Talent Acquisition (TA) Partner

Purpose of the Role
To manage the recruitment lifecycle for assigned roles within the region, ensuring efficient, timely, and cost-effective hiring while maintaining a positive candidate experience. The role also involves supporting diversity hiring initiatives, monitoring early attrition, and ensuring compliance with organizational and regulatory standards.
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Accountabilities (Key Result Areas)
• Deliver on hiring needs within specified TAT and SLA requirements.
• Support manpower availability to ensure 98% staffing levels.
• Ensure adherence to recruitment budgets and optimize sourcing costs.
• Drive diversity hiring in line with organizational goals.
• Track and reduce early attrition for hired employees.
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Primary Responsibilities
1. Recruitment Execution
• Manage end-to-end recruitment for assigned roles, including sourcing, screening, coordinating interviews, and offer finalization.
• Work closely with hiring managers to understand role requirements and expectations.
• Use multiple sourcing channels such as job portals, social media, employee referrals, and local networks to build a diverse talent pool.
• Ensure timely closure of open positions in alignment with TAT and SLA commitments.
2. Candidate Experience
• Provide an excellent candidate experience by maintaining clear communication and guiding candidates through each stage of the recruitment process.
• Ensure pre-joining engagement with selected candidates to minimize offer dropouts.
3. Diversity Hiring
• Actively contribute to diversity hiring initiatives to align with the companys inclusion goals.
• Source and shortlist candidates from underrepresented groups to enhance diversity in the workforce.
4. Early Attrition and Quality of Hire
• Monitor early attrition (employees leaving within six months) for assigned hires and implement measures to improve hiring quality.
• Conduct post-hiring reviews with hiring managers to evaluate recruitment effectiveness.
5. Sourcing and Pipeline Management
• Build and maintain a strong talent pipeline for future hiring needs.
• Leverage innovative sourcing methods, including market mapping and competitor analysis, to identify top talent.
• Maintain a database of potential candidates for critical roles.
6. Process Compliance and Reporting
• Ensure all recruitment activities are compliant with internal policies and labor laws.
• Maintain accurate records of the hiring process in HRMS.
• Track recruitment metrics such as TAT, cost per hire, source mix, and diversity ratios, and provide reports to the Regional HR.
7. Stakeholder Collaboration
• Partner with regional and zonal HR teams to align recruitment activities with organizational objectives.
• Act as a point of contact for hiring managers to address recruitment-related queries.
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Knowledge, Skills, and Experience
Knowledge:
• Familiarity with regional talent pools and sourcing strategies.
• Understanding of recruitment metrics, diversity hiring, and employer branding.
• Proficient in using HRMS systems and recruitment tools.
• Knowledge of labor laws and compliance requirements.
Experience:
• 24 years of experience in talent acquisition.
• Hands-on experience with end-to-end recruitment processes.
• Exposure to hiring for diverse roles and managing early attrition.