Assistant Recruitment Manager

Key Responsibilities

• Manage end-to-end recruitment for positions across Sales, Plant/Manufacturing, Operations, Finance, Marketing, Supply Chain, Administration, and corporate functions.

• Understand manpower requirements from respective HODs, prepare/validate Job Descriptions, define candidate profiles, and develop appropriate sourcing strategies.

• Source candidates through job portals, LinkedIn, employee referrals, recruitment consultants, professional networks, databases, and other relevant channels.

• Build and maintain a strong talent pipeline for critical and recurring positions, particularly for sales and plant-level requirements.

• Screen and shortlist candidates based on experience, functional expertise, industry exposure, compensation, location, stability, and organizational fit.

• Conduct initial HR discussions/interviews and coordinate technical and management-level interviews with respective stakeholders.

• Manage the complete recruitment cycle from requirement initiation to candidate joining, ensuring positions are closed within agreed timelines. • Handle recruitment for senior and critical positions, including managerial and leadership roles, with appropriate candidate mapping and market intelligence.

• Manage and coordinate with external recruitment agencies, including sharing requirements, evaluating profiles, negotiating commercials, tracking closures, and ensuring adherence to agreed terms.

• Drive offer management and joining conversion, including compensation discussions, offer communication, follow ups, notice-period management, and joining formalities.

• Ensure proper documentation and adherence to the Company's recruitment policies and approval processes.

• Support employer branding initiatives and develop effective channels for attracting relevant talent.

Key KPIs

1. Timely closure of approved vacancies as per defined hiring TAT

2. Quality of hire and retention of recruited employees.

3. Effective sourcing through direct channels and recruitment agencies. 4. Recruitment cost optimization and improvement in cost-per-hire.

5. Development of talent pipelines for critical and recurring positions.

6. Accuracy and completeness of recruitment MIS and hiring reports.

7. Internal stakeholder satisfaction with recruitment quality and turnaround time.