Job Title: HR Recruiter

Function: HR

Role Purpose: Plan, organize, coordinate, and supervise Talent Acquisition (Recruitment and Selection), New Hire Integration, Workforce Development activities and Managing employee separation

Experience (in years): 0 to 3 year experience in areas such as recruitment and selection, new hire integration, and on-boarding of employee

Reporting To: Assistant Manager /CHRO

Location: Corporate Office (Surat)

Education: Master’s in Human Resource Development

Role Description

Provide inputs for Annual HR Strategy, Operating Plan and Policies:

Provide inputs to Chief Human Resource Officer on talent acquisition and development needs, improvement areas and objectives

Recruitment:

• Conduct manpower planning exercise with the HR generalist in line with the business goals in the beginning of the year
• Implement recruitment strategy, to launch new initiatives to help in quick and cost effective sourcing
• Ensure timely execution of all policy and procedures related to talent acquisition
• Receive requisition for a position in terms of skills, experience, and competency from Heads of Department to execute and ensures timely execution
• Evaluate the position requirement in terms of internal/external sourcing to be used
• Attract and source applicants for each position, administer applicant intake
• Develop and maintain talent database for quick reference against vacancies
• Monitor employee referrals and processes awards for the same, if applicable
• Build strategic relationships with candidate rich institutions such as Universities, Business schools, technical colleges, to secure high quality applicants (at Trainee level) for campus recruiting
• Execute assessment approach and tools, conduct interviews, assess all candidates against competencies mapped
• Communicate outcome of interview, tests to candidates
• Prepare and extend offer letter, supports inquiries from candidates. Inform candidate about the documents that needs to be submitted prior to joining the organization

New Hire Integration:

• Confirm date of joining for new hires
• Develop and schedule new hire’s customized orientation plan, based on employment level and functional area
• Ensure relevant details of new joinee are updated in the employee database and payroll master
• Ensure that an employee code is created and assigned to new hires. In addition, ensure the company assets are assigned as per employee designation

KPI’s

• Average cycle time for recruitments of key positions - Monthly
• Attrition % of new recruits - Half-yearly
• No of new training programs conducted
• Training man-days per employee
• Number of second-line identified and developed for succession planning - Monthly
• Budgeted v/s actual cost reduction achieved through strategic HR initiatives - Quarterly

Behavioural Competencies

• Achievement Orientation
• Service Orientation
• Effective Business Communication