Reporting To - CHRO Focus on WIGS : Revenue, Profitability, Process & Culture - To design, implement and drive the talent acquisition strategy for Cement, Corporate, RMX Projects and RMX- Commercial Project (critical roles). - To support hiring needs utilizing appropriate sourcing channels within stipulated timelines. - Effectively manage the stakeholders (internal and external) as well as vendors/ recruitment partners. - Lead the campus recruitment drives PAN India across Product Lines. - Streamline overall TA process & ensure roll out of uniform hiring processes/tools across all locations & businesses. - Focus on the strategic branding initiatives directed towards recruitment. - Drive changes to recruitment strategy based on results and objectives. - Continuously assess and improve the hiring process. - Ensure operational effectiveness along with process efficiency. - Supporting the business heads and HRBPs to formulate and implement recruitment strategy. - Leading the Cement (For plants- AGM and above), Corporate (All PLs across levels), Sales, RMX - Projects and MBM, and RMX- Commercial Project critical roles recruitment process. - Research, understand, and profile various talent pools; map their recruitment behavior; and drive recruitment campaigns accordingly. - Identify and utilize new recruitment channels (e.g., social media sites); assess impact; and incorporate changes to current recruitment channels. - Lead strategic branding initiatives directed towards recruitment- Online brand presence on social and professional media, revamping our career site, news flash - Drive and conduct Campus Recruitment Drives across various institutes in the country based on business needs. (GET/ DET Hiring) - Stakeholder Management - Candidate Management - Pre-boarding, On-boarding and Induction. - Vendor Management. - MIS/ Reporting and Dashboard - Ensure diversity in gender, experience, education & industry. - Streamline overall TA process & ensure roll out of uniform hiring processes/tools across all locations & businesses - Managing the agency selection, sign up and assessment model - Develop sourcing capability to attract and hire from other sector. Improve strategic sourcing capability: hire through high retention and cost effective channels. - JD standardization and Validation. - Managing branding of KHOJ (Employee Referral program) and IJP launch program (Internal hiring). - Profile existing workforce for trends in recruitment and retention; synthesize results and present analyses to relevant stakeholders. - Use workforce analytics data to improve hiring and retention processes. - Drive changes to recruitment strategy based on results and objectives. - Continuously assess and improve the hiring process Safety: - Stabilize the H&S organization with proper Talent Hiring- Hire new entrants with H&S as one of the key competency to be seen. - Participate in Safety Audit. - Co-ordinate and Participate in safety month. - Re-emphasize safety culture- Walk the Talk. Operations: - Achieving the hiring targets for different product line (expansion/ replacement) within defined TAT in consultation with business partners. - Achieving the hiring targets for Management Trainees/ GETs/ DETs across PLs from reputed institutes. - Achieving 100% ratings in hiring manager and candidate satisfaction survey feedbacks. - Ensure diversity in gender, experience, education and industry. - Timely MIS/ updates and reporting. - Ensuring operational effectiveness along with process efficiency. Strategy/ Process Improvement/ Cost: - Finalize and launch various TA processes/ policies like IJP/Manpower Requisition Process/ Hiring for differently abled people/ Recruitment and Selection process/ On-boarding process and ensure roll out of these processes across locations and business. - Design and implementation of agency sign-up and evaluation matrix. - Improve strategic sourcing capability-Hire through high retention and cost effective channels, control on consultants and achieving sourcing savings. - Effective control on new positions hiring. - Develop sourcing capability to attract and hire from other sector - Leading the strategic branding initiatives directed towards recruitment. - Continuously assess and improve the hiring process. People Development: - Managing the reportee (Permanent/ Third Party) under her responsibility: define the objectives, carry out performance reviews and esnure motivation and develop skills. - To identify and recommend suitable training programmes for team members. - To ensure growth and development of self and team.

Mumbai

Head - Talent Acquisition 

Head - Talent Acquisition  ,Job Description for Head - Talent Acquisition  in Hector & Streak in  Mumbai for (12-16) years of experience. Apply Now!

Job Description for Head - Talent Acquisition  in Hector & Streak in  Mumbai for (12-16) years of experience. Apply Now!