Leadership Hiring

The incumbent will be responsible for proactively identifying, mapping, profiling, and engaging senior and leadership talent across functions (e.g. Finance, Operations, Manufacturing, Marketing, HR, Technology, etc.). The role is to build and maintain a strong talent pipeline and company-wide leadership talent maps, support early-stage candidate engagement, and provide data‐/market‐based insights that feed into leadership hiring, succession planning, and strategic workforce planning. Focus on depth of research and quality of information captured is vital.

In Particular, The Individual Will Be Accountable For

Research and fulfillment

• Work closely with the Lead – Leadership Hiring to develop a structured plan for every search which must include a search strategy including target companies / talent pool availability.
• Conduct comprehensive market and talent mapping, leveraging multiple sources such as professional networks, databases, social platforms, and internal repositories
• Conduct detailed market research to identify leadership talent pools across functions and geographies.
• Build and maintain talent maps and org charts indicating potential candidates, competitor benchmarking, leadership movement, compensation trends, etc.
• Ensure fulfilment of maximum number of searches through internal research in a target time. Speed andcandidate relevance are of paramount importance.
• Evangelize/drivespecialfocusonDiversityforopensearches
• Capturing organizational charts, key professionals in the company, business models, references and other market intelligence through discussions with candidates
• Always strive to maintain a backup of at least 2 candidates at any given point of time
  
  

• Ensure that all relevant information (Must-Haves, Good-to-Haves, Budget etc) is obtained and documented in a Control Sheet for all roles at the onset of the search.
• Ensure that every search starts with a well-drafted Opportunity Dossier which has a buy in of all business stakeholders.
• Build and maintain a forward-looking pipeline of potential talent for critical leadership positions across group companies.
• Conduct competitive intelligence and market trend analysis to identify new and emerging talent pools
  
  

• Preliminary assessments/conversations must include fitment with the JD and compensation budget.
• Undertake candidate assessments and propose a relevant pool for further evaluation.
• Ensuringthateachcandidatereachedouttoisprovidedwithatop-of-the-linecandidateexperience
• Close loop with all engaged candidates through a formal note
  
  

• Ensuring the research data is cleaned up, updated with latest comments and maintained in trackers.
• Evaluate and finalize alternate platforms for presenting Leadership Hiring data to Management
• Regularly capture reference inputs from different sources.