Team Member - Talent Staffing

Role:

Manage End to End employee life cycle and talent acquisition activities.

Manage the entire employee management and employee development activities for the business unit. This includes Business HR, Special Projects and HR Operations.

Key challenges for the role:

Quality of Hire: Considering volume and scale, it becomes imperative that we are able attractive prospective candidates as a preferred employer, identify and spot the right candidates with the cultural fitment to the organization, and hire them. Building a future ready organization, by hiring for potential is important.

Collaboration: Facilitating and creating HR systems and processes to build and leverage synergy across businesses and functions is challenging as all business operate under different life stages, with their industry realities and priorities being different.

Process Streamlining: Its imperative to ensure the right yard stick is used to manage policies and processes across units, thus a need for a strong governance mechanism. This needs to be managed at each stage of process execution and is a big challenge.

Environment: Volatile, competitive and disruptive environment requiring nimble planning and constant touch with internal as well as outside world. Ensuring seamless and uniform implementation of HR strategies in diverse set of employees is challenging

Key Result Areas

1) Talent Acquisition:

• Sourcing and creating a pipeline of talent across corporate functions in line with demand forecast from SWP.
• Liasoning with business units to understand their requirement in terms of quality and forecasts of manpower, aiming at building a continuous talent pipeline for different functions and roles fungible across units
• Policy Governance and Process Adherence to check and ensure that hiring is as per business policies, analyzing quality of hiring, competency mapping etc
• Vendor Empanelment and Engagement with the objective to strengthen employer brand, align expectations to optimise hiring process and candidate experience.

2) Analytics:

• Analyse data related to hiring across ATS and other platforms to assess quality of hiring
• Propose changes to process/policies basis data based insights
• Collect, analyze, and interpret data to identify trends and areas for improvement.
• Collaborate with multiple stakeholders to meet data requirements from central or group teams

3) Projects:

• Lead central-level HR projects, ensuring they align with organizational goals and are completed on time.
• Develop detailed project plans, timelines, and budgets.
• Coordinate across HR teams, cross functional departments, and stakeholders.
• Monitor project progress, track milestones, and ensure timely deliverables.