Hiring for HR Recruiter

: JOB DESCRIPTION HR Executive – Recruitment • Position Details Position HR Executive – Recruitment Department Human Resources Industry Pharmaceutical Manufacturing Location Corporate Office Reporting To Manager HR / Head HR Experience 4–6 Years Qualification MBA / MSW / PGDM – Human Resources Preferred Certification Talent Acquisition / Recruitment Certification • Job Purpose The HR Executive – Recruitment will be responsible for managing end-to-end talent acquisition activities to ensure timely availability of competent manpower across Corporate Office, Manufacturing Plants, R&D, Quality, Supply Chain, Sales & Marketing and other business functions. The position will be responsible for manpower requisition coordination, candidate sourcing, screening, interview coordination, selection support, offer management, joining follow-up, recruitment MIS and documentation, while ensuring compliance with organizational recruitment policies and procedures. • Key Responsibilities • Manpower Planning & Requisition Management • Coordinate with Department Heads and hiring managers to understand manpower requirements. • Verify approved Manpower Requisitions (MRFs) before initiating recruitment. • Maintain vacancy status and manpower requirement trackers. • Follow up with stakeholders for timely closure of open positions. • Monitor ageing of vacancies and highlight critical/pending positions to HR management. • Talent Sourcing • Source candidates through job portals, employee referrals, recruitment consultants, social media and other sourcing channels. • Develop and maintain talent pipelines for critical and recurring positions. • Coordinate with recruitment consultants and sourcing partners. • Evaluate sourcing channels for effectiveness and quality of profiles. • Candidate Screening & Preliminary Assessment • Review and shortlist resumes based on approved Job Descriptions and competency requirements. • Conduct preliminary HR screening and assess candidate suitability. • Verify relevant experience, qualifications, current compensation, expected compensation and notice period. • Maintain proper records of screened and shortlisted candidates. • Interview Coordination • Coordinate technical, functional, HR and final-round interviews. • Schedule interviews and communicate details to candidates and interviewers. • Ensure timely collection and documentation of interview feedback. • Follow up with hiring managers for pending feedback. • Offer Management & Joining • Prepare compensation proposals within approved salary structures and guidelines. • Coordinate salary approvals. • Prepare and issue offer letters and appointment-related documents as applicable. • Maintain communication with selected candidates until joining. • Follow up during notice period to minimize offer dropouts. • Coordinate pre-joining documentation and joining formalities. • Recruitment MIS & Reporting • Maintain recruitment trackers and vacancy dashboards. • Prepare MIS covering open/closed positions, time-to-fill, candidate pipeline, interview, offer and joining status, vacancy ageing, offer acceptance and joining ratios. • Ensure accurate and timely recruitment reports. • Campus Recruitment & Employer Branding • Coordinate campus recruitment drives, job fairs and talent acquisition initiatives. • Develop relationships with educational institutions where required. • Support employer branding initiatives. • Promote a positive employer image during candidate interactions. • Recruitment Compliance & Documentation • Ensure recruitment activities comply with approved HR policies and procedures. • Maintain complete and audit-ready recruitment records. • Ensure proper documentation of MRFs, resumes, interview evaluations, approvals, offers and joining documents. • Maintain confidentiality of candidate and compensation information. • Candidate Experience • Ensure professional, timely and transparent candidate communication. • Provide information regarding interviews, selection status, offers and joining requirements. • Address candidate queries and coordinate resolution. • Contribute to improved candidate experience and offer acceptance. • Process Improvement & HR Automation • Identify opportunities to improve recruitment processes and turnaround time. • Support effective use of ATS/HRMS recruitment modules. • Use recruitment data and analytics to identify trends and improvement areas. • Support automation and digitization of recruitment processes. • Authority • Screen and shortlist candidates against approved requirements. • Coordinate interviews with candidates and hiring managers. • Interact with recruitment consultants and sourcing partners. • Discuss compensation within approved salary ranges and guidelines. • Escalate critical recruitment issues and ageing vacancies to the reporting manager. • Key Result Areas / KPIs KRA Key Performance Indicator Vacancy Closure Positions closed within agreed timelines Time-to-Hire Average recruitment cycle time Quality of Hire New-hire performance and retention Offer Management Offer acceptance ratio Joining Effectiveness Offer-to-joining conversion ratio Recruitment Cost Cost per hire Candidate Experience Candidate feedback / experience score Recruitment Compliance Accuracy and completeness of recruitment documentation MIS & Reporting Timely and accurate recruitment reports Talent Pipeline Availability of qualified candidates for critical positions Employer Branding Effectiveness of recruitment and employer-branding initiatives • Technical Competencies • Talent Acquisition and Recruitment • End-to-End Recruitment Process • Candidate Sourcing and Screening • Interview Coordination • Recruitment MIS and Analytics • ATS / HRMS • Compensation Benchmarking • Knowledge of applicable employment laws • MS Excel and PowerPoint • Recruitment documentation and record management • Behavioural Competencies • Excellent verbal and written communication • Relationship management • Negotiation skills • Planning and organizing • Problem-solving ability • Strong follow-up and coordination skills • Integrity and confidentiality • Stakeholder management • Customer/candidate orientation • Leadership & Professional Competencies • Ownership and accountability • Initiative and proactive approach • Cross-functional collaboration • Adaptability • Result orientation • Ability to work under recruitment deadlines • Ability to manage multiple vacancies simultaneously • Educational Qualification Mandatory: MBA / MSW / PGDM in Human Resources or equivalent qualification. Preferred: Certification in Talent Acquisition / Recruitment. • Experience 2–5 years of relevant experience in recruitment/talent acquisition, preferably within Pharmaceutical, Healthcare, FMCG or Manufacturing industries. • Expected Outcomes • Timely fulfillment of approved manpower requirements. • Reduction in recruitment cycle time. • Improved offer acceptance and joining ratios. • Strong and readily available talent pipelines. • Improved candidate experience and employer branding. • Accurate and audit-ready recruitment documentation. • Improved new-hire retention and recruitment quality. • Effective use of HRMS/ATS and recruitment analytics. • Key Stakeholders Internal: Head HR / Manager HR, Department Heads, Hiring Managers, Finance & Payroll, Administration, Quality / Regulatory / Production / Supply Chain / R&D teams. External: Recruitment Consultants, Job Portals, Educational Institutions, Candidates and Recruitment Service Providers. • Overall Accountability The HR Executive – Recruitment is accountable for ensuring that approved manpower requirements are converted into timely, quality and compliant hires, while maintaining a professional candidate experience, accurate recruitment records and effective coordinat