Executive Summary
We are seeking a seasoned
HR Manager to serve as the chief architect of our talent growth. This role demands a high-level specialist whose
primary expertise and maximum attention are dedicated to Talent Acquisition. You will lead the end-to-end recruitment lifecycle for mission-critical roles while providing high-level oversight to essential HR administrative functions.
Core Responsibilities
I. Strategic Talent Acquisition (Primary Mandate)
- Workforce Architecture: Partner with Executive Management to translate business goals into a comprehensive hiring roadmap.
- Specialized Sourcing: Deploy advanced headhunting techniques and leverage professional networks to secure passive high-impact talent.
- Full-Cycle Execution: Own the recruitment journey from initial intake and sophisticated screening to complex salary negotiations and offer closures.
- Employer Brand Value: Enhance the organization's market reputation to attract top-tier candidates in a competitive landscape.
- Data-Driven Insights: Utilize recruitment analytics and MIS to optimize the hiring funnel and provide executive-level reporting on talent trends.
- Stakeholder Advisory: Act as a strategic consultant to department heads, providing market intelligence and guidance on talent availability.
II. Human Resources Management (Core Support)
- Operational Oversight: Ensure a professional and seamless transition from candidate to employee through structured onboarding.
- Compliance & Governance: Oversee HR documentation, statutory compliance, and adherence to labor laws.
- Employee Relations: Provide senior-level guidance on performance management, grievance handling, and policy interpretation.
- Administrative Synergy: Maintain high-level supervision over payroll inputs, attendance monitoring, and essential HR audits.
Professional Qualifications
- Expertise: A minimum of 10 years of progressive experience, with a proven track record of excellence in Talent Acquisition.
- Education: MBA or PGDM in Human Resources or a related field.
- Leadership: Exceptional negotiation skills and the ability to manage high-level stakeholder relationships with poise.
- Systems: Proficiency in advanced ATS (Applicant Tracking Systems) and professional networking platforms.
Key Success Indicators
- Quality of Hire: High retention and performance ratings of new hires within their first year.
- Process Efficiency: Adherence to optimized Time-to-Fill (TTF) targets.
- Conversion Excellence: Maintaining a superior Offer-to-Joining ratio.
- Financial Stewardship: Strategic optimization of Cost-per-Hire.
