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.

2. 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