Talent Acquisition (TA) Partner

Finova Capital; Bengaluru; On-site; INR 900,000 - 1,200,000; Full time

Job summary

Finova Capital in Bengaluru seeks a seasoned Talent Acquisition professional to manage the recruitment lifecycle for roles in the region, ensuring timely hires, cost efficiency, and a positive candidate experience. You will drive diversity hiring, monitor early attrition, and ensure compliance with labor laws while partnering with regional HR and hiring managers to meet staffing goals.

The role emphasizes sourcing across portals, social networks, referrals, and local networks to build a strong

Qualifications

• Familiarity with regional talent pools and sourcing strategies.
• Understanding of recruitment metrics, diversity hiring, and employer branding.
• Proficient in using HRMS systems and recruitment tools.
• Knowledge of labor laws and compliance requirements.

Responsibilities

• Manage end-to-end recruitment for assigned roles, including sourcing, screening, interview coordination, and offers.
• Collaborate with hiring managers to understand role requirements and expectations.
• Use multiple sourcing channels to build a diverse talent pool.
• Ensure timely closure of open positions in line with TAT and SLA.
• Provide an excellent candidate experience through clear communication.
• Drive diversity hiring aligned with inclusion goals.
• Monitor early attrition and assess hiring quality.
• Maintain talent pipeline and candidate database.
• Ensure compliance with policies and labor laws; accurate HRMS records.

Skills

Regional talent pools

Diversity hiring

HRMS proficiency

Labor law compliance

Job description

Purpose of the Role

To manage the recruitment lifecycle for assigned roles within the region, ensuring efficient, timely, and cost-effective hiring while maintaining a positive candidate experience. The role also involves supporting diversity hiring initiatives, monitoring early attrition, and ensuring compliance with organizational and regulatory standards.

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Accountabilities (Key Result Areas)

• Deliver on hiring needs within specified TAT and SLA requirements.
• Support manpower availability to ensure 98% staffing levels.
• Ensure adherence to recruitment budgets and optimize sourcing costs.
• Drive diversity hiring in line with organizational goals.
• Track and reduce early attrition for hired employees.

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Primary Responsibilities

1. 1. Recruitment Execution
   • Manage end-to-end recruitment for assigned roles, including sourcing, screening, coordinating interviews, and offer finalization.
   • Work closely with hiring managers to understand role requirements and expectations.
   • Use multiple sourcing channels such as job portals, social media, employee referrals, and local networks to build a diverse talent pool.
   • Ensure timely closure of open positions in alignment with TAT and SLA commitments.
2. 2. Candidate Experience
   • Provide an excellent candidate experience by maintaining clear communication and guiding candidates through each stage of the recruitment process.
   • Ensure pre-joining engagement with selected candidates to minimize offer dropouts.
3. 3. Diversity Hiring
   • Actively contribute to diversity hiring initiatives to align with the companys inclusion goals.
   • Source and shortlist candidates from underrepresented groups to enhance diversity in the workforce.
4. 4. Early Attrition and Quality of Hire
   • Monitor early attrition (employees leaving within six months) for assigned hires and implement measures to improve hiring quality.
   • Conduct post-hiring reviews with hiring managers to evaluate recruitment effectiveness.
5. 5. Sourcing and Pipeline Management
   • Build and maintain a strong talent pipeline for future hiring needs.
   • Leverage innovative sourcing methods, including market mapping and competitor analysis, to identify top talent.
   • Maintain a database of potential candidates for critical roles.
6. 6. Process Compliance and Reporting
   • Ensure all recruitment activities are compliant with internal policies and labor laws.
   • Maintain accurate records of the hiring process in HRMS.
   • Track recruitment metrics such as TAT, cost per hire, source mix, and diversity ratios, and provide reports to the Regional HR.
7. 7. Stakeholder Collaboration
   • Partner with regional and zonal HR teams to align recruitment activities with organizational objectives.
   • Act as a point of contact for hiring managers to address recruitment-related queries.

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Knowledge, Skills, and Experience

Knowledge:

• Familiarity with regional talent pools and sourcing strategies.
• Understanding of recruitment metrics, diversity hiring, and employer branding.
• Proficient in using HRMS systems and recruitment tools.
• Knowledge of labor laws and compliance requirements.

Experience:

• 24 years of experience in talent acquisition.
• Hands-on experience with end-to-end recruitment processes.
• Exposure to hiring for diverse roles and managing early attrition.