AGM - Talent Acquisition

To lead TA vertical at SSC and ensure end-to-end recruitment process is supported as per the SLA’s. Ensure SAP Success factor platforms is fully adopted and utilized for end to end hiring process. Collaborate with TA-COE in developing & enhancing TA systems and processes on an ongoing basis, operations management, SLA adherence & governance in order to achieve HR operational excellence.   

2.      ORGANISATIONAL CHART 

Comments:

The position will supervise & manage a team of 18 to 24 members who are recruiters and Subject Matter expertise (Sector SPOCs) for specific sectors and entities of GMR Group for smooth completion of hiring process.

3.      KEY ACCOUNTABILITIES

Accountabilities    Key Performance Indicators

Talent Acquisition:

•    To plan, manage and oversee talent acquisition activities. 
•    To handle the hiring process of LE to LC positions hiring.
•    To guide the team & own delivery of open positions closure within TAT.
•    Develop a sustainable talent acquisition and hiring plans and strategies 
•    Perform analysis of hiring needs and provide employee hiring forecast
•    Design, plan and execute selection processes (conduct interviews and screening calls, administer psychological tests etc.)
•    Reviews employment applications and background check reports
•    Find bottlenecks in the recruiting process
•    Plan procedures for improving the candidate experience
•    Lead, oversee and supervise members of the recruiting team
•    Use sourcing methods for hard-to-fill roles/Niche requirements 
•    Support in campus hiring process
•    Determine HR and recruiting KPIs
•    Create and present KPI reports
•    Implement Technology Platform – SAP Successfactors.
•    Overall to ensure Quality, Cost Delivery and service in Talent Acquisition as per SLA.     •    SLA
•    TAT
•    Quality
•    Compliance 

Process Improvement: 

•    Identify gaps in current processes and ensure implementation of robust processes for operational Excellence and 100% Audit compliance. 
•    Enhance SOPs/Process Maps/Process Guides for the existing activities under the purview of Talent Acquisition.
    •    Reduction in TAT

Team Management & Development:

•    Set clear goals and expectations from the team and standardize benchmarks for performance review.
•    Ensure periodic review of team members and give objective performance feedback. 
•    Ensure 100% training of team members on all TA process and Successfactors related matters. 
•    Mentor the team members to add value to their day-to-day work.
•    Implement Employee Engagement Action points as planned to enhance engagement levels and reduce attrition.    •    100% Ontime Goal Setting Completion & completion of performance reviews
•    Training Feedback Score
•    Process Knowledge Test
•    Engagement score
•    Attrition Rate

Stakeholder Management:

•    Engage with key stakeholders of all business to understand the TA needs and TA performance and address issues as and when required.
•    Educate stakeholders in case of inaccurate/ process non-compliance.
•    Engage with BHR/CHROs for hiring progress, review and have action plans for early closure
    •    Customer Satisfaction Survey Score
•    Appreciations
•    No. of escalations/ concerns raised by Stakeholders
•    Review Meetings/MOMs/ATRs
Audits & Governance: 

•    Provide timely & accurate inputs to Auditors to facilitate TA audits and other audits as mandated by the management.
•    Develop and implement processes and systems to address governance matters    •    100% adherence to SLAs and audit redressal
MIS/Dashboards & Reports:

Prepare MIS/Dashboards & reports pertaining to Recruitment Management for review meetings. 
    •    MIS/Dashboards & Reports
Self -Development     •    New skill sets added, benchmarking, Industry best practices etc.

4.      INTERACTIONS

External - Roles  you need to interact with outside the organization to enable success in your day to day work    Internal - Roles you need to interact with inside the organization to enable success in your day to day work
Recruitment Consultants     SSC Internal Team 
Wipro (Success Factors)     Hiring Manager 
BGV Service Provider     Business HR/CHROs
Health Check service provider    IT –SAP Team 
Sourcing Sites – Naukri, LinkedIn, IIMJobs etc.      Internal Audit/MAG
External Audit team    E&I Team.

5.      DIMENSIONS

Financial Dimensions

Recruitment Cost

Other Dimensions

Team Size -18-24 Members
Handle approximately 1500 FTE hiring ( Upto LC-LJ level)  per annum for both replacement and new business growth positions

6.      SKILLS AND KNOWLEDGE
(State the minimum acceptable proficiency for this job which best indicates the education and/or experience requirements of this job and not the incumbent).

Educational Qualifications
    Graduate (B’com)/Post-Graduation (M’Com) with 20 years Plus
    MBA – HR with 18 Years
    Full time Qualification is a must.

Relevant and total years of Experience
    15 to 20 Years’ experience in handling end to end recruitment process.  
    Good knowledge in MS-Office tools like, Excel, PPT, Word
    Good oral, written communication skill
    ERP knowledge/Know-how will be preferred.