HR Associate- Talent Acquisition

Job Description

Job Role: Team Member - Talent Acquisition

SECTION I: BASIC INFORMATION ABOUT THE JOB ROLE

Job Role Variant: Team Member - Talent Acquisition

Manager Job Position: Team Lead - Talent Acquisition

Job Position ID

Value Stream: People, Culture & Infrastructure

Job Family: Human Resources

Sub-Job Family: Talent Acquisition

Grade/Level

Location:

SECTION II: PURPOSE OF THE ROLE

Implement the Talent Acquisition Operating Plan across functions and businesses in areas including but not limited to leadership hiring, function resourcing and campus hiring while adhering to the hiring policies and practices within the organisation. Collaborate with internal stakeholders, including business leaders and hiring managers, to ensure seamless identification, attraction, and selection of top-tier candidates for various identified job roles to drive collective growth of RIL

SECTION III: KEY RESPONSIBILITIES AND ACCOUNTABILITIES OF THE ROLE

Responsibilities

Recruitment & On-boarding

• Support hiring intake sessions with Hiring Managers to gather additional information related to the position
• Execute end to end recruitment cycle for hiring, including candidate sourcing, candidate assessment, selection, offer generation, pre onboarding and onboarding as per agreed SLAs.
• Act as the primary point of contact for hiring managers, establishing strong working relationships to understand their recruitment needs and preferences, job requirements, including necessary skills, experience, and qualifications, ensuring alignment between talent acquisition strategy and business goals
• Document comprehensive candidate assessments, including interview feedback, skills evaluations, and strengths/areas for development, ensuring consistency and accuracy in capturing information
• Collaborate with respective team for background verification and pre-employment medical examination of candidates
• Maintain open lines of communication with candidates, providing timely updates on their application status and addressing any questions or concerns thereby ensuring positive candidate experience at all stages of hiring
• Support in interventions focusing on diversity hiring based on organization's commitment to diversity and inclusion agenda
• Manage the internal mobility process and Implement recommendations If any to Increase process efficiency
• Conduct appropriate documentation aligned with compliance requirements during the all stages of candidate assessment for future reference and audit
• Ensure compliance for interventions for Capability Development of Hiring Managers on candidate assessment
  
  

Employer Branding

• Support with employer branding, candidate communication and engagement in order to establish a holistic brand experience and measurable impact on Reliance position as an employer of choice
• Support in implementation and execution of positive and engaging Candidate Experience interventions in order to help potential candidate understand the organization, while evaluating their fit for the role
• Execute employer branding and hiring interventions focused on diversity and inclusion in hiring in order to reflect organization's commitment to diversity and inclusion
  
  

Policies, Processes and Procedures

• Conduct day to day activities & follow all relevant policies, processes, standard operating procedures and instructions so that work is carried out in a controlled and consistent manner
• Stay updated will leading external job market and recruitment trends in the industry to prepare competitive job offers as per R-Rewards guidelines
• Propose and implement process improvements, leveraging technology, automation, and best practices to streamline the recruitment process
• Ensure compliance with Talent Acquisition guidelines in terms of quality of the candidate, qualification and experience
• Ensure Assessment & Selection and Offer activities of the process are run well within the defined system
  
  

External Partnerships & Digitization

• Coordinate with job boards, external recruitment consultants etc. to enhance the overall hiring experience
• Implement identified measures to increase the efficiency of digitization in the hiring process
• Prepare talent acquisition metrics analysis and dashboard for regular reviews. Implement suggested action based on gathered insights
  
  

SECTION IV: SUCCESS METRICS (TOP 3-5 KPI's)

• Time to Fill
• Cost per hire
• Offer acceptance rate
• Build vs Buy
• % adherence to TA guidelines
  
  

SECTION V: OPERATING NETWORK

Internal: Business Leader, Hiring Manager, HR Partners, Extended Hiring and Onboarding Team

External: Manpower Consultants, Institutes

SECTION VI: KNOWLEDGE AND COMPETENCIES

Education Qualifications

• MBA / Post-Graduation in Human Resource Management or equivalent
  
  

Experience (Must Have & Good To Have)

• 0-5 years of experience in Talent Acquisition
  
  

Functional / Behavioural Competencies Required To Execute The Role

Functional Competencies

• Understanding of TAG solutions and best practices in recruitment
• Recruitment Process Management
• Recruitment Strategy Development
• Stakeholder Management & Candidate Relationship Management
• Knowledge & Understanding of Recruitment Technology and Digitization
• Knowledge & Understanding of Employer Branding and Recruitment Marketing skills
• Data-Driven Decision Making
• Negotiation Skills
  
  

Behavioral Competencies

SECTION VII: CAREER MOVEMENTS

Feeder Roles: NA

Possible Next Role Movement: Sr. Team Member - Talent Acquisition, Sr. Team Member - L & D, Sr. Team Member PC&I - Business Partner, Sr. Team Member - People Development