Talent Acquisition - Executive

Job description

Position Name Talent Acquisition – Human Resource Position Details Current position holder (Name) Division Talent Acquisition Location Sambalpur Department HR Reports to Date No. of positions 1 Purpose - Why does this role exist? • Drive the end-to-end recruitment lifecycle to meet organizational talent needs. • Source diverse talent through multiple channels and platforms. • Manage recruitment vendors to ensure SLA adherence and cost-effective hiring. • Ensure quality and compliance of recruitment documentation and background checks. • Monitor and improve recruitment performance metrics and ensure vendor accountability. • Adhere to safety standards and compliance. S Critical Tasks • Strategy • Define sourcing strategies by aligning with approved recruitment partners and ensuring SLA-based delivery. • Align recruitment activities with the workforce planning and business priorities. • Participate in manpower forecasting and support long-term talent pipeline development. • Execution • Manage end-to-end recruitment activities including job posting, coordination, final selection, and offer rollout. • Ensure timely vendor communication, resolution of queries, and escalation handling. • Supervise background verification (BGV) processes and ensure completion prior to onboarding • Continuously improve recruitment processes to enhance efficiency and reduce turnaround times. • Governance • Maintain compliance with hiring protocols, documentation, and internal recruitment policies. • Track recruitment cycle time, selection ratios, and vendor TAT adherence. • Ensure audit readiness with complete recruitment documentation for all hires. • People • Act as a liaison between internal stakeholders and recruitment vendors to ensure hiring expectations are met. • Collaborate with hiring managers to understand hiring needs and expectations. • Handle vendor queries and escalate issues as needed to ensure timely closure. • Maintain a positive candidate and stakeholder experience throughout the recruitment process. • Provide timely updates and feedback to vendors for continuous improvement. • Conduct training sessions for vendors and internal users on recruitment process changes, if required. • Technology • Leverage recruitment tracking systems (ATS) and HRMS tools to monitor candidate progress and generate reports. • Digitize BGV and documentation processes to reduce manual errors and improve cycle time. Required Required Educational Background and Work Experience Educational Background: Master/ Bachelor’s degree business administration, Human Resource , or a related field. Advanced degree preferred. Work Experience: 7-12 years work experience in the related field.