Senior Lead HR

  • Bangalore
  • Confidential
  • 4-6 years
  • Views
  • 28 Aug 2018

  • HR/ Human Resources & Admin

  • Consumer Durables/ Semi Durables
Job Description

Layer : P3C Own and manage the Fulfilment lifecycle of a candidate from selection to onboarding and ensuring a positive candidate experience across all stages A. Primary responsibilities Strategic and planning a. Work with the Sourcing team and schedulers to plan and organize assessment panels on a daily basis to ensure maximum throughput Functional a. Engage with candidates and act as a brand ambassador during all interactions in the external fulfilment process b. Own end to end of fulfilment process including coordinating with schedulers to setup interviews, salary negotiation based standard guidelines and supporting fulfilment managers as necessary c. Escalate issues if any regarding selection, salary negotiation and on- boarding to the fulfilment manager d. Drive candidate engagement activities post offer acceptance till on- boarding and ensure on- going communication with the candidates e. Provide regular detailed feedback to the sourcing team from the inputs received from the assessment panels f. Manage and resolve escalations in terms of scheduling assessments, if any, taking support from fulfilment managers as necessary g. Ensure adherence to SLAs as well as other protocols defined for fulfilment of the requirements h. Escalate any early warning signals with the stakeholders to proactively resolve any issues i. Identify and communicate possible risks foreseen towards employee engagement and retention of the candidates j. Support the schedulers in coordination of the technical and ops round for the candidates k. Work with hiring managers and assessment panels to ensure job requirements and expectations are clearly understood and candidates are assessed against appropriate criteria l. Develop strong relationships and partner with hiring managers, fulfilment managers, sourcing team and assessment panel m. Regular follow up with the respective hiring managers and candidates to ensure timeliness of recruitment process Process a. Devise and implement key initiatives for enhancing candidate experience and enabling better connect with the prospective candidates/ selected candidates b. Track and report key metrics designed to measure and predict staffing activity and report analysis to all stakeholders c. Develop and implement strategic initiatives for recruiting diverse talent d. Maintain MIS on various recruitment and selection parameters (including hiring effectiveness, attrition, exit data) on a periodic basis to facilitate action planning; e. Monitor the dashboard for compensation and payroll data for all employees f. Analyze processes and identify process improvement enhancements People a. Ensure that the employees within the team maintain the highest standards of professional conduct, ethics, integrity, and control in execution of all their daily operations. b. Drive a performance driven culture in the team by timely monitoring, review of performance parameters and feedback to the team members c. Mentor and coach subordinates to develop the team s capabilities d. Take overall responsibility for identification of training needs and completion of mandatory training programs/ certifications for self and team members. Any other additional responsibility could be assigned to the role holder from time to time as a standalone project or regular work. The same would be suitably represented in the primary responsibilities and agreed between the incumbent, Reporting Manager and HR. B. Key Interactions External Interactions a. Candidates Internal Interactions a. Hiring managers b. Fulfilment team c. Sourcing team C. Performance Metrics 1. Key Result Areas (KRAs) a. Fulfilment as per SLA 1. Key Performance Indicators (KPIs) a. Selection to onboarding TAT b. Supply updates to Demand Key Result Areas (KRAs) a. Conversion and Risk Management Key Performance Indicators (KPIs) a. Offer to Joining Ratio Key Result Areas (KRAs) a. Adherence to compensation guidelines Key Performance Indicators (KPIs) a. Adherence to planned compensation grid Key Result Areas (KRAs) a. Employer Branding Key Performance Indicators (KPIs) a. Candidate Experience basis feedback Key Result Areas (KRAs) a. Employer Branding Key Performance Indicators (KPIs)

Job Posted By

Divya Lakshman
Lead - Corporate Talent Acquisition

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