Assistant Manager – Human Capital

Assistant Manager – Human Capital

P
OSITION OBJECTIVE – This position is responsible for high volume recruitment in a fast paced environment. The position also has to find and source candidates by conducting college visits, attending career fairs, attending network events, and by leveraging social media. – Ensure smooth on-boarding process of the new employees and assisting with the day-to-day operations of the Human Resources functions. K
ey Responsibilities: R
ecruitment: –
ecruiting and Headhunting for assigned Brands. –
anage the sourcing, selection, offer, negotiation, closing, and administrative components involved in full lifecycle recruiting. –
onduct interviews on telephone / Skype / face-to-face and the technical test. –
esponsible for achieving hiring targets and objectives. –
onduct a background verification of the shortlisted candidates. –
ollect documents for the visa process and coordinate for the same with the PR department. –
aintain and build relationship with the Brand Management Team in order to understand their staffing. –
oach the managers on hiring trends and recruitment tools. –
evelop timely, cost-effective staffing strategies to identify and attract a diverse pool of qualified candidates for all job openings. –
everage multi-channel sourcing solutions to develop a diverse pipeline of candidates for future job openings. (e.g. cold calling, networking, job postings, employee referrals, social media, etc.) –
ontributes to the growth of the business by referring quality candidates into the hiring process. I
nduction and On-boarding: –
end the visa copy and joining invitations to the candidates. –
oordinate with the internal travel desk for candidate’s flight and hotel bookings for all overseas candidates. –
rrange for airport pick-up and hotel drop for the overseas recruited candidates. –
oordinate with the IT Department for the laptop, Sim card and blackberry device of new employee, if eligible. O
perations –
etting involved in the discussions with regards to the employee-related issues. –
eekly updates to the respective GM’s for the Recruitment Status. –
ndertake specific projects within the HR function as required. –