Sr. Team Member - Talent Acquisition (Corporate Functions)

Division

Department

Sub Department 1

Job Purpose

• Develop, establish and drive talent acquisition strategy for business by building a high-quality talent pipeline to enable the business growth and strategy implementation. Ensuring a good employer brand visibility in all arenas of work through effective brand positioning.

Key Accountabilities (1/6)

Responsible for creating, managing and developing HR processes for Talent Acquisition from COE perspective

• Working closely with stakeholders across all LOBs and HRBP’s to cater to the unique talent requirements.
• Proper governance mechanisms to be institutionalised

Key Accountabilities (2/6)

Responsible for developing recruitment strategies for corporate functions hiring streamlining the existing recruitment process/systems

• Developing and executing detailed hiring strategies for (including social media) attracting talent with top-notch skills and the right personality
• Monitor a resource plan for the year in consultation with all lines of business to ensure resource optimization.
• Develop process and systems for developing a readily available candidate pipeline.
• Analyse gaps in existing TA Process and systems to enhance and strengthen the usability in close partnership with HR Technology and HRBPs

Key Accountabilities (3/6)

Manage and monitor sourcing strategy and manage recruitment costs and efficiency

• Preparing sourcing strategies
• Monitor effective usage of various tools for sourcing-LinkedIn, Networking, headhunting, portals like naukri etc.
• Using channels like IJP for internal talent pool
• External sources of hiring like agencies /consultants
• Using psychometric tools for hiring to ensure cultural adaptability and key competencies

Key Accountabilities (4/6)

Designing of metrics, processes, and tools to measure and continuously improve the efficiency of recruitment

• Measuring TAT
• Hiring savings
• Actual vs budgeted cost
• TA Dashboards & SOP’s

Key Accountabilities (5/6)

Responsible for strengthening the onboarding process and quality of hiring.

• Standardization and continuous improvement of onboarding process to enable one Cipla onboarding experience to new Joinee.
• Digitization of onboarding process and new hire feedback (30-60-90)
• Conduct ad-hoc catch-up sessions with recent hires to gather feedback and identify ways to improve the quality of hiring

Key Accountabilities (6/6)

Support Global Leadership Hiring

• Support in house capability on:

• Market research / talent mapping for global leadership roles
• Sourcing & Screening of leadership talent
• Research on latest trends, benchmarks, and practices in recruitment.
• Pre & post candidate engagement with an objective of higher success rate on offer acceptance & joining

Major Challenges

Key Interactions (1/2)

Stakeholders across LOB’s, HRBP’s Compensation team, legal team, HR CoE’s, Corporate Communication, Admin

Key Interactions (2/2)

Search firms, Vendors, Campus and Institutions, Industry experts, HR Network and Candidates

Dimensions (1/2)

Dimensions (2/2)

Key Decisions (1/2)

Sourcing strategies

Negotiations within budget

Key Decisions (2/2)

Use of external vendors for sourcing

Terms of engagement of external vendors for hiring

Education Qualification

MBA or Postgraduate in HR from a premier MBA university/institute

Relevant Work Experience

6+ years of HR experience with at least 4 years exposure in Talent acquisition, Talent Management, L&D and Employee Engagement preferred