Talent Acquisition Business Partner (1 Year Contract)

Nutreco; Hyderabad; On-site; INR 900,000 - 1,500,000; Full time

Job summary

Nutreco, Hyderabad, is seeking a Talent Acquisition Business Partner to attract and source talent for blue- and white-collar roles, guiding hiring managers through selection, interviews, and offers while upholding diversity and inclusion goals.

You will own end-to-end recruitment, develop hiring plans and employer branding, manage multiple stakeholders, and drive TA process improvements to deliver an excellent candidate experience and timely hires.

Qualifications

• Bachelor's degree in Business Administration, Psychology or a related field.
• Minimum 5 years of solid experience with In-house/Corporate Recruitment as well as Employer Branding activities
• Basic business acumen and the ability to partner and communicate effectively with candidates and business counterparts
• Building trust
• Openness to differences
• Credibility – Builds trust
• Persistence – Resilience
• Focus
• Team Player
• Stakeholders Management
• Candidate Experience
• In-house recruiting

Responsibilities

• Engage with active and passive talent and connect them to current job opportunities
• Anticipate future talent needs and develop pools of passive candidates to fill vacancies
• Assessing recruitment data to define even better ways to attract and hire top talent
• Partner with hiring managers to identify hiring needs
• Work closely to business leaders and HRBP on hiring strategies and advise on best practices
• Partner with hiring managers to identify competency questions for interview consistency and quality
• Communicate with interview panels to ensure preparedness during the interview process

Skills

Stakeholders Management

Candidate Experience

Employer Branding

In-house recruiting

Education

Bachelor's degree in Business Administration, Psychology or a related field

Job description

The Talent Acquisition Business Partner is responsible for attracting and finding talent to fill a variety of roles (blue-collars and white collar), guide hiring managers through the selection and interview process and put together candidate offers, keeping our diversity and inclusion ambitions top of mind and managing the time it takes to fill positions, provide the best experience for candidates and stakeholders.

JOB CONTEXT

Responsible for end-to-end recruitment; Develops Recruitment Strategies, hiring planning, and Employer branding. POC for business lines. TABP is responsible for educating the business on hiring strategies. Manages several stakeholders from the business as well as HR Partners (HRS, HRBPs, C&B, Mobility). Promotes and execute TA process improvements.

KEY ACCOUNTABILITIES

Sourcing and Recruitment:

• Responsible for end-to-end recruiting process
• Engage with active and passive talent and connect them to current job opportunities
• Anticipate future talent needs and work to develop pools of passive candidates to fill vacancies
• Assessing recruitment data to define even better ways to attract and hire top talent.
• Partner with hiring managers to identify hiring needs
• Work closely to business leaders and HRBP on hiring strategies and advise on best practices
• Partner with hiring managers to identify competency questions for interview consistency and quality
• Communicate with interview panels to ensure preparedness during the interview process

Stakeholders Management:

• Organize, monitor and improve your relationships with your stakeholders: systematically identifying stakeholders; analyzing their needs and expectations; and planning and implementing various tasks to engage with them.

Employer Branding:

• Build awareness and promote recruiting efforts through social media channels
• Build and maintain positive relationships with external agencies, colleges, vendors, associations, and other bodies who might route talent to the organization or aid in TA processes

Candidate Experience:

• Manage candidate expectations and engage talent throughout the hiring process
• Collaborate with TA and business leaders to design the company’s hiring process, from application to hiring
• Perform research to evaluate the general needs and opinions of talent
• Process Improvement and Development
• Track and report on talent acquisition metrics, such as time-to-fill, offer acceptance rate, cost per hire, etc.
• Work to ensure diverse, inclusive, and equitable hiring practices
• Bachelor's degree in Business Administration, Psychology or a related field.
• Minimum 5 years of solid experience with In-house/Corporate Recruitment as well as Employer Branding activities
• Basic business acumen and the ability to partner and communicate effectively with candidates and business counterparts
• Building trust
• Openness to differences
• Credibility – Builds trust
• Persistence – Resilience
• Focus
• Team Player
• Stakeholders Management
• Candidate Experience
• In-house recruiting

KEY PERFORMANCE INDICATORS

• Quality of hire
• Progress Management
• Projects completion