Hiring for HR Recruiter

Job Description:

JOB DESCRIPTION
HR Executive – Recruitment

1. Position Details

2. 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.

3. Key Responsibilities
4. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

1. 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.

4. 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.

5. Key Result Areas / KPIs

6. 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

7. 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

8. 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

9. Educational Qualification

Mandatory: MBA / MSW / PGDM in Human Resources or equivalent qualification.
Preferred: Certification in Talent Acquisition / Recruitment.

10. Experience

2–5 years of relevant experience in recruitment/talent acquisition, preferably within Pharmaceutical, Healthcare, FMCG or Manufacturing industries.

11. 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.

12. 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.

13. 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 coordination with all stakeholders.