*talent acquisition:*
• develop and implement talent acquisition strategies aligned with organizational hiring needs.
• manage the full recruitment lifecycle: sourcing, screening, interviewing, evaluating, and onboarding top talent.
• lead the employee referral program and ensure timely communication with referrers.
• collaborate with hiring managers to assess current and future manpower requirements.
• create and post job descriptions on various platforms; monitor posting performance.
• build a proactive candidate pipeline for key roles.
• conduct reference checks, negotiate offers, and coordinate onboarding processes.
• plan and facilitate campus recruitment, walk-in drives, and other hiring events.
• ensure thorough background verification and smooth new hire integration.
*hr business partnering:*
• act as a go-to hr resource for business unit heads, offering support on workforce planning, employee relations, and compliance.
• assist in drafting and implementing hr policies in line with local labor laws.
• address grievances, facilitate investigations, and promote conflict resolution in a fair and consistent manner.
• collaborate with business leaders to design and implement talent development and retention initiatives.
*employee engagement & development:*
• drive employee engagement initiatives to improve morale, productivity, and retention.
• partner with leaders to identify training needs and help execute relevant learning programs.
• support the performance management cycle, including goal setting, feedback, and appraisal processes.
*hr analytics & reporting:*
• leverage hr data and metrics to support strategic decision-making and process improvements.
• create and maintain dashboards and reports reflecting hr trends, hiring status, and engagement metrics.