Talent Acquisition & HR Operations Role - FMCG (8-10 yrs)

1. Recruitment and Onboarding:

- Manage the end-to-end recruitment process, including sourcing, interviewing, and hiring.

- Drive onboarding and orientation programs for new employees. Develop and implement recruitment strategies to attract top talent.

- Create Recruitment Dashboards and provide analysis

2. Talent Sourcing and Pipeline Management

- Proactively source, identify, and engage passive and active candidates through various channels, including online job boards, professional networks, and referrals.

- Build and maintain a robust talent pipeline to ensure a steady flow of qualified candidates for current and future needs.

- Leverage innovative sourcing techniques and tools to stay ahead of industry trends and competitor activity.

3. Candidate Assessment & Selection:

- Implement effective candidate assessment methodologies, including interviews, assessments, and reference checks, to evaluate candidates' skills, experience, and cultural fit.

- Collaborate with hiring managers to define job requirements and develop job descriptions that attract top talent. Ensure a positive candidate experience throughout the recruitment process, from application to onboarding.

4. Payroll, Compensation and Benefits: - Administer Payroll, compensation programs, including salary reviews and incentive schemes. - Oversee employee benefits programs, including health insurance, retirement plans, and wellness initiatives. Ensure compliance with compensation laws and regulations.

5. HR Policies and Compliance: - Develop, review, update and implement HR policies and procedures in line with labor laws and best practices. - Manage end-to-end HR processes, ensuring seamless onboarding, employee lifecycle management, and smooth offboarding. - Ensure strict compliance with labor laws, statutory requirements, and internal policies. Conduct HR audits to ensure compliance and recommend improvements.

6. Stakeholder Management and Collaboration - Build strong relationships with hiring managers, senior leadership, and cross-functional teams to understand talent needs and align recruitment efforts with business objectives. - Provide guidance and support to hiring managers throughout the recruitment process, including interviewing techniques, candidate evaluation, and offer negotiation.

7. Performance Management & Employee Engagement . - Create Goal setting by ensuring Individual KRA & KPI for all employees and monitoring of Performance Management System. Ensure timely completion of evaluations. Provide guidance and training to managers and employees on performance improvement plans - Gather and analyze employee feedback through surveys or one-on-one interviews. Formulate a Engagement calendar & ensure engagement activities periodically for the employees to increase employee satisfaction and productivity.

8. Vendor Management - Identify, evaluate, and manage vendor partnerships, including recruitment agencies, job boards, and technology providers, to augment internal efforts. - Negotiate contracts and service agreements with vendors to ensure cost-effective and high-quality services. - Monitor vendor performance and track key metrics to assess the effectiveness of vendor partnerships and make data-driven decisions.

9. Employee Relations: - Serve as a point of contact for employees regarding HR policies, benefits, and conflict resolution. - Promote a positive working environment and culture that aligns with company values. Handle employee grievances and assist in resolving conflicts. 10. HRIS Implementation, Reporting and Analytics:

- Ensure implementation of HRIS .Maintain accurate HR records and generate reports on employee metrics (turnover, headcount, etc.). - Provide data-driven insights and recommendations to senior management. - Track key HR performance indicators (KPIs) and report on HR department effectiveness.