Job Detail

1. Talent Acquisition & Recruitment Delivery

• Manage & execute high-volume recruitment processes efficiently, including sourcing, screening, shortlisting, interview coordination, assessment facilitation, offer management, salary negotiation, onboarding coordination, and recruitment closure for multiple positions across assigned departments.
• Proactively source qualified candidates through LinkedIn, job portals, employee referrals, talent databases, professional networks, direct outreach, and market mapping.
• Develop and maintain talent pipelines for critical, high-volume, niche, and hard-to-fill roles to support current and future workforce requirements.
• Ensure a positive candidate experience by managing communication, expectations, follow-ups, and offer acceptance processes professionally and proactively.
• Maintain accurate and up-to-date recruitment records, including hiring trackers, candidate data, approvals, interview feedback, offer status, joining updates, and supporting documentation.

2. HR Business Partnering & Stakeholder Management

• Act as an HR point of contact for assigned departments on Talent Acquisition, workforce planning, retention, organizational structure, and talent movement matters.
• Work closely with HODs, line managers, and internal HR teams to understand business needs, manpower requirements, role expectations, and talent priorities.
• Support managers in identifying current and future talent needs and aligning HR support with departmental priorities.
• Follow up proactively with stakeholders to ensure timely decisions, smooth execution, and closure of recruitment and HR-related actions.

3. Workforce Planning & Budget Support

• Support workforce planning activities by coordinating with departments on approved headcount, vacancies, replacements, new positions, and future headcount requirements.
• Track hiring progress against approved headcount plans and highlight gaps, delays, risks, and critical requirements.
• Support workforce budgeting and position planning by maintaining accurate headcount, position, and vacancy data.
• Prepare headcount reports, hiring status updates, recruitment dashboards, and analysis for management review and decision-making.
• Proactively anticipate backfill requirements arising from resignations, transfers, promotions, internal movements, or organizational changes.

4. Retention, Internal Mobility & Talent Movement

• Support retention-related actions by helping departments identify key roles, critical talent needs, replacement risks, and suitable internal or external talent options.
• Facilitate internal hiring, job movements, transfers, rotations, status changes, and related coordination in line with approved policies and business needs.
• Support employee growth and organizational agility by enabling suitable internal mobility opportunities across departments.

5. Organizational Design & HR Intervention Support

• Support organizational structure and design-related initiatives by preparing data, analysis, position information, reporting-line details, and presentation material.
• Coordinate with departments and HR teams on position creation, role alignment, reporting structures, grading coordination, and implementation of approved organizational changes.
• Assist in preparing presentations and working documents for HR interventions related to organizational design, workforce planning, recruitment, retention, and manpower optimization.
• Ensure recruitment, internal mobility, and manpower actions are aligned with approved organizational structures and business requirements.

6. EVP, Employer Branding & Talent Programs Support

• Support EVP, employer branding, and candidate attraction initiatives through coordination, content input, market insights, and execution support.
• Assist in university engagement, career fairs, campus hiring, internship programs, trainee programs, and other early-career talent initiatives.
• Coordinate with academic institutions, candidates, students, and internal stakeholders for smooth execution of youth hiring and talent development programs.
• Contribute to strengthening the organization’s employer brand image through professional candidate communication, positive hiring experience, and well-executed talent initiatives.

7. Recruitment Analytics & Process Improvement

• Prepare and maintain recruitment and HR dashboards covering open positions, closures, turnaround time, aging, source effectiveness, offer acceptance, joining status, internal movement, and manpower status.
• Analyze recruitment and manpower data to identify delays, bottlenecks, sourcing gaps, workforce risks, and improvement areas.
• Support improvements in recruitment workflows, sourcing methods, documentation, reporting formats, approval processes, and stakeholder coordination.
• Use data and market insights to support better hiring decisions, workforce planning, and HR interventions.