Deputy General Manager - Talent Acquisition - Manufacturing/Mining Industry

Deputy General Manager - Talent Acquisition

JOB DESCRIPTION :

Position Title : Deputy General Manager - Human Resources (Talent Acquisition)

Job : DGM - HR (TA)

Sector : Manufacturing

Business / Function: MSAF - Human Resources

Department / Sub Department: Human Resources - Talent Acquisition

Job Responsibility:

Level: O Level

Location Head Office - Hyderabad

JOB PURPOSE:

Strong hold on following parameters - Talent Acquisition, Strategic planning, SLA's, Vendor Management, Networking, Team Management

ORGANISATIONAL CHART:

Head - HR

Asst Manager

Management Trainee

Asst Manager Sr Manager - TA

DGM - TA

KEY ACCOUNTABILITIES:

- Accountabilities Key Performance Indicators

- Custodian of Organization Health and ensure best workplace environment

- Responsible for end-to-end recruitment cycle for mid to senior level hires across various verticals. Additionally, overseeing the manpower requirement and working closely with TA Team in closing the open positions in the given turnaround time set by the organization

- Adhere to Recruitment SLAs, with a formal tracking process/reporting/metrics/analytics Turn Around Time

- Strategic planning, attraction, sourcing, selection, and conversion of candidates for both specific requisitions, building a diverse pipeline of highly skilled resources, effectively managing candidate relationships, and presenting MSAF as an employer of choice.

- Spearhead recruitment activities from gathering the requisitions, sourcing, screening, interviews, offers, follow up till the candidate joins.

- Interview candidates within the framework of the position specification.

Candidate Experience:

- Work with hiring managers at various locations to understand immediate and future requirements and create a strong talent pipeline for mid to senior level to satisfy current as well as future hiring needs

Hiring Manager Experience:

- Effective networking methods to reach the greatest number of potential candidates through internet sourcing, direct mailing, LinkedIn, industry leads & sources, key contacts, portals, etc. Ability to recruit passive candidates

Source Mix:

- Recommend ideas and strategies related to recruitment that will contribute to the long-range growth of the company, implement any new processes and fine tune standard processes for recruiting

- Participate in special projects/recruiting initiatives including assessment of best practices in interviewing techniques, leveraging of internal sources of talent.

- Ensure best practices and contemporary recruiting methods are deployed across the organization and focused on diversity, equity, and inclusion efforts to hire dynamic and adaptive staff

Hiring Conversions:

- Coach and develop the Talent Acquisition team in the execution of recruitment to fulfill hiring requirements, creating a timely pipeline of talent pools required to meet the current and future needs of the organization

Team Management:

- Review and, when necessary, redesign recruitment processes/tools such as job descriptions, interviewing guidelines, candidate assessment forms, reference checks, background checks, competency testing, offer letters, employment templates and recruitment dashboards Process Improvement

SKILLS AND KNOWLEDGE:

Educational Qualifications

- Graduate / Engineer and/or MBA in HR from a good Business school with a consistently good academic track record

- Exposure to manufacturing industry.

- Talent Acquisition for CXO, Senior leadership levels would be good

- 15+years of experience in Talent Acquisition is desirable

Competencies:

Technical competencies:

- Candidates should have a rich work experience in Talent Acquisition

- Strong understanding of local/regional laws and procedures related to Recruitment.

- Proven ability to work creatively and analytically in a problem-solving environment.

- Strong professional presence and ability to work effectively with senior business leaders to influence and make significant decisions.

- Experience with developing and executing strategies to build a diverse workforce.

- Ability to adapt communication style to the style of others, developing rapport and staying calm under pressure.

Behavioral Competencies:

- Assertive individual who can work under his / her own direction towards agreed targets/goals and with creative approach to work

- Ability to manage change with proven time management skills

- Good interpersonal and team-management skills

- Sound knowledge of labour regulations

- Ability to develop and maintain long-term strategic relationships with candidates as well as with internal teams and external partners

- Good experience in mentoring the team to achieve the desired results

VALUES:

- Customer Centricity

- Result Orientation

- Entrepreneurship

- Empathy

- Integrity

- Humility

- Sustainability