recruiting manager

Accenture

<div>Job Title: Recruiting Manager
Location: Cairo, Egypt 
Company: Accenture Egypt 
Job Type: Full-time
About Accenture
Accenture is a leading global professional services company, providing a broad range of services and solutions in strategy, consulting, technology, operations, and digital transformation. With over 700,000 people serving clients in more than 120 countries, we deliver on the promise of technology and human ingenuity.
At Accenture Egypt, we&rsquo;re driving innovation and helping organizations across industries reimagine their business for the digital age.
Job Summary
We are seeking a dynamic and strategic Recruiting Manager to lead our talent acquisition function in Egypt. This role is critical in shaping our local recruitment strategy, driving operational excellence, and ensuring we attract, engage, and hire top talent aligned with Accenture&rsquo;s business needs and values.
The ideal candidate will have a strong background in full-cycle recruitment, leadership experience in managing high-performing recruiting teams, and a deep understanding of the professional services or technology consulting industry.
Key Responsibilities<ul><li>
Lead, develop, and mentor the recruiting team to deliver high-quality talent acquisition services.</li><li>
Design and execute local recruiting strategies aligned with Accenture&rsquo;s global and regional talent goals.</li><li>
Partner with business leaders and HR to understand workforce plans, anticipate hiring needs, and deliver strategic hiring solutions.</li><li>
Manage the full recruitment lifecycle across multiple functions, ensuring an exceptional candidate experience.</li><li>
Oversee employer branding initiatives to strengthen Accenture&rsquo;s market presence as an employer of choice in Egypt.</li><li>
Track, analyze, and report on key recruitment metrics to ensure data-driven decision-making.</li><li>
Collaborate with regional and global recruiting teams to implement best practices and optimize recruitment processes.</li><li>
Ensure compliance with local labor laws, diversity and inclusion standards, and Accenture&rsquo;s global hiring policies.</li></ul></div>
 
<div>Qualifications<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s preferred).</li><li>
9+ years of progressive experience in talent acquisition, including at least 3 years in a leadership or managerial role.</li><li>
Proven track record of building and leading high-performing recruiting teams.</li><li>
Strong understanding of the local labor market and recruiting trends within Egypt and the Middle East region.</li><li>
Experience in professional services, consulting, or technology industries is highly desirable.</li><li>
Excellent communication, stakeholder management, and negotiation skills.</li><li>
Proficiency in recruitment tools, ATS platforms (e.g., Workday) and data analytics.</li><li>
Fluency in English and Arabic required.</li></ul></div>

Recruiting Manager

Addition Management

<div>
 
 
 Job Title: Director of Recruiting
 
 
 
 
 Location: Miami, Florida (Hybrid)
 
 
 
 
 Salary: $150K &ndash; $180K
 
 
 
 
 
 
 
 
 Fast Growing Law Firm based in Miami seeks a Director of Recruiting to lead and manage all aspects of attorney and staff recruitment.
 
 
 
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 
 Strategic Talent Acquisition
 
 
 <ul>
 <li>
 Develop and implement the firm&rsquo;s short- and long-term recruiting strategy for lateral partners, associates, and professional staff.
 </li>
 <li>
 Partner with firm leadership to assess current and future hiring needs aligned with practice group and business development strategies.
 </li>
 <li>
 Track industry trends and provide strategic insight on market shifts, compensation benchmarks, and competitor movements.
 </li>
 </ul>
 
 
 Attorney Recruitment
 
 
 <ul>
 <li>
 Oversee the full lifecycle recruitment process for all levels of legal talent including sourcing, interviewing, selection, offer negotiations, and onboarding.
 </li>
 <li>
 Cultivate and maintain relationships with legal search firms, law schools, and professional organizations.
 </li>
 <li>
 Lead lateral partner and associate recruiting efforts with a focus on identifying candidates who align with the firm's values and practice needs.
 </li>
 </ul>
 
 
 Campus &amp; Summer Associate Programs
 
 
 <ul>
 <li>
 Manage campus recruiting and summer associate programs, ensuring a strong pipeline of entry-level talent.
 </li>
 <li>
 Coordinate with law school career services, organize on-campus interviews (OCI), and manage the candidate evaluation and selection process.
 </li>
 <li>
 Oversee the design and execution of summer programs including assignments, evaluations, events, and conversion rates.
 </li>
 </ul>
 
 
 Staff Recruiting &amp; Talent Development
 
 
 <ul>
 <li>
 Collaborate with HR leadership on staff and business professional recruitment strategies and hiring processes.
 </li>
 <li>
 Ensure hiring practices align with firm culture and promote professional growth and retention.
 </li>
 </ul>
 
 
 Leadership &amp; Team Management
 
 
 <ul>
 <li>
 Supervise a team of recruiters and coordinators; mentor, train, and develop team members to achieve high performance.
 </li>
 <li>
 Establish and track KPIs and metrics to measure recruiting effectiveness and optimize processes.
 </li>
 </ul>
 
 
 Diversity, Equity &amp; Inclusion
 
 
 <ul>
 <li>
 Partner with the firm&rsquo;s DEI team to implement recruiting strategies that attract and retain diverse talent.
 </li>
 <li>
 Ensure inclusive hiring practices and candidate experiences.
 </li>
 </ul>
 
 
 Technology &amp; Process Improvement
 
 
 <ul>
 <li>
 Evaluate and implement recruiting technology platforms (e.g., applicant tracking systems).
 </li>
 <li>
 Continuously improve recruiting workflows and candidate experience.
 </li>
 </ul>
 
 
 
 
 
 
 Qualifications:
 
 
 
 <ul>
 <li>
 Bachelor's degree required; JD or advanced degree a plus.
 </li>
 <li>
 Minimum of 8-10 years of recruiting experience, with at least 5 years in a leadership role within a law firm or legal recruitment agency.
 </li>
 <li>
 Deep understanding of the legal market, law firm structure, and attorney career paths.
 </li>
 <li>
 Proven experience managing high-level lateral partner and associate recruitment.
 </li>
 <li>
 Strong leadership, interpersonal, and communication skills.
 </li>
 <li>
 Ability to influence senior stakeholders and manage confidential information with discretion.
 </li>
 <li>
 Demonstrated commitment to diversity, equity, and inclusion in recruitment practices.
 </li>
 <li>
 Proficiency in applicant tracking systems and recruiting tools (e.g., viRecruit, LawCruit, LinkedIn Recruiter).
 </li>
 </ul>
 
 
</div>

Legal Recruiting Manager

gategroup

Annual Hiring Range:<ul><li>$75,000 - $85,000 Per Year</li></ul>Benefits<ul><li> Paid time off </li><li> 401k, with company match </li><li> Company sponsored life insurance </li><li> Medical, dental, vision plans </li><li> Voluntary short-term/long-term disability insurance </li><li> Voluntary life, accident, and hospital plans </li><li> Employee Assistance Program </li><li> Commuter benefits </li><li> Employee Discounts </li><li> Free hot healthy meals for unit operations roles </li></ul>Main Duties and Responsibilities:<ul><li>Manages the processes and productivity for hourly represented production recruitment across the Business Unit</li><li>Act as functional point of contact for staffing vendors to include both permanent and contingent vendors as well as other relevant business partnerships</li><li>Establishes baseline goals for front line recruitment efforts and regularly measures and is accountable for Return on Investment (ROI)</li><li>Guide Unit Recruitment team to meet and/or exceed established baseline goals</li><li>Implements strategies to identify and attract the best internal and external talent</li><li>Helps establish recruiting requirements by studying organization plans and objectives; meeting with business and human resource leaders to discuss needs and to understand job descriptions and corresponding qualifications required of job candidates</li><li>Develops and implements best practices to build applicant sources by researching and contacting colleges, outplacement agencies, recruiters, media and Internet sites; providing organization information and opportunities; making presentations and maintaining rapport</li><li>Avoids legal challenges by understanding current legislation; coaching Unit Recruitment team and managers on compliance and recommending new procedures; may assist with conducting training</li><li>Maintains applicant and position data using tools required; collects and analyzes data to refine recruitment strategy going forward</li><li>Assists in development, implementation and utilization of enterprise workforce planning tools and metrics for anticipatory staffing</li><li>Ensures that weekly, monthly and ad-hoc reports are completed accurately and in a timely manner</li><li>Ensures recruiting and hiring practices comply with national and local employment laws</li><li>Supports deployment of the Company's employment branding strategy</li><li>Accomplishes human resources and organization mission by completing related tasks as needed</li></ul>Education: <ul><li>Bachelor degree from four year college or university required.</li></ul>Work Experience: <ul><li>Minimum seven years of progressively responsible experience in recruiting related role(s)</li><li>Minimum two years experience leading and managing teams</li><li>Experience recruiting in transportation, hospitality, manufacturing or food service environment highly desirable</li></ul>Job Skills: <ul><li>Demonstrated knowledge of state and federal employment law</li><li>Position requires experience and skills in:<ul><li>Talent Acquisition</li><li>Business partnering</li><li>Relationship building</li><li>Negotiating</li><li>Analysis</li><li>Time management</li><li>Prioritizing multiple projects/tasks</li></ul></li><li>Candidate must have strong interpersonal skills and be able to interact effectively with executives; must also be highly organized, action oriented and collaborative</li><li>Candidate must have demonstrated ability to recruit using Internet tools, relationship building and networking</li><li>Must have strong computer and database application skills (Excel, Word, etc.).</li></ul>Language / Communication Skills:<ul><li>Excellent oral and written communication skills; must also be good listener</li><li>Multi-lingual skills highly desirable.</li></ul>Job DimensionsGeographic Responsibility: USType of Employment: Full-timeTravel %: Ability to travel up to an additional 10% of timeExemption Classification: Exempt Internal Relationships: field HR team, legalExternal Relationships: temp agencyWork Environment / Requirements of the Job: Regular office environmentBudget / Revenue Responsibility: N/AOrganization StructureDirect Line Manager (Title): Director, Human ResourcesDotted Line Manager (Title, if applicable): Regional Senior Manager, Frontline Recruiting Number of Direct Reports: 3Number of Dotted Line Reports: 0Estimated Total Size of Team: 3

Frontline Recruiting Manager

Levy

<div>Salary:
Other Forms of Compensation:
Pay Grade: 11 
Different perspectives make us better. We&rsquo;re committed to creating an equal opportunity and fair treatment environment, where learning and growing together is just part of our every day. An environment where you can be your authentic self. 
About Levy 
The disruptor in defining the sports and entertainment hospitality experience, Levy is recognized as the market leader and most critically acclaimed hospitality company in its industry. Twice named one of the 10 most innovative companies in sports by Fast Company magazine and one of the top three Best Employers for Diversity in America by Forbes, Levy&rsquo;s diverse portfolio includes award-winning restaurants; iconic sports and entertainment venues, zoos and cultural institutions, theaters, and convention centers; as well as the Super Bowl, Grammy Awards, US Open Tennis Tournament, Kentucky Derby, and NHL, MLB, NBA, NFL, and MLS All-Star Games.<div><div><div><h2 class="jobSectionHeader">
Job Summary</h2>
</div><div>
Job Summary:
As the HR Manager, you will be responsible for overseeing the recruitment, training and compliance of the People who create unforgettable guest experiences. The ideal candidate will be an experienced and dynamic Human Resources professional. They will be both a subject matter expert and strategic Human Resources business partner &ndash; able to influence at all levels of the business.
Key Responsibilities:<ul><li>
Manage hourly recruitment, onboarding, and retention strategies.</li><li>
Oversees MyOpportunity for hourly recruitment and onboarding.</li><li>
Developing and implement recruitment/staffing plans.</li><li>
Maintain relationships with external recruiters and stay updated on industry trends and best practices.</li><li>
Ensures all Company HR related policies are applied consistently.</li><li>
Ensuring all Levy and Legal standards, such as I9 documents, are completed in a timely manner</li><li>
Regularly runs and/or reviews HR activity reports.</li><li>
Attends department manager meetings to increase HR visibility, conducts classroom training, provides assistance and implements HR initiatives.</li><li>
Ensuring efficient and welcoming employee check-in experience.</li><li>
Ensures compliance with all federal and state laws.</li><li>
Acts as the diversity champion by leading assigned tasks and corporate diversity activities including diversity recruiting, retention and promotion goals.</li><li>
Other duties and responsibilities as assigned Skills and Experience</li></ul>
Qualifications:<ul><li>
Bachelor&rsquo;s degree in HR or related field; Master&rsquo;s degree preferred.</li><li>
Three plus years human resources recruiting experience required; management experience a plus.</li><li>
HR experience at a large, multi-unit organization required.</li><li>
Intermediate Microsoft Word, Excel and PowerPoint skills; advanced skills preferred.</li><li>
Experience responding to common inquiries or complaints from customers, regulatory agencies or members of the business community.</li><li>
Strong presentation skills required.</li><li>
High level of computer literacy.</li><li>
Passion for hospitality, food, and retail.</li></ul></div></div></div> 
Curious about Life at Levy? Check it out: Levy Culture 
Levy is a member of Compass Group USA. Compass Group/Levy is an equal opportunity employer. At Compass/Levy, we are committed to treating all Applicants and Associates fairly based on their abilities, achievements, and experience without regard to race, national origin, sex, age, disability, veteran status, sexual orientation, gender identity, or any other classification protected by law. 
Qualified candidates must be able to perform the essential functions of this position satisfactorily with or without a reasonable accommodation. Disclaimer: this job post is not necessarily an exhaustive list of all essential responsibilities, skills, tasks, or requirements associated with this position. While this is intended to be an accurate reflection of the position posted, the Company reserves the right to modify or change the essential functions of the job based on business necessity. 
We will consider for employment all qualified applicants, including those with a criminal history (including relevant driving history), in a manner consistent with all applicable federal, state, and local laws, including the City of Los Angeles&rsquo; Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, and the New York Fair Chance Act. We encourage applicants with a criminal history (and driving history) to apply.
Applications are accepted on an ongoing basis.
At Levy, team = family. And we&rsquo;ll always take care of family, learn more about Levy benefits offered. 
<ul><li>
Medical</li><li>
Dental</li><li>
Vision</li><li>
Life Insurance/ AD</li><li>
Disability Insurance</li><li>
Retirement Plan</li><li>
Flexible Time Off Plan</li><li>
Paid Parental Leave</li><li>
Holiday Time Off (varies by site/state)</li><li>
Personal Leave</li><li>
Associate Shopping Program</li><li>
Health and Wellness Programs</li><li>
Discount Marketplace</li><li>
Identity Theft Protection</li><li>
Pet Insurance</li><li>
Commuter Benefits</li><li>
Employee Assistance Program</li><li>
Flexible Spending Accounts (FSAs)</li></ul>
Levy maintains a drug-free workplace.
Associates may also be eligible for paid and/or unpaid time off benefits in accordance with applicable federal, state, and local laws. For positions in Washington State, Maryland, or to be performed Remotely, click here for paid time off benefits information.
Req ID: 1480311
Levy Sector
[[Cust_clntAcName]]
KACEE L COLEMAN
[[req_classification]]</div>

Human Resources Recruiting Manager

Deloitte

<div>
 
 Summary
 
 
 
 
 Position Summary
 
 
 
 
 Talent Acquisition Specialist CareerLevel:
 
 AssistantManager
 
 
 At Deloitte, we are known for being a standard of excellence and our employees are the driversbehind. As part of thisroleyouwillbeentrustedwithhiringprofessionalsexcellingintheirrespectivefieldstomatchtheneedsof our business and our talent legacy of hiring the best and the brightest. Your role will allow you to source across organizations which are industry leaders and help individuals develop their careers by introducing them to the Deloitte brand.
 
 
 
 WhatYouWill Do:
 
 
 
 Asanindividualcontributor youwillmakeyourimpactintheorganizationby supportingtherecruitingprogramfor the USI firm in the following ways:
 
 
 Recruitment
 
 
 <ul>
 <li>
 Manageexperiencedhireinterviewprocessincludingsourcingandscreeningresumes,selectingcandidatesfor interview, conducting interview kick-offs and debrief sessions, negotiate offers, managing offer approval process, extending offers and rejecting candidates.
 </li>
 <li>
 Fulfillingorder Demand asperassigned targets
 </li>
 <li>
 Participation in drivingnewandinnovativemethodsforbrand awareness.
 </li>
 <li>
 Handlingcommunicationswithintheteamandaidinginpreparingschedulesforrecruitmentactivitiesandtheir execution.
 </li>
 <li>
 Prepareinterviewersforinterviews,transitioningrelevantcandidate-specificinformation Verballyextendoffers of employment and leverage on manager for guidance around complex negotiations.
 </li>
 <li>
 Plan,conductandparticipateinpost-offerpursuitactivities(e.g.,communications,officevisits,answering questions)
 </li>
 <li>
 Managerecruitingmetrics,pursueconsciouscost-containmenteffortsinrecruitinganddiversity sourcing.
 
 
 </li>
 </ul>
 Managing Relationships
 
 
 <ul>
 <li>
 Manageongoingcandidaterelationship,allthroughthehiringlife cycle
 </li>
 <li>
 Continuously build and strengthen relationships with internal stakeholders
 </li>
 <li>
 Partner with the business and actas an advisor, creatingsynergy and agility of decision-makingfor adaptation of recruitment processes in accordance to business needs and realities
 </li>
 <li>
 PartnerwithCoreTalentServices(CTS)Sourcingresourcestoutilizesourcingchannelstobuildpipeline through both active and passive candidates and achieve required hiring demand and productivity targets
 </li>
 <li>
 Toprovideexemplarycandidate experience
 </li>
 <li>
 Networkwithinthemarketplacetounderstandcompetitivelandscapeandcompensation practices
 
 
 </li>
 </ul>
 Analytics
 
 
 <ul>
 <li>
 Maintaintimelyandaccuratedataintheapplicanttracking system
 </li>
 <li>
 Leveraginganalyticsforidentifyingandcorrectinglagswithinthecurrentrecruitment processes
 </li>
 <li>
 Utilizinganalyticstoidentifynewpotentialmarketsforsourcingof candidates
 
 
 </li>
 </ul>
 
 The team
 
 
 
 Talent team offers HR solutions by tapping into the different aspects of HR policies, to ensure every professional&rsquo;s engagement with the organization is meaningful. It is structured into five major organizations: Talent Acquisition, TalentDelivery,TalentDevelopment,TalentSpecialtiesandTalentOperations.AspartoftheTalentAcquisitionteam, you will work with our business leaders to develop, implement and execute successful recruiting programs and effective reporting and analytics.
 
 
 
 Qualifications:
 
 
 
 Required:
 
 
 <ul>
 <li>
 Education:MBAorEquivalent Degree
 </li>
 <li>
 ExperienceRequired:6to9 Years
 
 
 </li>
 </ul>
 Must Have skills:
 
 
 <ul>
 <li>
 Client focus andcommitment tocontinuousimprovement;abilitytoproactively networkandestablish effective working relationships
 </li>
 <li>
 Strong Sourcing &ndash; Market Research skills and Market Understanding
 </li>
 <li>
 Strong Reporting &amp; Analytics Skills
 </li>
 <li>
 Presentation &amp; Storyboarding Skill
 </li>
 <li>
 Strong communication skills
 </li>
 <li>
 Dealwithambiguoussituationswithcomposureandprofessionalismandefficientresource management
 </li>
 <li>
 Goodknowledgeoftechnologytrends,compensationand benefits
 </li>
 <li>
 Strong marketing, brand building and negotiation skills
 </li>
 <li>
 Attentiontodetailandensuring accuracy
 
 
 </li>
 </ul>
 
 Location
 
 : Hyderabad
 
 
 
 ShiftTimings
 
 :9Am&ndash;6 Pm
 
 
 
 Howyou&rsquo;ll Grow
 
 
 
 AtDeloitte,we&rsquo;veinvested agreatdealto createa rich environmentin which ourprofessionalscan grow.Wewant all our people to develop in theirownway,playing to theirownstrengthsas theyhone their leadershipskills. And, as a part of our efforts, we provide our professionals with a variety of learning and networking opportunities&mdash; including exposure to leaders, sponsors, coaches, and challenging assignments&mdash;to help accelerate their careers along the way. No two people learn in exactly the same way. So, we provide a range of resources including live classrooms, team-based learning, and eLearning. DU: The Leadership Center in India, our state-of-the-art, world- classlearningCenterintheHyderabadofficesisanextensionoftheDeloitteUniversity (DU)inWestlake,Texas,and represents a tangible symbol of our commitment to our people&rsquo;s growth and development. Explore DU: The Leadership Center in India
 
 
 
 Benefits
 
 
 
 AtDeloitte,weknowthatgreatpeoplemakeagreatorganization.Wevalueourpeopleandofferemployeesabroad range of benefits. Learn more about what working at Deloitte can mean for you.
 
 
 
 Deloitte&rsquo;s culture
 
 
 
 Ourpositiveandsupportivecultureencouragesourpeopletodotheirbestworkeveryday.Wecelebrateindividuals by recognizing their uniqueness and offering them the flexibility to make daily choices that can help them to be healthy, centered,confident, and aware.Weoffer well-beingprograms and arecontinuously lookingfornewways to maintain a culture that is inclusive, invites authenticity, leverages our diversity, andwhere our people exceland lead healthy, happy lives. Learn more about Life at Deloitte.
 
 
 
 Corporate citizenship
 
 
 
 Deloitte is led by a purpose: to make an impact that matters. This purpose defines who we are and extends to relationships with our clients, our people and our communities.We believe thatbusiness has the power to inspire and transform.Wefocuson education,giving,skill-based volunteerism,and leadership to help drivepositivesocial impact in our communities. Learn more about Deloitte&rsquo;s impact on the world.
 
 
 
 Disclaimer:
 
 Pleasenotethatthisjobdescriptionissubjecttochangebasedonthebusiness/projectrequirementsand at the discretion of management.
 
 
 
 Our purpose
 
 
 
 Deloitte&rsquo;s purpose is to make an impact that matters for our people, clients, and communities. At Deloitte, purpose is synonymous with how we work every day. It defines who we are. Our purpose comes through in our work with clients that enables impact and value in their organizations, as well as through our own investments, commitments, and actions across areas that help drive positive outcomes for our communities.
 
 
 
 Our people and culture
 
 
 
 Our inclusive culture empowers our people to be who they are, contribute their unique perspectives, and make a difference individually and collectively. It enables us to leverage different ideas and perspectives, and bring more creativity and innovation to help solve our clients' most complex challenges. This makes Deloitte one of the most rewarding places to work.
 
 
 
 Professional development
 
 
 
 At Deloitte, professionals have the opportunity to work with some of the best and discover what works best for them. Here, we prioritize professional growth, offering diverse learning and networking opportunities to help accelerate careers and enhance leadership skills. Our state-of-the-art DU: The Leadership Center in India, located in Hyderabad, represents a tangible symbol of our commitment to the holistic growth and development of our people. Explore DU: The Leadership Center in India .
 
 
 
 Benefits To Help You Thrive
 
 
 
 At Deloitte, we know that great people make a great organization. Our comprehensive rewards program helps us deliver a distinctly Deloitte experience that helps that empowers our professionals to thrive mentally, physically, and financially&mdash;and live their purpose. To support our professionals and their loved ones, we offer a broad range of benefits. Eligibility requirements may be based on role, tenure, type of employment and/ or other criteria. Learn more about what working at Deloitte can mean for you.
 
 
 
 Recruiting tips
 
 
 
 From developing a stand out resume to putting your best foot forward in the interview, we want you to feel prepared and confident as you explore opportunities at Deloitte. Check out recruiting tips from Deloitte recruiters.
 
 
 Requisition code: 301440
</div>

Talent Acquisition - Business Recruiting - Assistant Manager - Hyderabad

Annual Hiring Range:<ul><li>$75,200-$80,000 Per Year </li></ul>Benefits<ul><li>Paid time off</li><li>401k, with company match</li><li>Company sponsored life insurance</li><li>Medical, dental, vision plans</li><li>Voluntary short-term/long-term disability insurance</li><li>Voluntary life, accident, and hospital plans</li><li>Employee Assistance Program</li><li>Commuter benefits</li><li>Employee Discounts</li></ul>Main Duties and Responsibilities:<ul><li>Manages the processes and productivity for hourly represented production recruitment across the Business Unit</li><li>Act as functional point of contact for staffing vendors to include both permanent and contingent vendors as well as other relevant business partnerships</li><li>Establishes baseline goals for front line recruitment efforts and regularly measures and is accountable for Return on Investment (ROI)</li><li>Guide Unit Recruitment team to meet and/or exceed established baseline goals</li><li>Implements strategies to identify and attract the best internal and external talent</li><li>Helps establish recruiting requirements by studying organization plans and objectives; meeting with business and human resource leaders to discuss needs and to understand job descriptions and corresponding qualifications required of job candidates</li><li>Develops and implements best practices to build applicant sources by researching and contacting colleges, outplacement agencies, recruiters, media and Internet sites; providing organization information and opportunities; making presentations and maintaining rapport</li><li>Avoids legal challenges by understanding current legislation; coaching Unit Recruitment team and managers on compliance and recommending new procedures; may assist with conducting training</li><li>Maintains applicant and position data using tools required; collects and analyzes data to refine recruitment strategy going forward</li><li>Assists in development, implementation and utilization of enterprise workforce planning tools and metrics for anticipatory staffing</li><li>Ensures that weekly, monthly and ad-hoc reports are completed accurately and in a timely manner</li><li>Ensures recruiting and hiring practices comply with national and local employment laws</li><li>Supports deployment of the Company's employment branding strategy</li><li>Accomplishes human resources and organization mission by completing related tasks as needed</li></ul>QualificationsEducation: <ul><li>Bachelor degree from four year college or university required.</li></ul>Work Experience: <ul><li>Minimum seven years of progressively responsible experience in recruiting related role(s)</li><li>Minimum two years experience leading and managing teams</li><li>Experience recruiting in transportation, hospitality, manufacturing or food service environment highly desirable</li></ul>Job Skills: <ul><li>Demonstrated knowledge of state and federal employment law</li><li>Position requires experience and skills in:<ul><li>Talent Acquisition</li><li>Business partnering</li><li>Relationship building</li><li>Negotiating</li><li>Analysis</li><li>Time management</li><li>Prioritizing multiple projects/tasks</li></ul></li><li>Candidate must have strong interpersonal skills and be able to interact effectively with executives; must also be highly organized, action oriented and collaborative</li><li>Candidate must have demonstrated ability to recruit using Internet tools, relationship building and networking</li><li>Must have strong computer and database application skills (Excel, Word, etc.).</li></ul>Language / Communication Skills:<ul><li>Excellent oral and written communication skills; must also be good listener</li><li>Multi-lingual skills highly desirable.</li></ul>Job DimensionsGeographic Responsibility: USType of Employment: Full-timeTravel %: Ability to travel up to an additional 10% of timeExemption Classification: Exempt Internal Relationships: field HR team, legalExternal Relationships: temp agencyWork Environment / Requirements of the Job: Regular office environmentBudget / Revenue Responsibility: N/AOrganization StructureDirect Line Manager (Title): Director, Human ResourcesDotted Line Manager (Title, if applicable): Regional Senior Manager, Frontline Recruiting Number of Direct Reports: 3Number of Dotted Line Reports: 0Estimated Total Size of Team: 3

Manager, Frontline Recruitment

Lytegen

<div>
 Location: Mohali/Chandigarh (On-site)
 
 
 Type: Full-time
 
 
 Role Summary
 
 
 We need an operator&mdash;not a coordinator. You will run daily operations, fix problems without hand-holding, and drive outcomes across Admin, HR partnership, Recruiting, and IT coordination. You'll build the team, set the pace, and enforce standards so the office runs clean, fast, and audit-ready. If something is unclear, you take charge, decide, and move.
 
 
 Core Responsibilities
 
 
 <ul>
 <li>
 Operations Leadership (Own the Floor)
 </li>
 <li>
 Orchestrate day-to-day office operations: schedules, calendars, space planning, visitor/security, supplies, vendor control, travel, couriers, and on-ground errands
 </li>
 <li>
 Stand up and maintain SOPs/checklists for every recurring task; enforce SLAs and escalate blockers early
 </li>
 <li>
 Drive cross-team coordination with U.S. counterparts; turn vague asks into clear tasks with owners and deadlines
 </li>
 <li>
 Produce weekly Ops Pack (status, risks, decisions needed, next week plan)
 </li>
 <li>
 Recruiting &amp; Team Build (India for U.S. Operations)
 </li>
 <li>
 Build and run an always-on recruiting engine for India roles (e.g., Billing, AR/AP, Certified Payroll support, HR, Compliance, Admin, Data, Analysts)
 </li>
 <li>
 Own the full funnel: sourcing (job boards, LinkedIn, referrals), screening, structured interviews, scorecards, offers, background checks, pre-boarding, and Day-1 readiness
 </li>
 <li>
 Create role scorecards (outcomes, competencies, must-have tools), interview kits, and practical tests aligned to U.S. standards
 </li>
 <li>
 Maintain recruiting dashboards: pipeline health, time-to-fill, pass-through rates, offer acceptance, quality-of-hire
 </li>
 <li>
 HR Partnership &amp; Policy Implementation
 </li>
 <li>
 Work hand-in-hand with HR to roll out policies, update handbooks, and secure employee acknowledgements
 </li>
 <li>
 Own onboarding/offboarding checklists (equipment, IDs, access, NDA, tool permissions) and zero-lag revocations at exit
 </li>
 <li>
 Track attendance/leave data accurately; ensure files and records are audit-ready at all times
 </li>
 <li>
 IT &amp; Systems Coordination
 </li>
 <li>
 Liaise with IT to provision/deprovision accounts, laptops, email, software licenses, VPN/RDP, and shared drives
 </li>
 <li>
 Maintain live asset &amp; license inventory; reconcile monthly with IT
 </li>
 <li>
 Triage basic access issues, open/follow up tickets, and push for SLA adherence
 </li>
 <li>
 Administration &amp; Compliance
 </li>
 <li>
 Maintain document control and versioning for SOPs, templates, and trackers
 </li>
 <li>
 Ensure vendor contracts, invoices, and payments align with approval limits and budget guardrails
 </li>
 <li>
 Prepare clean, shareable docs (Sheets/Excel, Docs, Slides) that leadership can use immediately
 </li>
 <li>
 Continuous Improvement (Remove Waste)
 </li>
 <li>
 Identify bottlenecks, design fixes, implement, and lock in via SOPs
 </li>
 <li>
 Build simple dashboards for throughput, SLA performance, and quality
 </li>
 <li>
 Train the team on your processes; raise the bar and hold it
 
 
 </li>
 </ul>
 Decision Rights &amp; Guardrails
 
 
 <ul>
 <li>
 Hiring pipeline: Full ownership from sourcing to Day-1; escalate only for final offer approvals
 </li>
 <li>
 Purchases: Approve routine ops spend up to ₹[insert threshold]; above that, present 2 options with pros/cons
 </li>
 <li>
 Prioritization: You may re-sequence work to meet SLAs; communicate impacts to stakeholders
 </li>
 <li>
 Access control: Immediate deprovision on exit; no exceptions
 </li>
 <li>
 Escalation: If blocked &gt;24 hours or by a cross-team dependency, escalate with a written plan and options
 
 
 </li>
 </ul>
 SLAs &amp; KPIs (What "Good" Looks Like)
 
 
 <li>
 Onboarding Readiness: 100% of new hires with devices, access, and Day-1 agenda (no misses)
 </li>
 <li>
 Offboarding Security: 100% access revoked within 2 hours of exit
 </li>
 <li>
 Recruiting: Median time-to-first-interview &le; 3 business days; time-to-offer &le; 21 days for priority roles
 </li>
 <li>
 Quality of Hire: 90-day pass rate &ge; 85%; hiring manager satisfaction &ge; 4/5
 </li>
 Ops Tickets/Tasks: 95% completed on or before due date; critical issues acknowledged
 <li>
 SOP Coverage: 100% of recurring processes documented; reviewed quarterly
 </li>
 <li>
 Asset/License Accuracy: 100% match to inventory; monthly reconciliation on time
 
 
 </li>
 30/60/90 Plan
 
 
 <ul>
 <li>
 Day 30: Map all workflows, publish SOP v1 for Admin/IT/Recruiting; stand up dashboards; clean inventory; define hiring scorecards for top 5 roles
 </li>
 <li>
 Day 60: Hit onboarding/offboarding SLAs; reduce open tickets by 50%; deliver a 2-month recruiting pipeline for priority roles
 </li>
 <li>
 Day 90: Achieve KPI targets above; roll out SOP v2 with automation/templating; train backups for critical processes
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 6-10 years in operations/office management with proven ownership in a high-tempo environment; you've built or run teams before
 </li>
 <li>
 Demonstrated success running recruiting end-to-end for multiple roles at once
 </li>
 <li>
 Strong English&mdash;clear, concise, and direct with U.S. stakeholders
 </li>
 <li>
 Expert with Google Workspace or MS Office (especially Sheets/Excel); comfortable with ATS/CRM, ticketing, and dashboards
 
 
 </li>
 </ul>
 Who You Are (Non-Negotiables)
 
 
 <ul>
 <li>
 Operator mindset: Acts without waiting, solves problems fast, and owns the outcome
 </li>
 <li>
 High bar: Detail-obsessed, zero tolerance for sloppy work or missed handoffs
 </li>
 <li>
 Calm under load: Can juggle shifting priorities without dropping the ball
 </li>
 <li>
 Builder: Turns chaos into process, process into speed
 
 
 </li>
 </ul>
 Compensation &amp; Growth
 
 
 Competitive salary with rapid responsibility growth tied to performance and KPI delivery.
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General Manager (India)

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