Sr . Manager - Talent Acquisition

Job Description

About the Role:

Reporting to the Sr. Director of Human Resources - this role will develop, implement and drive Talent Acquisition solutions for R&D functions within EagleView - Bangalore. In partnership with the HR leadership, the Senior Manager Recruiting for R&D will also work to establish, lead and manage the existing recruitment framework and team, to help lead the industry-leading, world-class technology wing for EagleView at Bangalore. The ideal candidate will be highly driven and capable of functioning effortlessly in an highly entrepreneurial environment and translating ambiguity to high-result actions.

Key Responsibilities:

• Lead and Manage the Technology / R&D hiring for fast growing Eagleview India site

• This role involves managing a an internal team as well as vendor partners.

• Understand recruiting demand and skills profiles within area of responsibility

• Build high level recruitment strategy for yearly success and communicate clearly across all team members and leaders of the function and drive its implementation

• Responsible for building and managing large recruiting pipeline, meeting recruiting targets and providing regular status reports

• Ability to identify effectively screen applications and select high value candidates across, all levels in the organisation as well as, senior level hiring campaigns.

• Implement and drive Service Level Agreements (SLAs) and Key Performance Indicators (KPIs) for customer satisfaction, excellent service and performance measures for the recruiting team.

• Create campus recruiting programs for hiring fresh graduates from premium colleges across India and also creating and managing the relationship for a wide industry-academia relationships.

• Plan and implement recruiting events and sourcing activities and conduct interviews.

• Responsible for contract management and post offer management

• Act as an escalation point to business stakeholders for all recruiting related questions and concerns

• Administer referral process of applicants

• Provide external marketplace information to Recruiting Leadership & Stakeholders

• Update and utilize recruiting databases and tools

• Conduct and distribute reports on a regular basis and special reports on request identify issues and recommend actions

• Participate in projects and initiatives within or outside the team.

Understand Organization s Talent and Business Strategy

• Have a deep understanding of strategic business priorities and the business domain

• Identify how changes in business strategy impact future talent needs

• Identify skills and abilities required for different positions in the organization

• Recommend candidates who can help the business achieve its future goals

Reinforce Hiring Managers Decisions

• Educate hiring managers on trends in the labor market to set realistic internal expectations

• Ensure business leaders prioritize position requirements based on business need, and make tradeoffs between quality and speed when filling requisitions

• Highlight the talent and business risks of hiring specific candidates

• Inform hiring managers what skills or characteristics matter most when they evaluate candidates

Generate Leads

• Emphasize demonstrative candidate assessment methods, not descriptive

• Identify the top-performing employees at talent competitors

• Proactively cold call passive candidates and articulate the Eagleview brands to create a compelling story to gain candidate interest.

Source Strategically

• Assess applicant/candidate quality, skills, and fit to identify the best candidate for a position

• Identify candidates in non-traditional industries and backgrounds

• Identify the best online sourcing channels for different candidate segments

• Leverage Web 2.0 technologies to locate, engage, and attract prospective candidates

Engage Candidates Effectively

• Maintain effective relationships with candidates through the recruiting process

• Negotiate with candidates against counter-offers

• Provide candidates with clear examples of the types of projects they would be required to work on

• Use the right messages to reach high-quality candidates

Experience & Education:

• Bachelor s Degree in Human Resources, Business or related field

• Minimum 12+ years of extensive experience in technology recruiting, sourcing and talent strategy planning,

• Experience in a fast-paced matrix environment and cross-geo working abilities.

Keyskills :
labor marketstrategic businesscustomer satisfactiontalent acquisitionstrategic planningfitcontract managementkey performance indicatorsstorysetbusiness strategyservice levelmachine learningreachhuman resourcescandidate assessmentbehavio