Talent Acquisition Lead (AM/Manager)

• Designation: Talent Acquisition Lead (AM/Manager)
• Department: Human Resources
• Reporting to: Senior Manager/AVP - HR
• Location: Mahape, Navi Mumbai
• Educational Qualification: Grad or MBA/PGDM- HR (Preferred)
• Work Experience (yrs.): 6-9 Years
• Fixed annual CTC: 9-12 LPA
• Variable Compensation: 1 month CTC

Purpose and Value Proposition of the Role :

Purpose of this particular role

• In a mission critical Service Organisation like ours, great people are required at all levels to enable growth. Talent Acquisition becomes a very important process for the Organisation.
• The Talent Acquisition (TA) Lead will be responsible for driving the process of identifying, attracting, and hiring top talent within the marine & oil and gas industry in a diversity of roles and functions - technical, sales, operations, accounts, service, management trainees. They will be in charge of the TA subdomain of the HR function, both in charge of certain positions themselves and responsible for the TA team.
• This role requires strong role envisioning, sourcing, interviewing, and hiring skills based on the bestselling book “WHO: The A Method of Hiring” written by Geoff Smart.
• Career Growth: This role could grow & develop into a Business Partner Role, Capability Building Role and hopefully into a HR Head Role in the future.

About Neptunus:

• Across industries, current machinery maintenance practices lead to a lot of wasted time, money, effort and resources. Neptunus’ mission is to Change the Way Maintenance is done in Industry.
• By bringing in cutting-edge technology into maintenance, we shall give our Customers higher reliability and uptime of their assets, help them contribute to environmental sustainability, save money in their operations and get higher peace of mind.
• We work in the energy sector with a focus on engines and propulsion systems in Marine, Oil & Gas, Defence, Industrial Power Plants in Asia, Middle East, Africa and Europe.

What will you get by working at Neptunus

• Be part of our Vision to be a Great Service Brand and a Fulfilling Workplace
• Great earning opportunities in terms of salaries and bonuses. If you are a higher performer, attractive wealth creation programs such as our Growth Driver Program and ESSOP programs.
• Strong benefits such as hybrid working, loan policies, family insurance, Children’s Health Fund, free mental health support and exciting reward and recognition programs.
• Opportunities to solve new challenges, learn new technologies, experience different cultures and develop yourself and grow.

Challenges of  the Role

• Aligning internal stakeholders to be able to get the right job requirements captured, meeting both today’s requirements and with an eye on the career growth of the person in the future
• Maintaining a service-orientedness and driving talent building across the Organization

Key Linkages - Whom does the person work with - internal and external:

Internal: The candidate will have access to the Senior-most Management - Directors, Head of Departments and Hiring Manager

External: Contact Points will be External Candidates, Portal Recruitment agencies, colleges and candidates  etc.

Support Available to the Role: COO, who works closely and leads the HR function currently. HR BP who is aware of the industry and talent specific to our domains.

Results and Activities

Talent Acquisition: Source, Hire and onboard A Players at Senior, Junior or mid Level position  for key positions within 30-45 days of Requisition.

• Workforce and Org Structure Planning: Partner with hiring managers to drive manpower planning, determining the staffing needs and closure of the open positions through an effective and efficient process management.
• Role creation/updation: Understand the Business; develop & maintain active job descriptions for the organization. Ensure all JDs are up-to-date and relevant. Be well versed with different Job profiles which are applicable in the organization and relate to the overall business model and process.
• Talent Acquisition: Hire high-quality talent in alignment with the annual manpower plan by implementing effective sourcing, screening, and recruitment strategies. Ensure seamless onboarding within defined timelines and business needs, following the "WHO" hiring framework. Lead both lateral and campus hiring initiatives. Manage external recruitment agencies effectively.
• Industry Trends: Stay informed on industry trends in regards to Marine, Oil & gas, Gulf market, competitor hiring strategies, and market conditions to refine and adapt recruitment approaches.

Employer Brand: Build an “Employer Brand” in the Talent Market and Drive Improvements in the Talent Acquisition Process

• Employee Communication: Ensure a seamless candidate experience by maintaining clear communication, providing timely updates, and ensuring smooth closures throughout the recruitment process.
• Talent Pipeline: Develop and maintain a robust talent pipeline by proactively identifying and engaging with high-potential candidates for future hiring needs. Proactively look for great talent even for positions that are not open. Use references and networks to source the best candidates.
• Continual Improvement: Continuously optimize recruitment processes by identifying opportunities for efficiency, streamlining operations, and enhancing hiring effectiveness.
• Monitor and drive recruitment KPIs: By leveraging data analytics and insights to support strategic decision-making and enhance business impact.
• Establish and nurture strategic talent networks: Work actively to build relationships with industry professionals, academic institutions, and recruitment agencies to strengthen sourcing capabilities.

Over Time: Get Involved in and Drive Onboarding, Employee Lifecycle Management, Performance Management, Training Need Analysis, Employee Management processes within the Org.

Who may apply for this role

• Anyone who has moved past mass recruitment to do custom hiring for specialised roles and managerial roles, and someone who has the skill and will to lead a team and own a domain.

Knowledge/Skills/Behaviors the Candidate Should Possess: Must Have (M)/ Nice to Have(N)

Knowledge and Skills (Functional and Non-Technical):

• 6-8 years of experience in sourcing strong profiles in a variety of industries, designations using knowledge of job portals, references –(M)
• 2-3 Years of experience of leading interviews for specialised roles, manager roles –(M)
• 1-2 Years of having been responsible for the work of at least 1 direct report in the role of a as a Work Supervisor/Manager –(M)
• Fluency in English Communication. Able to articulate thoughts and ideas clearly, persuade others and build relations. –(M)
• 1-2 Years of Developing or Tracking Recruitment Metrics –(N)
• Working knowledge of any Applicant Tracking System (ATS) –(N)

Behaviors/Mindsets:

• Result oriented mindset with high accountability. –(M)
• Understanding people (from skilled/semi-skilled backgrounds), making connections during interviews and reading between the lines when interviewing them –(M)
• Should be organized, process oriented with strong follow up skills –(M)