Talent Acquisition Executive

· End-to-End Recruitment: Manage the complete recruitment cycle including job requisition approvals, job postings, candidate sourcing, interviews, selection, offer management, visa processing, and onboarding while ensuring efficiency and strong follow-up at every stage. Ensure tracker updates and recruitment reports are maintained in real time.

· Turnaround Efficiency: Continuously improve turnaround time for all hires by streamlining processes, proactive coordination with hiring managers, and diligent monitoring of visa and onboarding steps.

· Quality of Hire: Drive high standards in candidate evaluation through structured interviews, behavioral and technical assessments, aptitude/communication testing, and comprehensive reference and background checks to secure high-performing candidates.

· New Hire Retention: Focus on hiring committed candidates who fit both the role and company culture, discuss growth opportunities with new hires, and reduce voluntary and involuntary exits by strengthening onboarding and engagement.

· Internal Job Postings: Promote internal job postings to foster career growth and retain top talent, encouraging participation and ensuring timely completion of interviews and movement processes.

· Manpower Planning & Budgets:Partner with departments to plan workforce requirements and maintain complete accuracy in manpower budgets and job requisitions. Monitor real-time updates in HR applications and conduct periodic audits to track variances and ensure compliance.

· Diversity & Inclusion: Support cultural and generational inclusivity by sourcing diverse talent pools and ensuring balanced representation across nationalities and age groups for planned positions.

· Talent Pipeline & Market Intelligence:Build and maintain strong talent pools for critical roles and future needs. Conduct market mapping, salary benchmarking, and competitor analysis to stay ahead of talent trends.

· Employer Branding: Represent the company at career fairs, campus drives, and professional networking events to position the organization as an employer of choice.

· Candidate Experience: Ensure a professional, engaging, and transparent recruitment journey; counsel candidates on benefits, compensation, and company culture to create a positive impression and long-term engagement.

· Data & Reporting: Maintain accurate recruitment MIS data; generate regular analytics on hiring status, source effectiveness, recruitment costs, and turnover trends for management review.

· Policy & Compliance: Adhere to labor laws, company policies, and data privacy requirements. Suggest and implement improvements in recruitment policies and procedures to enhance effectiveness.

· Job Descriptions, Organization Charts, and SOPs:Ensure all JDs, organization charts, and standard operating procedures are continuously updated, accurately reflecting current structures and processes, and conduct timely audits to maintain compliance and clarity.

· Onboarding & Integration:Coordinate seamless onboarding and orientation, ensuring new hires are effectively integrated and probation follow-ups are completed.

· Continuous Improvement: Identify process gaps, recommend automation or system enhancements, and introduce innovative sourcing strategies including digital platforms and referral programs.

· Stakeholder Partnership: Act as a trusted advisor to business units on workforce planning, skill-gap analysis, and recruitment strategies aligned with organizational objectives.