Talent Acquisition Manager
THALES India Pvt. Ltd
مجموع سنوات الخبرة :16 years, 2 أشهر
Thales Group is a leading French multinational company of electronics and systems, addressing global defence, aerospace, security and transportation markets)
Reporting to Director of HR.
Key Responsibilities:
Talent Acquisition:
•Completely responsible for Recruitment & Sourcing for THALES in India for all the Project Needs & Corporate requirements. Introduced new Cost-effective Sourcing channels.
•Developing and enhancing campus visibility in order to recruit and hire top emerging talent.
•Monitor and support end to end Lateral & Leadership Hiring of Manpower for THALES by supporting the Director of HR & respective business heads in the hiring process to achieve consistency in following the recruitment process across THALES.
•Generating periodic MIS to monitor the effectiveness of recruitment process, attrition analysis.
•Responsible for Campus Recruitment for entire India.
•Responsible for industry - institute relationship with academic institutions to promote THALES at Academic institutions
•Developing hiring strategy based on the headcount forecasting and plan for resources appropriately.
•Proposing an aggressive, yet achievable staffing plans to the hiring managers.
•Partnering with India business and HR Director regarding talent assessment, and development.
•Reviewing the hiring health and implement best practice sharing and communication.
•Innovating with new strategies for attracting top talent across India, focusing on pipeline development for key positions.
•Drive consistent review of recruiting metrics and make data driven decisions which move the organization toward further efficiency.
•Being the Recruitment leader, representing the business needs where talent decisions are considered and carried out.
•Continue to build consistent India-wide recruitment processes for operations, programs and grow the current recruitment structure.
•Ensuring consistent review and management, cost and efficiencies in the recruiting function and improving the recruiting capabilities.
Competency Mapping/People Review:
Map competency for the division. Identify and validate potential during the employee personnel day discussion, Participate in discussion and decision on Development action to be undertaken for identified employees, Implement the learning plan through the organization Learning & Development team.
Further to the above roles, I am also periodically involved in the process of position profiling, Compensation Benchmarking & Job Evaluation on Mercer Evaluation method.
Executive Access India was set up in 1995 & India’s only Executive Search firm to be ISO certified)
Reported to CEO
Key Responsibilities:
•Handled leadership & Senior positions through Headhunting and Market Mapping for Banking & Telecom clients.
•Identified and initiated contact with hiring decision makers of corporate clients.
•Identified viable candidates from variable sources such as Networking, Mapping & search engines.
•Compensation/Salary Negotiations with clients & candidates.
•Preparation of Job Descriptions as per the client’s requirement
India’s largest staffing company offering a range of Temporary & Permanent Services to various clients)
Reported to the Vice President, Permanent Staffing Business
Key Responsibilities:
•Responsible for interacting with clients to understand and analyze their resourcing requirements.
•Directed the hiring process with each candidate from first point of contact to acceptance of offer.
•Generated and maintained contact lists, directories and database of various non-technical skills.
•Handled middle and senior level positions in Sales, Marketing, Finance, HR and business operations.
•Actively increased center revenue while generating new business opportunities.
•Involved in the whole array of recruitment that embraces interview coordination, salary negotiations and fixations, and follow-up with selected candidates until they started with clients.
•Researched, analyzed, prepared and presented hiring statistics to the Vice President at staff meetings.
•Provided information on company operations and job opportunities to potential applicants.
•Conducted background/reference checks of the probable candidates for clients.