Talent Acquisition Associate Director

Role Responsibilities

• Lead a team of 10+ recruiters to deliver full time employee resource demand.
• Identify and prioritize resource demand requests by assigning the requisitions to respective recruiters in the most fair, equitable and efficient manner
• Establish tactical workflows with team and stakeholders
• Provide strategic inputs to Leadership on talent pool availability, market trends, overall business research for the roles hired
• Maintain and share requisite performance reports on time
• Develop and maintain appropriate working knowledge of the client base in order to support resource demand for respective business, client, account units
• Establish and attend leadership & business review meetings on periodic basis with an outcome based progressive approach
• Maintain recruitment budgets assigned per Annual operating plan
• Efficient utilization of Media inventory, this may include however not limited to Job Boards , Professional sites (like LinkedIn), technology driven platforms and tools
• Mentor and coach team members in order to enhance knowledge on latest and efficient sourcing techniques, ensure process and statutory compliances, front end function audits with internal/external teams, and maintenance of real time and complete records.
• Complete ownership & accountability of end-to-end recruitment – Screen/validate resumes, manage candidates throughout the interview process from prepping before interviews to assisting with final offer negotiation
• Source profiles through different platforms, use assessment tools to screen, shortlist & interview & capture detailed feedback & business recommendation
• Work closely with business managers to gain a comprehensive understanding of the companys hiring needs for each position, meet competitive hiring goals & expectations
  
  

• 8 plus years of Talent Acquisition experience
• Minimum 5 years of leading a team size of 5 or more recruiters under direct supervision
• Experience of implementing, executing, and driving usage of Recruitment Technology platforms which allow the Recruitment life cycle to be managed efficiently.
• Ability to run performance reports, establish and review KPI driven performance objectives
  
  

• University degree or equivalent