Assistant General Manager/Deputy General Manager - Talent Acquisition - Stainless Steel (8-20 yrs)

We have been mandated by a large conglomerate for the below mentioned role & we found your skill sets & credentials are quite aligned.

We would like to discuss further to assess your suitability as per your convenience.

About Company:

We have been mandated by a global conglomerate which is into "Stainless Steel" manufacturing business.

Position Name: AGM / DGM - TA

Location: Maharashtra

Qualification: MBA/PGDM in Human Resource Management or equivalent

Experience: 10-15 years of HR experience, with at least 5 years in a corporate/plant/manufacturing environment.

JOB PURPOSE:

The incumbent will be responsible for leading and managing the entire recruitment lifecycle, onboarding processes, and induction programs. This role focuses on developing and executing effective strategies to attract top talent, ensure seamless onboarding, and foster a positive employee experience from day one. The position requires strong leadership, strategic thinking, and the ability to align recruitment and onboarding processes with organizational goals.

KEY RESPONSIBILITIES:

1. Talent Acquisition:

- Develop and implement robust recruitment strategies to attract top-tier talent across all levels and functions.

- Partner with business leaders and hiring managers to understand workforce needs and forecast talent requirements.

- Manage the end-to-end recruitment lifecycle, including sourcing, screening, interviewing, selection, and offer negotiation.

- Leverage multiple recruitment channels (job portals, social media, employee referrals, recruitment agencies, etc.) to build a diverse talent pipeline.

- Drive employer branding initiatives to position the organization as an employer of choice.

- Ensure compliance with labour laws and internal policies during the hiring process.

2. Onboarding:

- Design and implement efficient onboarding processes to integrate new hires effectively into the organization.

- Collaborate with cross-functional teams (IT, Admin, HR Operations) to ensure a smooth onboarding experience.

- Create a comprehensive onboarding toolkit, including welcome kits, training schedules, and relevant documentation.

- Monitor and address any onboarding challenges or bottlenecks promptly.

3. Induction Programs:

- Develop and execute induction programs that align with organizational culture and values.

- Conduct orientation sessions to familiarize new employees with company policies, structure, and processes.

- Work closely with department heads to provide role-specific training during the induction period.

- Collect feedback from new employees on the induction experience and make necessary improvements.

4. Leadership and Team Management:

- Lead and mentor the Talent Acquisition team, ensuring high levels of motivation and performance.

- Establish KPIs and metrics to evaluate recruitment and onboarding effectiveness.

- Prepare and present regular reports on recruitment, onboarding, and induction metrics to senior management.

5. Process Optimization:

- Identify opportunities for improvement in recruitment and onboarding processes.

- Implement technology-driven solutions (e.g., Applicant Tracking Systems, onboarding software) to enhance efficiency and candidate experience.

- Stay updated on industry trends and best practices in talent acquisition and onboarding.