Senior Manager - Talent Acquisition

Role & responsibilities

Key Responsibilities of Role Strategic Roles and Responsibilities 

• Provide insights to define the philosophy, strategy, road map and goals for the Talent Acquisition function aligned with the overall HR strategy and business growth plans; Devise and implement a robust communication plan for the same 
• Basis prescribed guidelines, generate and finalize BU talent acquisition budgets in consultation with the  TA Head and HR Head
• Ensure adherence to budgets at the BU level while sourcing candidates; Address budget overruns if any

   Organizational Sustainability Branding

• Participate in periodic governance councils to share talent acquisition insights and best practices; Implement action plans to improve the candidates experience
• Help analyze employee motivation drivers and provide TA Head with Services specific talent insights to propose a unique, relevant and compelling EVP to position Adani as an employer of choice overall and in the relevant talent marketplace
• Contribute to creation of campus branding strategy: campus categorization, number of hires, etc. across applicable geographies
• Responsible for creation of campus engagement calendar and ensure campus activities are conducted timely 

  Talent Acquisition  

• Contribute to creation of Talent Acquisition SOPs encompassing step by step procedures to be followed, tools and templates to be used, desired TAT for different roles aligned to the Talent Acquisition strategy
• Provide inputs to the HR Head and TA Head on the effectiveness and appropriateness of varied selection instruments for periodic review and upgradation
• Communicate and educate businesses stakeholders regarding the set SOP to drive uniformity across the business
• Undertake requisite steps to ensure that Business Managers are well equipped and trained to play their part during the whole TA process   
• Ensure adherence of Corporate Services to established protocols to ensure effective functioning of set processes 

   Talent Acquisition Process

Sourcing and Screening (For AVP & Below) 

• Responsible for evaluating internal candidates efficiently for upcoming opportunities as per the set IJP policy before exploring outside the organization
• Monitor the use, cost and effectiveness of diverse channels like social media, job boards, vendors, agencies to source candidates for open positions
• Manage a robust employee referral program as per the set guidelines
• Monitor documentation of applicant data, analysis and matching of applicant profiles for interviews
• Oversee the initial screening process, preliminary interviews and assessment tools used to shortlist candidates
• Conduct diagnostic tests for skill and competency fitment of shortlisted candidates 
• Provide timely feedback to candidates about their candidature status (Shortlisting/ Hold/ Not suitable) to close the loop 
• Manage and maintain talent bank of applicant data for future recruitment efforts

Pre-joining procedures (For SVP & Below)

• Solicit all relevant documents and ensure thorough reference checks are conducted for evaluating the prospective employees and feedback is well documented on HRIS 
• Liaise with the hiring managers & compensation team for determining the compensation fitment of the selected candidates
• Conduct negotiations pertaining to salary/ joining terms and conditions with shortlisted candidates and generate provisional offer letter; Provide relevant and timely information to address all queries pertaining to talent acquisition that the prospects may have
• Ascertain that pre-placement verifications, medical and background checks are duly conducted for the candidates
• Prepare and seek candidates approval on the offer letter
• Monitor employee joining formalities: employee ID creation and employee details captured in HRIS

  Onboarding & Induction 

• Maintain an on-going and active interaction with the new hire at the Corporate Services level to provide company updates and monitor joining schedule of the candidate
• Organize and ascertain all admin and IT related provisions are made for the candidate (guest house, workstation, IT assets, welcome kit, assignment of 'Sahyogi', ID card, Induction schedule, etc.) to ensure smooth transition to the company 
• Ascertain effective induction is conducted for the new hires at the Services level to help them understand the company, facilities, benefits, etc. better and solicit timely feedback on the induction program to further improve the same 
• Basis probation policy guidelines collate feedback on the new hire at the Corporate Services level and provide due confirmation to the candidate

  Partner Selection & Management 

• Evaluate, shortlist and empanel partners and conduct strategic negotiations with them  
• Track partner performance and conduct timely reviews to ensure quality, timelines and budgetary considerations; Address instances of non-performance
• Cultivate strategic relationships with partners and effectively leverage them for value additions to Adani 

   HR Technology  & Analytics 

• Operate and manage suite of talent acquisition technology products for the business in adherence to Group guidelines
• Analyze varied talent acquisition metrics and stay abreast with the new trends, latest technologies, advanced selection tools to improve the overall recruitment process and enhance candidate experience
• Devise and implement practices to ensure system usage for workflow, analysis, and reporting; Determine controls to assure data accuracy in the system
• Support Group and Business in the digitization process in collaboration with relevant partners to design and implement solution for upgradation

Preferred candidate profile

Educational Qualification:

• Mater's degree , Higher degree in relevant HR field is preferable

Experiences:

• Minimum 15 years of work experience with minimum 3 years in a similar role in at least two units/ organizations; Active experience managing a direct team of 3-5 members
• Hands-on experience with full cycle recruiting using various interview techniques and evaluation methods
• Extensive experience with varied sourcing channels like social media, resume databases and professional networks
• Active experience with employer branding techniques as well as implementing competency frameworks in recruitment and selection