Talent Acquisition - Partner

Key roles and responsibilities

• Strategic workforce planning: Collaborates with business leaders and hiring managers to anticipate future hiring needs, define talent gaps, and create a long-term staffing strategy.
• Employer branding: Works with marketing and HR to develop and promote the company's employer brand, enhancing its reputation to attract top-tier candidates.
• Candidate sourcing and pipeline management: Uses diverse channels, including social media, networking, and industry events, to proactively build relationships with potential candidates, including passive talent.
• End-to-end recruitment: Oversees the entire hiring lifecycle, from creating compelling job descriptions and screening candidates to coordinating interviews and managing the offer and onboarding process.
• Candidate experience: Ensures a positive and transparent experience for all candidates through clear and regular communication throughout the process.
• Data analysis and reporting: Tracks recruitment metrics, such as time-to-hire and retention rates, to identify trends and continuously optimize hiring processes.
• Diversity and inclusion: Develops and implements inclusive hiring practices to promote a diverse and equitable workforce.

Essential skills for a Talent Acquisition Partner

• Strategic thinking: Understands the broader business model and aligns hiring practices with long-term company objectives.
• Communication: Possesses excellent interpersonal, negotiation, and relationship-building skills to engage with candidates and internal stakeholders.
• Analytical skills: Uses data to analyze and improve recruitment outcomes.
• Market awareness: Stays current with industry hiring trends, market conditions, and competitor strategies.
• Technology aptitude: Is proficient with Applicant Tracking Systems (ATS) and other recruitment software.
• Adaptability: Thrives in a dynamic environment and is resilient when facing hiring challenges.

Desired Candidate Profile

• 3-8 years of experience in Talent Acquisition or related field (Leadership Hiring, Lateral Hiring).
• MBA/PGDM degree in HR/Industrial Relations or equivalent qualification.
• Proven track record of successful end-to-end recruitment processes with a focus on bulk as well as leadership hiring in large enterprises.