Manager - TA

JOB PURPOSE

The purposes of this role is to strategies and ensure proper implementation of all talent management interventions and act as the HR Business Partner / SPOC for all HR activities for the allotted departments. This role will be responsible for the end to end talent management activities- PMP, L & D, Succession planning, TR, EE, Interventions and recruitment for all business, support and S&C departments In addition to the above from the above, the role holder will be the SPOC at the organization level and would be responsible for PMP, L&D and OD The departments for which the role is responsible : Aero Commercial, Non- Aero Commercial, CPD, Cargo and Aerospace & support departments- F & A, HR, FMS, P & C, Legal, CorpComm, QSD,SPG, Corporate Affairs, Infra Planning The total work force under these departments is approx. 254 employees comprising to 54 % of the employee strength.

To lead talent acquisition support across GMR group (Non Airports), ensure quality of CVs Sourced and facilitate effective engagement with business stakeholders across group.

ORGANISATION CHART

KEY ACCOUNTABILITIES

Accountabilities
Sector TA accountability:
•    Build clear visibility for TA team on active demands for which hiring needs to be initiated.
•    Maintain updated information in SF on active demands and transactions done only on SF
•    Proactive planning to be done for open roles to staff them within SLA. 
•    Enable and encourage Recruiters to use self-sourcing to keep a focus on cost to deliver. 
•    Drive and own SLA compliance for TAT, channel mix and IJP closures. 
•    Have tight alignment with respective BHR’s to ensure in prioritizing hiring for their businesses to enable staffing. 
•    Upscale TA team in process usage and building acceptance, adoption and utilization of digital workflows. 
•    Proactively engage with recruiters in ensure process compliance, Candidate Experience, and timely outcome.   
•    Be accountable for all compliance related steps for each hire to be in place before an offer is released out. 
•    Plan with BHR’s on seamless candidate onboarding in GMR. 
•    All process steps regarding adoption of different steps on SF (RCM and Onboarding 2.0) and adhered to as planned and that all data points are generated and captured. 
•    Be an active change agent for driving Process / Technology related upgradation being done on SF and other tools. 
•    Hold and Anchor regular meetings with BHR’s to align actions for swift outcomes in line with SLA’s. 
•    Leverage reporting framework online and ensure that all teams related review and progress are tracked and reported from system and on regular intervals. 
•    Support in driving TA charter to give high experience to Hiring Managers and Candidates. Ensure that the experience that candidate gets is in line to a evolved TA practice. 
•    Support TA lead in driving initiatives and projects aimed towards TA to drive higher level of Process Maturity. 

 

EXTERNAL INTERACTIONS

Recruitment Consultants

Stepping Cloud / Wipro / HR Tech Transformation

Internal / External Audit Team

INTERNAL INTERACTIONS

CHRO’s, Hiring Manager, Business HR/TA SPOC

IT / HR Operations Team in SSC

MAG & E&I for Internal Audit

FINANCIAL DIMENSIONS

• Joiner per recruiter (productivity measure)
• Channel Mix

Utilization of tools and technology

OTHER DIMENSIONS

• Approx. 750 position per year (Team of 6 to 8)

Apart from hiring numbers, it is expected for this role to play a planning and Strategic role where planning needs to be there for addressing open demands and building sector wise recruiting capabilities to drive TA outcomes.

EDUCATION QUALIFICATIONS

• Graduate / Post Graduate / MBA in HR

RELEVANT EXPERIENCE

• Total Years – 12-14 Years
• 4-6 Years as an TA Leader managing digitally enabled platform with about 10-14 reporting team members. .
• Good knowledge and user experience of Applicant Tracking System and other tools like Excel, PPT, Word
• Good oral, written communication skill

COMPETENCIES