Job Description:

JOB DESCRIPTION
HR Executive – Recruitment

1. Position Details

Position

HR Executive – Recruitment

Department

Human Resources

Industry

Pharmaceutical Manufacturing

Location

Corporate Office

Reporting To

Manager HR / Head HR

Experience

4–6 Years

Qualification

MBA / MSW / PGDM – Human Resources

Preferred Certification

Talent Acquisition / Recruitment Certification

2. Job Purpose

The HR Executive – Recruitment will be responsible for managing end-to-end talent acquisition activities to ensure timely availability of competent manpower across Corporate Office, Manufacturing Plants, R&D;, Quality, Supply Chain, Sales & Marketing and other business functions. The position will be responsible for manpower requisition coordination, candidate sourcing, screening, interview coordination, selection support, offer management, joining follow-up, recruitment MIS and documentation, while ensuring compliance with organizational recruitment policies and procedures.

3. Key Responsibilities
4. Manpower Planning & Requisition Management

- Coordinate with Department Heads and hiring managers to understand manpower requirements.
- Verify approved Manpower Requisitions (MRFs) before initiating recruitment.
- Maintain vacancy status and manpower requirement trackers.
- Follow up with stakeholders for timely closure of open positions.
- Monitor ageing of vacancies and highlight critical/pending positions to HR management.

1. Talent Sourcing

- Source candidates through job portals, employee referrals, recruitment consultants, social media and other sourcing channels.
- Develop and maintain talent pipelines for critical and recurring positions.
- Coordinate with recruitment consultants and sourcing partners.
- Evaluate sourcing channels for effectiveness and quality of profiles.

1. Candidate Screening & Preliminary Assessment

- Review and shortlist resumes based on approved Job Descriptions and competency requirements.
- Conduct preliminary HR screening and assess candidate suitability.
- Verify relevant experience, qualifications, current compensation, expected compensation and notice period.
- Maintain proper records of screened and shortlisted candidates.

1. Interview Coordination

- Coordinate technical, functional, HR and final-round interviews.
- Schedule interviews and communicate details to candidates and interviewers.
- Ensure timely collection and documentation of interview feedback.
- Follow up with hiring managers for pending feedback.

1. Offer Management & Joining

- Prepare compensation proposals within approved salary structures and guidelines.
- Coordinate salary approvals.
- Prepare and issue offer letters and appointment-related documents as applicable.
- Maintain communication with selected candidates until joining.




- Follow up during notice period to minimize offer dropouts.
- Coordinate pre-joining documentation and joining formalities.

1. Recruitment MIS & Reporting

- Maintain recruitment trackers and vacancy dashboards.
- Prepare MIS covering open/closed positions, time-to-fill, candidate pipeline, interview, offer and joining status, vacancy ageing, offer acceptance and joining ratios.
- Ensure accurate and timely recruitment reports.

1. Campus Recruitment & Employer Branding

- Coordinate campus recruitment drives, job fairs and talent acquisition initiatives.
- Develop relationships with educational institutions where required.
- Support employer branding initiatives.
- Promote a positive employer image during candidate interactions.

1. Recruitment Compliance & Documentation

- Ensure recruitment activities comply with approved HR policies and procedures.
- Maintain complete and audit-ready recruitment records.
- Ensure proper documentation of MRFs, resumes, interview evaluations, approvals, offers and joining documents.
- Maintain confidentiality of candidate and compensation information.

1. Candidate Experience

- Ensure professional, timely and transparent candidate communication.
- Provide information regarding interviews, selection status, offers and joining requirements.
- Address candidate queries and coordinate resolution.
- Contribute to improved candidate experience and offer acceptance.

1. Process Improvement & HR Automation

- Identify opportunities to improve recruitment processes and turnaround time.
- Support effective use of ATS/HRMS recruitment modules.
- Use recruitment data and analytics to identify trends and improvement areas.
- Support automation and digitization of recruitment processes.

4. Authority

- Screen and shortlist candidates against approved requirements.
- Coordinate interviews with candidates and hiring managers.
- Interact with recruitment consultants and sourcing partners.
- Discuss compensation within approved salary ranges and guidelines.
- Escalate critical recruitment issues and ageing vacancies to the reporting manager.

5. Key Result Areas / KPIs

KRA

Key Performance Indicator

Vacancy Closure

Positions closed within agreed timelines

Time-to-Hire

Average recruitment cycle time

Quality of Hire

Recent-hire performance and retention

Offer Management

Offer acceptance ratio

Joining Effectiveness





Offer-to-joining conversion ratio

Recruitment Cost

Cost per hire

Candidate Experience

Candidate feedback / experience score

Recruitment Compliance

Accuracy and completeness of recruitment documentation

MIS & Reporting

Timely and accurate recruitment reports

Talent Pipeline

Availability of qualified candidates for critical positions

Employer Branding

Effectiveness of recruitment and employer-branding initiatives

6. Technical Competencies

- Talent Acquisition and Recruitment
- End-to-End Recruitment Process
- Candidate Sourcing and Screening
- Interview Coordination
- Recruitment MIS and Analytics
- ATS / HRMS
- Compensation Benchmarking
- Knowledge of applicable employment laws
- MS Excel and PowerPoint
- Recruitment documentation and record management

7. Behavioural Competencies

- Excellent verbal and written communication
- Relationship management
- Negotiation skills
- Planning and organizing
- Problem-solving ability
- Strong follow-up and coordination skills
- Integrity and confidentiality
- Stakeholder management
- Customer/candidate orientation

8. Leadership & Skilled Competencies

- Ownership and accountability
- Initiative and proactive approach
- Cross-functional collaboration
- Adaptability
- Result orientation
- Ability to work under recruitment deadlines
- Ability to manage multiple vacancies simultaneously

9. Educational Qualification

Mandatory: MBA / MSW / PGDM in Human Resources or equivalent qualification.
Preferred: Certification in Talent Acquisition / Recruitment.

10. Experience

2–5 years of relevant experience in recruitment/talent acquisition, preferably within Pharmaceutical, Healthcare, FMCG or Manufacturing industries.

11. Expected Outcomes

- Timely fulfillment of approved manpower requirements.
- Reduction in recruitment cycle time.
- Improved offer acceptance and joining ratios.
- Strong and readily available talent pipelines.
- Improved candidate experience and employer branding.
- Accurate and audit-ready recruitment documentation.
- Improved new-hire retention and recruitment quality.
- Effective use of HRMS/ATS and recruitment analytics.

12. Key Stakeholders

Internal: Head HR / Manager HR, Department Heads, Hiring Managers, Finance & Payroll, Administration, Quality / Regulatory / Production / Supply Chain / R&D; teams.
External: Recruitment Consultants, Job Portals, Educational Institutions, Candidates and Recruitment Service Providers.

13. Overall Accountability

The HR Executive – Recruitment is accountable for ensuring that approved manpower requirements are converted into timely, quality and compliant hires, while maintaining a professional candidate experience, accurate recruitment records and effective coordination with all stakeholders.

📌 Hiring for HR Recruiter (Bengaluru)
🏢 RECEX
📍 Bengaluru