An Insurance Broker is seeking highly ambitious and energetic candidates from the technology world. Helping to drive business specific HR strategies and interventions in line with the business goals and objectives to leverage human capital to achieve competitive advantage for technology-based businesses and platforms.

Essential to have- Recruitment experience in Insurance Domain

Talent Planning & Acquisition

• Manage headcount planning and approvals for business team. Partner with business team to confirm and adjust monthly and quarterly requirements.

• Partner with the business to create business cases for the long- and short-term workforce needs of the business.

• Build market intelligence and understand trends to build on future capabilities within the team. Guide business leaders with latest hiring trends and practices.

• Partner with the business to understand their talent requirements, business model, and develop talent pipelines to source best in class candidates.

• Effectively manage and monitor end-to-end recruitment activities, including reference checking and the offer process etc.

• Responsible for hiring engineering and management graduates every year from the top engineering and tech colleges.

• Conduct off-campus drives for hiring engineers.

• Help evolve, run, and evaluate selection processes including interviews, technical tests, and group discussions.

• Build relations with Training and Placement Officers and secure first interview slot for the company.

Business Partnership and Talent management

• Play a pivotal role in Talent Management ensuring capability building, while working closely with business leaders and employees to create a culture of superior performance and aligning the same to organization's goals.

• Collaborate with the leadership team on the formulation of key strategies by anticipating HR issues and solutions as appropriate also be a part of the design and implementation of policy and process.

• Oversee delivery of end-to-end employee life cycle management processes including work force planning, staffing, training, managing rewards and performance, grievance handling etc.

Talent Engagement

• Drive HR interventions aligned to business and HR strategy, designed to drive long-term performance, including effective organizational design, talent, and succession

• Establishing touch points with people through various initiatives which includes but not limited to one-one with employees, managers, and focus groups etc