Role & responsibilities :
A. Talent Acquisition & Recruitment
- Manage end-to-end recruitment for Field Officers (FO), Branch Managers (BM), Assistant Managers (AM), Area Managers, Regional Managers, and other positions within the Microfinance business.
- Drive high-volume recruitment for the JLG lending segment across assigned states and locations.
- Source candidates through job portals, employee referrals, social media, consultants, local networks, and open-market hiring.
- Conduct initial screening, interview coordination, salary negotiations, offer release, and joining follow-ups.
- Build a strong pipeline of candidates to ensure timely closure of approved vacancies.
- Focus on local hiring and candidates familiar with rural markets and field-based operations.
B. Manpower Planning & Vacancy Management
- Coordinate with Business Heads, Regional Managers, Area Managers, and Branch Managers to understand manpower requirements.
- Track approved positions, vacancies, recruitment ageing, offers, and joining commitments.
- Prepare daily, weekly, and monthly recruitment MIS and state-wise hiring dashboards.
- Ensure recruitment against approved manpower budgets and organizational requirements.
- Monitor branch-wise manpower availability and support new branch openings and business expansion.
C. Recruitment Productivity & TAT
- Achieve assigned monthly joining targets and position-wise recruitment SLAs.
- Ensure timely candidate mobilization, interview scheduling, selection, and onboarding.
- Monitor recruiter-wise productivity, sourcing conversion, offer-to-joining ratio, and vacancy closure TAT.
- Follow up with selected candidates to minimize offer dropouts and joining delays.
- Escalate critical vacancies and recruitment bottlenecks to the reporting manager.
D. Stakeholder Management
- Maintain regular coordination with Business Teams, HR Business Partners, Regional HR, and Operations.
- Conduct periodic recruitment review meetings with business stakeholders.
- Share recruitment progress, challenges, and action plans with management.
- Ensure recruitment commitments made by business teams and recruiters are tracked to closure.
E. Recruitment Compliance & Quality
- Ensure compliance with age, education, experience, distance, and other company-specific hiring criteria.
- Verify candidate documents and coordinate background verification as per company policy.
- Ensure proper documentation of candidate selection, approvals, and offers.
- Maintain recruitment records and ensure adherence to the organization's recruitment process.
- Focus on quality of hire, candidate suitability, retention, and reduction in early attrition.
F. Cost Optimization
- Reduce dependency on external recruitment consultants through employee referrals, direct sourcing, and local recruitment drives.
- Optimize recruitment costs while maintaining hiring quality and timelines.
- Develop sustainable local sourcing channels for rural and semi-urban markets.
3. Key Performance Indicators (KPIs)
- Monthly target achievement and number of successful joinings.
- Vacancy closure within defined recruitment TAT.
- Branch-wise and state-wise manpower fulfilment.
- Recruiter-wise productivity and sourcing conversion.
- Offer-to-joining ratio and joining commitment adherence.
- Recruitment cost per joining.
- Early attrition and quality of hire.
- Compliance with recruitment policies and documentation standards.
Preferred candidate profile
4. Required Qualifications & Experience
- Graduate in any discipline; MBA/PGDM in Human Resources will be preferred.
- Approximately 36 years of experience in Talent Acquisition, preferably within Microfinance, NBFC, or Banking.
- Experience in high-volume hiring for the JLG segment is highly preferred.
- Robust understanding of frontline recruitment for Field Officers, Branch Managers, and other field-sales positions.
- Experience in managing recruitment across multiple branches, districts, or states.
Kindly Mail Me -
[email protected]
📌 Assistant Manager - HR (Guwahati)
🏢 DJT Corporation & Investments
📍 Guwahati