Sr. Executive/Assistant Manager- HR

Role & responsibilities :

Technical Talent Acquisition: Drive the recruitment strategy and execution for technical roles across various teams, including engineering, business development, and Support dept.

Candidate Sourcing: Utilize multiple sourcing techniques (social media, job boards, referrals, and networking) to build a strong talent pipeline for active and passive candidates.

Stakeholder Management: Partner closely with hiring managers to understand their needs, define job specifications, and ensure alignment on hiring timelines and expectations.

Screening and Selection: Conduct initial candidate screenings, evaluate resumes, interview candidates, and assess their technical and cultural fit roles.

Recruitment Metrics: Track recruitment metrics such as time-to-fill, quality of hire, and pipeline status, using data-driven insights to optimize recruitment strategies.

Employer Branding: Contribute employer branding initiatives to attract top technical talent by promoting the company's culture, values, and benefits.

Market Intelligence: Stay updated on trends in the technical talent market, including salary expectations, competitor hiring practices, and technological advancements.

Candidate Experience: Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding.

Process Improvement: Identify and implement process improvements within the talent acquisition workflow to increase efficiency and candidate satisfaction.

Drive the recruitment process of hiring Architect & Engineers at levels of Engineering Graduate Trainees (EGT) with campus Interviews.

Strategize with Resource deployment agencies & hire resources as and when required by the various Engineering departments within the company.

Preferred candidate profile:-

Sourcing Skills: Proven expertise in various sourcing tools and techniques, with a successful track record of sourcing high-quality technical candidates.

Communication Skills: Excellent written and verbal communication skills, with the ability to effectively interact with candidates and internal stakeholders at all levels.

Analytical Skills: Proficient in using recruitment metrics and data analysis to drive strategic hiring decisions.

Adaptability: Ability to work independently in a fast-paced environment with changing priorities.

Education: Bachelor's degree in human resources, Business Administration, or related field (preferred).

Additional Skills (Preferred):

Familiarity with applicant tracking systems (ATS) and recruitment software.