Role summary -A Talent Acquisition (TA) Partner plays a critical role in aligning recruitment strategies with business goals, ensuring the firm attracts top, diverse talent to meet organizational needs across the region and associated functions.

Location: India

Hybrid
Full-time

What you’ll do:

Talent Acquisition Alignment

• Business / Regional Alignment: Understand the goals, structure, and talent needs of the specific region / function you are aligned with.
• Market Insights: Provide insights on talent trends, market conditions, salary benchmarks, and competitor hiring strategies to influence talent planning.

Full-Cycle Recruitment

• Job Requirement Gathering / Intake Session: Partner with hiring managers to develop comprehensive and on-brand job descriptions, define required qualifications, and adverts for each role, ensuring they reflect the functional needs and company behaviours.
• Sourcing: Leverage various sourcing channels, including job boards, professional networks, LinkedIn, and industry events, to build and maintain a pipeline of qualified candidates in our ATS / CRM. All TA Partners will grow and develop their head-hunting and direct sourcing skills of the passive candidate market as a priority.
• Screening and Selection: Conduct pre-screening interviews, assess candidate fit based on skill sets and cultural alignment, and manage the interview process in coordination with hiring managers.
• Offer Management: Negotiate job offers, ensuring alignment with market compensation, internal equity, and candidate expectations, along with end-of-process virtual paperwork / background checks, etc.

Employer Branding

• Brand Advocacy: Represent the firm positively in the talent marketplace, promoting the organization’s culture, values, and opportunities, and proactively support hiring managers to also be social advocates.
• Diversity and Inclusion: Ensure that recruitment practices attract diverse talent and support the creation of a more inclusive work environment.
• External Partnerships: Build relationships with industry groups, universities, and external talent communities to raise the firm’s profile and engage with potential candidates.

Stakeholder Management

• Collaborative Partnerships: Act as a trusted advisor to hiring managers and department leaders, guiding them through the recruitment process, providing weekly updates, and offering strategic insights.
• Candidate Experience: Ensure a seamless and positive experience for candidates, from initial contact through onboarding, maintaining professionalism and communication at all stages.
• Cross-Functional Communication: Collaborate with HR teams (compensation, learning and development, and HR business partners) to align hiring processes with organizational strategy.

Data-Driven Recruitment

• Recruitment Metrics: Track your own key metrics such as time-to-hire, quality of hire, agency usage, and diversity, etc. Regularly analyze and report these metrics to stakeholders to identify trends and improve processes.
• Process Improvement: Continuously evaluate the recruitment processes for efficiency and effectiveness, suggesting enhancements based on data and stakeholder feedback into the HR Ops team.
• Technology Utilization: Use our ATS (Greenhouse) to ensure we have a single source of truth, alongside LinkedIn data analytics tools, to streamline recruitment processes and enhance decision-making.