Responsibilities:
1. Business Understanding:
- Strong grasp of company vision, mission, and business priorities.
- Aligns hiring strategy with current and future organizational goals.
- Understands industry trends, competitive talent landscape, and emerging skills demand.
- Translates business growth plans into workforce and talent requirements.
2. Role Understanding & Clarity:
- Builds deep understanding of each roles purpose, outcomes, and success factors.
- Differentiates between must-have skills, good-to-have skills, and trainable attributes.
- Establishes structured, consistent JD frameworks across functions.
3. Mentor Hiring Managers to Arrive at Role Clarity:
- Facilitates discussions with managers to sharpen role expectations.
- Guides managers in defining competencies, behavioral traits, and success metrics.
- Ensures realistic alignment between business needs and talent market availability.
4. Ability to Conduct Interviews with Right Questioning Technique:
- Proficient in structured interviewing techniques (behavioral, situational, technical).
- Crafts probing questions that reveal depth of skills and cultural fit.
- Balances technical, behavioral, and value-based assessment.
5. Competency-Based Interviewing:
- Designs and implements competency frameworks for various roles.
- Trains managers and recruiters on structured, unbiased competency evaluation.
- Ensures interview assessments are evidence-based, not subjective.
6. Mentor the Recruitment Team and Allocate Positions Fairly:
- Acts as coach and guide for recruiters to enhance sourcing and interviewing capability.
- Ensures equitable distribution of requisitions, balancing workload and complexity.
- Builds succession readiness within the TA team.
7. Makes Effective Dashboards:
- Develops clear, actionable dashboards for TA performance and hiring metrics.
- Tracks KPIs like TAT, cost per hire, quality of hire, diversity metrics, and pipeline health.
- Uses dashboards for data-driven decision-making and leadership reporting.
8. Experience in Optimizing ATS:
- Proficient in configuring and customizing ATS workflows for efficiency.
- Improves candidate and recruiter experience through better automation, integrations, and reporting.
- Leverages ATS analytics to track sourcing effectiveness, bottlenecks, and recruiter productivity.
- Trains team members and hiring managers to maximize ATS adoption and usage.
9. High EQ:
- Demonstrates empathy and strong relationship management with candidates, managers, and recruiters.
- Handles conflicts with balance and fairness.
- Builds trust and credibility across business units.
10. Represents the Head HR in All TA Meetings with BUs:
- Acts as an ambassador of HR leadership in talent discussions.
- Provides business units with confidence in TA capability and delivery.
- Escalates issues thoughtfully while also suggesting solutions.
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