HR Operations - Talent Aquisition

MSP Steel; Raigarh; On-site; INR 1,500,000 - 3,000,000; Full time

Job summary

MSP Steel in Raigarh seeks a senior Talent Acquisition Leader to drive manpower planning, sourcing and retention across technical and managerial roles. You will own end-to-end recruitment, headhunting, and competency-based assessments, while partnering with Plant HR and leadership for strategic staffing and employee engagement.

The role requires strong experience in plant/industrial HR, stakeholder management and analytics to improve retention and onboarding.

Qualifications

• Graduate with MBA/PGDM in HR; relevant certifications are an advantage.
• 12–18 years of relevant HR experience in manufacturing/plant settings.
• Proven experience in headhunting, competency interviews and retention analytics.

Responsibilities

• Lead manpower planning and recruitment strategy for the plant.
• Own end-to-end recruitment lifecycle for technical and managerial roles.
• Develop headhunting and sourcing strategies across multiple channels.
• Conduct competency-based interviews and coordinate assessments.
• Manage offers, joining and onboarding processes to minimize dropout.
• Drive employee retention initiatives and conduct exit analyses.
• Provide HR analytics dashboards and insights to leadership.
• Ensure HR policy compliance and plant HR operations support.
• Collaborate with plant heads and external partners to meet hiring goals.

Skills

Talent Acquisition

Headhunting

Stakeholder Management

Employee Retention

HR Analytics

Education

MBA/PGDM in HR

Graduate in any discipline

Tools

HRMS

HRIS

Job description

1 JOB PURPOSE

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.

8. Plant HR Operations

• 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.

REMUNERATION

• As per industry standard