kits & discrepancy documents from the recruitment team & candidates
- Checking of new joining kit as per Checklist & process (SOP) all necessary statutory forms of PF-ESI etc, all necessary formats, KYC documents, photographs, education documents, etc.
- Ensuring process adherence in every sphere of work.
- Background verification of new candidates.
- Data entry of new candidate details into HR software.
- Act as a Liaison between the verticals of Business Intelligence Unit (BIU) and HR in the Business HR Capacity, identify the resource requirements for the company and fill the positions adequately.
- To ensure that recruitment is done within the timelines both number and quality wise by maintaining the optimal source mix.
- Managing the HR Shared services by ensuring - timely resolution of queries and adherence to TAT's of HR Processes. Conducting stay and exit interviews.
- Meeting Process timelines, maintaining mandate on differentiation and efficient grievance handling. Inputs on creating a culture of feedback for the respective circle through surveys.
- Regular update to internal stakeholders.
- Driving the performance management process within the timelines
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