KRA for Talent Acquisition Executive / Recruitment Executive and HR Generalist- 2 different profiles

1. Talent Acquisition Executive / Recruitment Executive

Key Result Areas (KRAs) Recruitment & Hiring
- Source candidates through job portals, LinkedIn, references, consultants, and social media.
- Screen resumes and conduct initial interviews.
- Schedule and coordinate interviews with hiring managers.
- Maintain a healthy candidate pipeline for all open positions.
- Ensure timely closure of vacancies.

Offer & Joining
- Prepare offer letters and negotiate compensation within approved budgets.
- Follow up with selected candidates until joining.
- Manage pre-joining documentation and onboarding coordination.

Recruitment Metrics

- Achieve target Time-to-Hire and Cost-per-Hire.
- Maintain offer-to-joining conversion ratio.
- Generate weekly recruitment MIS and hiring status reports.

Employer Branding

- Manage job postings on portals and social media.
- Build relationships with colleges, consultants, and talent communities.

KPIs

- Number of positions closed per month.
- Average time taken to close vacancies.
- Offer acceptance ratio.
- Joining ratio.
- Recruitment cost optimization.

1. HR Executive Operations & Employee Engagement

Key Result Areas (KRAs)

Employee Lifecycle Management

- Manage onboarding and induction.




- Maintain employee records and HR documentation.
- Process confirmations, transfers, promotions, and exits.

Attendance & Leave Management
- Monitor attendance and leave records.
- Coordinate with payroll for accurate salary processing.
- Ensure timely resolution of attendance-related queries.

HR Compliance

- Maintain employee files and statutory records.
- Coordinate PF, ESIC, gratuity, and other compliance documentation.
- Support audits and inspections.

Employee Engagement

- Organize employee engagement activities.
- Address employee grievances and concerns.
- Support performance management processes.

HR MIS & Reporting
- Maintain HR dashboards and reports.
- Track headcount, attrition, absenteeism, and manpower status.

Exit Management

- Conduct exit interviews.
- Ensure clearance and full-and-final settlement coordination.

KPIs

- Employee record accuracy.
- Payroll error percentage.
- Employee engagement activity completion.
- Attrition tracking and reporting.
- Compliance adherence.

For a 500-member organization like yours, I would suggest:
- Talent Acquisition Executive (2–5 years experience)
- HR Executive – Operations & Employee Engagement (2–5 years experience)

📌 HR Executive-Talent Acquisition & Operation Executive (Delhi)
🏢 Hari Darshan Sevashram
📍 Delhi