1) Own Talent Acquisition Strategy: Own end-to-end Talent Acquisition life cycle for the function across geographies, with a strong focus on strategy, planning, driving fulfillment metrics, and building strong systems and processes
2) Provide leadership to the sourcing process across campus, volume, and niche hiring through all related channels of recruitment like an internal referral, job sites, media campaigns, and vendors
3) Continuously review, improve and facilitate effective talent acquisition process yielding the best talent pipeline and efficient selection process to match current and future talent needs. Partner with external vendors for Psychometric assessments or Technical assessments
4) Facilitate Market-In Approach on Talent Insights and Succession Planning. Proactive engagement with the relevant external talent pool to ensure seamless Succession planning
5) Proactive talent mapping to understand the construct of external talent on role mix,
compensation levels, etc. and keep the TA team abreast of critical market developments
6) Inclusion & Diversity Hiring Champion: Partner closely with the stakeholders to understand the diversity and inclusion goals of the organization and develop a talent acquisition roadmap to meet those goals
7) Improve on Diversity Hiring percentage by partnering with diversity recruiters and diversity walk-ins
8) Recruitment Analytics: Develop and manage metrics to measure the growth and performance of your Talent acquisition team
9) Provide accurate, up-to-date, and informative recruitment dashboard along with reporting of recruiting effectiveness (channel mix, cost of hire, quality of hire, etc.) for the Function
10) Stakeholder Management and Negotiation: Establish a strong cooperative way of feedback mechanism to solve difficult mandates with a focus on meeting the expectations of multiple stakeholders.