Job Description
he Talent Acquisition & HR Strategic Initiatives role is a key position responsible for driving campus hiring, supporting ongoing lateral recruitment, and managing several organizational programs and HR operations. The role demands a combination of operational efficiency, strong coordination skills, relationship management, and the ability to support strategic HR projects. This position not only focuses on hiring but also significantly contributes to digital initiatives, partnerships, audits, MIS, social media branding, and cross-functional collaboration to strengthen the overall HR ecosystem.
A major part of the role involves Campus Hiring Coordination, which includes planning and driving endtoend campus recruitment activities across various educational institutions. This involves establishing strong relationships with placement officers, faculty coordinators, and student representatives to build a robust talent pipeline for the organization. The individual must ensure seamless execution of all campusrelated processes, including preplacement talks, assessments, interviews, result communication, offer rollouts, and joining formalities. An important responsibility is evaluating campus performance, analyzing historical data, and recommending improvements to enhance the quality of hires and campus engagement. Along with this, the role also involves handling logistics, travel coordination (if required), and ensuring alignment between academic institutions and internal stakeholders.
In addition to campus hiring, the role requires managing Digital Initiatives within the hiring and HR ecosystem. This includes supporting various technologydriven projects aimed at improving recruitment efficiency, reducing manual work, and increasing transparency in hiring processes. The individual collaborates with internal teams such as IT and HR Systems to implement hiring tools, applicant tracking systems, automation workflows, and dashboards. Digital initiatives may also involve designing forms, improving candidate communication channels, implementing innovative sourcing tools, and enhancing the digital hiring experience for a wider audience. The focus is on enabling digital transformation in HR and aligning recruitment processes with evolving business needs.
Another crucial component of the role is managing and expanding Strategic Partnerships. The individual acts as a representative of the organization in external forums, establishing partnerships with colleges, skill development institutions, training academies, and industry networks. These partnerships help strengthen the company's talent pipeline, brand presence, and longterm workforce planning. The role includes evaluating potential partnerships, coordinating MOUs, engaging with external stakeholders, and representing the organization at job fairs, summits, and student interactions. Strong interpersonal and networking abilities are essential to build credibility and maintain productive collaborations.
In terms of reporting and internal monitoring, the individual is responsible for MIS & Reporting, ensuring that recruitment data is accurately recorded, maintained, and analyzed. This includes generating dashboards, tracking recruitment metrics, monitoring hiring funnels, and highlighting gaps or opportunities to improve recruitment performance. The role requires proficiency in Excel or data tools to prepare periodic reports for leadership reviews. MIS insights help stakeholders understand hiring trends, workforce readiness, and the performance of various hiring channels including campus, lateral, internships, and referrals.
Compliance plays a significant role in HR operations, and therefore, the individual supports Audit & Compliance Activities. This includes maintaining documentation required for audits, ensuring recruitment processes adhere to company guidelines, preparing records for internal or external audit teams, and identifying compliance gaps. Understanding hiring policies, background verification protocols, and documentation requirements is essential to maintain organizational integrity and ensure audit preparedness throughout the year.
The position also contributes to brand building through Social Media Representation. This involves coordinating with employer branding or communications teams to promote hiring activities, achievements, employee stories, and campus events on platforms such as LinkedIn, Instagram, or internal communication channels. The individual may support content creation, event promotion, and visual storytelling to boost the organization's visibility among potential candidates. Social media presence enhances the company's brand value and helps attract quality talent from diverse backgrounds.
Beyond hiring responsibilities, the role frequently contributes to broader HR Initiatives and Organizational Programs. This includes supporting cultural programs, engagement events, HR transformation projects, policy rollouts, and capability development activities. The individual may also take part in special committees, initiatives, or innovation projects aligned with HR goals. Strong collaboration, flexibility, and a proactive mindset are required to handle these responsibilities effectively.
A key operational area under this role is CrossFunctional Support, where the individual collaborates with departments such as Operations, Admin, Finance, and IT for smooth execution of hiring and onboarding processes. Coordination may involve arranging IT assets, ensuring workspace readiness, handling pre-onboarding queries, supporting payroll or documentation, and aligning with various stakeholders to meet organizational goals. This cross-functional engagement ensures new hires have a seamless transition into the organization.
Additionally, the role includes managing IPT (Internship / Industrial Training Program) Management. This involves coordinating internship cycles, allotting mentors, tracking intern progress, organizing feedback sessions, and assisting with project submissions. The individual ensures that interns receive a structured and valueadding experience, which may lead to strong potential for future hiring.
The role is also responsible for executing Parichay (Induction & Orientation Program). This includes preparing induction schedules, coordinating with trainers, organizing sessions, collecting required documents, and ensuring a smooth onboarding experience for new employees. A wellexecuted induction plays a significant role in shaping employee perception and integrating them into the organizational culture.
A critical component of HR operations managed in this role is BGV (Background Verification). The individual ensures that all new hires undergo verification checks as per company policy. Responsibilities include coordinating with verification vendors, tracking status updates, resolving discrepancies, and ensuring timely closure of BGV cases to maintain compliance.
Lastly, the position supports Ongoing Lateral Hiring by coordinating interview schedules, sourcing profiles (if required), screening candidates, and maintaining pipelines for critical roles. The individual works closely with hiring managers to understand requirements, provide regular updates, and ensure a positive candidate experience throughout the recruitment cycle.
