Key Responsibilities
1. Recruitment Strategy & Planning
- Develop and implement a comprehensive recruitment strategy aligned with business growth, hotel expansion, and manpower planning.
- Forecast manpower requirements for all hotels and corporate functions in collaboration with business heads and HRBP teams.
- Create and maintain recruitment dashboards, hiring plans, and monthly/quarterly hiring targets.
2. Talent Acquisition Operations
- Lead the end-to-end recruitment process across all levels—leadership, management, operational, seasonal, and pre-opening hiring.
- Ensure all hiring processes adhere to approved HR policies, organizational structures, and workforce budgets.
- Oversee job postings, candidate screening, competency-based interviews, assessments, and negotiation.
- Establish SLAs for recruitment cycle time and ensure timely closures for all critical positions.
3. Leadership Hiring
- Drive senior-level recruitment including GMs, CXOs, HODs, and specialized hospitality roles.
- Build long-term talent pipelines and maintain succession-ready talent pools.
- Liaise with top-tier institutes, hospitality schools, and industry networks.
4. Team Leadership & Capability Building
- Lead and mentor the recruitment team to ensure high performance, process discipline, and consistent delivery.
- Conduct training for hiring managers on interview skills, selection standards, and behavioral assessments.
- Implement accountability metrics and performance review mechanisms for recruitment staff.
5. Vendor & External Partner Management
- Manage relationships with recruitment agencies, consultants, and campus partners.
- Evaluate performance of external partners and negotiate commercial terms as required.
- Ensure compliance with service-level expectations and optimize recruitment costs.
6. Employer Branding
- Strengthen the employer brand through digital platforms, recruitment campaigns, and social media initiatives.
- Drive presence at career fairs, hospitality institute engagements, and industry forums.
- Ensure consistent communication of the brand value proposition to potential candidates.
7. Compliance & Governance
- Ensure all recruitment processes adhere to company policies, HR SOPs, and statutory norms.
- Drive documentation accuracy including interview evaluation forms, approval notes, offer letters, and onboarding files.
- Ensure strict adherence to manpower approval workflows and cost controls.
8. Reporting & Analytics
- Generate recruitment MIS reports, attrition analysis, manpower gap reports, and hiring status updates for management review.
- Use data analytics to identify hiring trends, process bottlenecks, and improvement opportunities.
9. Stakeholder Management
- Partner with Operations Heads, Unit HR Managers, and Corporate HR for manpower planning and hiring decisions.
- Provide strategic hiring guidance to business leaders and maintain transparent communication on hiring progress.
