HR Operations - Talent Aquisition

MSP Steel; Raigarh; On-site; INR 1,800,000 - 2,800,000; Full time

Job summary

MSP Steel in Raigarh, India, seeks a senior leader to own Talent Acquisition and Employee Retention across technical, operational, managerial and support functions. The role drives end-to-end recruitment, competency-based assessment, engagement and attrition analysis while supporting Plant HR Operations and Stakeholder Management.

The candidate will lead manpower planning, headhunting, and strategic sourcing to build strong talent pipelines and ensure timely joining and onboarding at the plant.

Qualifications

• 12–18 years of relevant HR experience with talent acquisition.
• Strong plant/industrial manufacturing HR recruitment experience.
• Proven headhunting and competency-based interviewing skills.

Responsibilities

• Lead end-to-end talent acquisition and retention for the plant.
• Develop manpower plans and recruitment strategies.
• Headhunt for technical, engineering and managerial roles.
• Manage competency-based assessments and interviewing.
• Oversee offer management, onboarding and retention programs.
• Maintain HRMIS dashboards and workforce analytics.
• Stakeholder management with Plant Heads and Corporate HR.

Skills

Talent Acquisition

Head hunting

Sourcing

Competency-Based Assessment

Employee Retention

Stakeholder Management

Recruitment Strategy

Education

MBA/PGDM in HR

Bachelor's degree

Tools

HR Analytics

Job description

To lead and manage the Talent Acquisition and Employee Retention agenda of the Plant, ensuring timely availability, engagement and retention of competent manpower across technical, operational, managerial and support functions. The role will primarily own end-to-end Talent Acquisition, strategic sourcing, headhunting, competency-based assessment, critical talent retention, employee connect, exit interviews and attrition analysis, while supporting Plant HR Operations and Stakeholder Management.

2. PRINCIPAL ACCOUNTABILITIES

1. Manpower Planning & Recruitment Strategy

• Partner with the Plant Head and Functional Heads to understand current and future manpower requirements.
• Translate business requirements into manpower plans and recruitment priorities.
• Develop recruitment strategies for critical, niche and difficult-to-fill positions.
• Build and maintain strong talent pipelines for key technical, operational, managerial and leadership positions.
• Review open positions, vacancy ageing and recruitment progress with stakeholders.

2. End-to-End Recruitment

• Own the complete recruitment lifecycle from Manpower Requisition to Joining.
• Drive recruitment for managerial, engineering, technical, supervisory and other critical plant positions.
• Ensure timely closure of approved vacancies within defined TAT.
• Manage sourcing, screening, assessment, selection, offer management and joining.
• Maintain a high-quality candidate database for future requirements.

3. Sourcing & Headhunting

• Develop strong expertise in headhunting, passive candidate sourcing and professional networking.
• Identify talent from steel, power, mining, metals, heavy engineering, manufacturing and allied industries.
• Utilize Naukri, LinkedIn, employee referrals, consultants, professional networks and institutional sources.
• Develop industry talent maps for critical functions and build long-term candidate relationships.

4. Competency-Based Assessment

• Screen and shortlist candidates against defined job requirements and competencies.
• Conduct and facilitate Competency-Based Interviews (CBI).
• Partner with Functional Heads for technical and functional assessment.
• Assess functional knowledge, behavioral competencies, leadership capability and cultural fit.
• Ensure structured candidate evaluation and documentation.

5. Offer & Joining Management

• Coordinate salary fitment and offer discussions with relevant stakeholders.
• Ensure timely offer release and candidate engagement during notice periods.
• Track offer acceptance, notice periods and joining commitments.
• Minimize offer dropouts and joining failures and ensure smooth onboarding.

6. Employee Retention & Employee Connect

• Drive initiatives to improve employee retention, particularly for critical, technical, managerial and high-performing talent.
• Identify key drivers of attrition through data analysis and employee interactions.
• Monitor overall, voluntary, critical and regrettable attrition.
• Identify high-risk talent and develop targeted retention interventions.
• Conduct employee-connect initiatives and facilitate timely resolution of employee concerns.
• Support career growth, internal mobility, recognition, engagement and workplace-experience initiatives.

7. Exit Interview & Attrition Management

• Conduct structured Exit Interviews with separating employees.
• Document employee feedback and reasons for separation while maintaining confidentiality.
• Analyze exit reasons by function, grade, tenure and criticality.
• Prepare periodic Exit Interview and Attrition Analysis Reports for Plant Leadership and Corporate HR.
• Identify recurring issues and recommend corrective and preventive actions.
• Track action closure and evaluate the effectiveness of retention initiatives.
• Support implementation of MSP HR policies, processes and systems at the Plant.
• Ensure smooth employee lifecycle processes including onboarding, confirmation, transfers, promotions and separation.
• Monitor HRMS data and employee records and ensure timely HR MIS.
• Support manpower budgeting and workforce analytics.

9. HR Compliance & Statutory Support

• Support compliance with applicable labour and employment laws in coordination with relevant HR/IR and compliance teams.
• Maintain appropriate HR documentation and records.
• Support statutory inspections, audits and compliance reviews.

10. HR MIS & Analytics

• Develop and maintain recruitment, retention and attrition dashboards.
• Monitor vacancy ageing, time to fill, offer-to-joining ratio, quality of hire, voluntary attrition, critical/regrettable attrition and exit trends.
• Provide actionable insights to Plant Leadership.

11. Stakeholder Management

• Build strong relationships with Plant Head, Functional Heads, Corporate HR and other key stakeholders.
• Act as a trusted HR partner to Plant Leadership.
• Ensure transparent and timely communication on manpower, recruitment, retention and HR matters.
• Influence stakeholders to achieve recruitment and retention objectives.
• Coordinate effectively with external consultants, search firms, institutions and professional networks.

3. SKILLSS KNOWLEDGE

EDUCATION

• Graduate in any discipline from a recognized university. MBA/PGDM in Human Resources / Personnel Management Full-time Course. Additional certification in Talent Acquisition, HR Analytics, or related areas will be an advantage.

EXPERIENCE

• 12–18 years of relevant HR experience, with significant exposure to Talent Acquisition.
• Strong experience in Plant/Industrial/Manufacturing HR and recruitment of technical, engineering, managerial and senior managerial manpower.
• Proven experience in headhunting, passive sourcing, competency-based interviewing, employee retention, exit interviews and attrition analysis.
• Experience in stakeholder management with Plant Heads and Functional Heads. Steel, power, mining, metals, heavy engineering or large manufacturing exposure preferred.