Assistant Manager - IT Talent Acquisition

For a leading MNC IT client we need Assistant Manager TA

Location : Bangalore

Job Description
* Must be able to work on a given requirement individually
* Must be able to handle, directly and through the team, the task of headhunting
and sourcing for specific skills and leaders
* Interface with candidates and help with their selection.
* Complete recruitment process from understanding project requirements,
advertisements/postings to interviewing.
* all recruitment related activities including sourcing profiles, headhunting,
interview co-ordination, database management and client interaction
* Must be able to have a fair knowledge on Technical Recruiting, Telephonic
Interviews, Technical tests and coordinate with technical panel for final
evaluation.
* Consult & Interact with Project heads to understand Technical Resource
requests and deliver within time and cost limitations

Candidate Profile :
* Must be from the IT Industry with an experience of about 3 – 6 years.
* Awareness and knowledge in latest technologies is an added advantage
* Should have experience on accomplishing organizational goals by accepting
ownership for accomplishing new and different requests; exploring opportunities
to add value to job accomplishments.
* Significant achievement in selection and recruitment of IT Technical
resources.

Qualifications - Must Bachelor of Engineering BE with MBA in HRM

Please rush your profile to sowmya@ ravinaconsulting.com with the
following information -
- current ctc
- expected ctc
- notice period

Sowmya
Sr Consultant

Ravina Consulting
No.429 Mahavir Tuscan
Near Hoodi, Whitefield
Mahadevapura Post
BANGALORE 560048

Head HR - Hyderabad

Friends we are retained by an upcoming Software Product Compa

Job Title/Role: Head - HR
Reporting to: Group Head – Business Partner HR
Location: Hyderabad
Role:

Works closely with the recruitment team to define sourcing strategies based on each unit's requirements; Visiting Development Center's (DC) as per calendar and meets with employees; Analyzing the emerging business requirements and works with unit business leaders with objective to achieve talent targets; capture feedback and suggest improvements in systems and processes as required and help business stay ahead of its staffing challenges within the resources provided and abiding by the policies of the company.

Detailed Job Description:

Talent Acquisition:

Works closely with the recruitment team to define sourcing strategies based on each unit's requirements and market availability balancing immediate business need with developing bench strength and succession in order to achieve talent targets. Reviews recruitment targets, liaise with corporate, monitor SLA and ensure compliance on recruitment related activities in the units. Visit campus for purposes of branding.

Employee Assimilation:

Visits various Development centers as per calendar and interacts with employees who are new to the organization. Captures feedback and suggests improvements in HR processes and systems as required.

Employee Development:

Analyzes the emerging business requirements and works with unit business leaders on the design of a Resourcing solution which includes forecasting of skill, staffing resources, identify hiring mix and source, designing and implementing an optimum plan of staffing which includes Hiring time, Build or buy option, promotion modeling, span models for different Lines of Business and help business stay ahead of its staffing challenges.

Compensation & Benefits:

Provides direction/inputs and aligns the Reward philosophy to business direction and talent needs. Measures and evaluates the ROI of reward programs, continuously mentors and keeps tab on perception of care, fairness and equity of the reward programs. Work towards building efficient and effective processes for reward program implementation at the Unit level. Be a strong influencer for the corporate C&B in creation of new policies and incentive programs. Drive compliance and consistency across units/geographies of the units to create a culture of effective Total rewards of business and people.

Performance Evaluation:

Evaluates, aligns and influences the performance management process to drive key business outcomes, people outcomes and organization outcomes. Provide direction to Business Unit leadership in converging the three areas and influences them to implement a system grounded on principles. Drive a performance management culture in the units which continually seeks to raise the bar; differentiates pay for performance; rewards and recognizes key performers with upper quartile pay for upper quartile performance; and addresses those with performance shortfalls in order to effectively connect performance management to business, employee as well as organization needs thereby creating a high performance culture in the units.

Employee Engagement, Governance and Welfare:

Act as the key driver to employee engagement within the BP HR fraternity. Seeks unit leadership's time for reviews and seeks inputs for improvement. Conduct surprise audits and checks to ensure consistency. Reviews employee satisfaction survey action items across units as a routine and suggests improvements. Review compliance of labor laws, code of conduct of the unit to drive unit compliance.

Business Unit HR Solutions:

Review the various HR solutions at regular intervals and provides feedback and direction for continuous improvement in order to drive HR as an effective people partner of the unit. Participate in various NASSCOM and related HR seminars for greater insight.Leverage these to provide solutions to changing business environment.

Business Solutions:

Provide insight into the business direction and various options to weigh in designing people solutions for business. Articulate the effort and outcome metrics to evaluate effectiveness. Position the outcomes with business leadership to leverage on the value of BPHR to business in order to drive the capability of BPHR as people consultants for business. Use foresight looking at the business plan, growth and employee growth stage to provide futuristic solutions.

Analytics & Reporting:

Reviews the various HR reports and establishes HR's value add to business and people. Looks for trends and insights into the numbers and guides the team to take proactive and corrective action. Influence business in taking decision by using metrics as key decision making inputs in order to use people metrics as a business decision making tool. Change HR metrics depending on changing business metrics and stage of business growth.

Desired Candidate Profile
Profile Required:

• Post Grad / MBA Grad with min 12 years of Experience
• Mentoring, leadership skills, perseverance and counseling skills
• Ability to manage and work with very senior business leaders.
• Strong Influencing skills at high level and credibility to represent HR to the Leadership of the organization.
• Strong functional understanding. Knowledge of Behavioral science tools, competition knowledge. HR Practices of competition. Business / Unit knowledge. Competition to his unit, their revenues, strengths.
• Functional HR skill, strong written and oral communication skill, negotiating skills, conflict management, prioritizing skills, interpersonal skills, assertive skill, detail orientation.
• Position and represent organization in various industry forums.

Candidates meeting the above criteria can mail their updated profile to me at sowmya@ravinaconsulting.com

Sowmya
Sr Consultant

Ravina Consulting
No.429 Mahavir Tuscan
Near Hoodi, Whitefield
Mahadevapura Post
BANGALORE 560048