Job Description

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