JOB DESCRIPTION
Senior HR Executive – Recruitment
| Department | Human Resources |
| Function | Talent Acquisition / Recruitment |
| Industry | Pharmaceutical Manufacturing |
| Location | Corporate Office |
| Reporting To | HR Manager / Senior Management |
| Experience | As per organizational requirement |
1. Job Purpose
To manage end-to-end recruitment and talent acquisition activities across corporate and manufacturing functions, ensuring timely availability of qualified talent in line with approved manpower plans and business requirements. The position will be responsible for sourcing, screening, interviewing, selection coordination, offer management, candidate engagement, onboarding, recruitment MIS, analytics, and maintaining a strong talent pipeline.
2. Key Responsibilities
Manpower Planning & Recruitment
- Coordinate with Department Heads/HODs to understand current and future manpower requirements.
- Review and monitor approved manpower plans, budgets, and recruitment requirements.
- Track open positions and ensure timely closure of vacancies.
- Maintain accurate recruitment trackers and vacancy status reports.
- Follow up with stakeholders to ensure recruitment activities are completed within agreed timelines.
Talent Sourcing & Pipeline Development
- Source candidates through job portals, LinkedIn, employee referrals, recruitment consultants, campus hiring, networking, and other relevant channels.
- Develop and maintain talent pipelines for critical and recurring positions, particularly within the pharmaceutical manufacturing environment.
- Maintain updated candidate databases and talent pools.
- Identify appropriate sourcing channels based on position requirements and market availability.
Candidate Screening & Assessment
- Review and shortlist resumes against defined job requirements.
- Conduct initial HR screening and interviews.
- Assess candidates based on qualifications, relevant experience, competencies, communication skills, and organizational fit.
- Coordinate technical/functional assessments and interviews with respective Hiring Managers.
- Ensure consistency and quality in the candidate evaluation process.
Interview Coordination & Selection
- Coordinate interview schedules with candidates and Hiring Managers.
- Manage interview logistics and ensure timely communication with all stakeholders.
- Obtain and consolidate interview feedback.
- Support Hiring Managers in the selection process and recommend suitable candidates.
- Ensure a professional and positive candidate experience throughout the recruitment process.
Offer Management & Candidate Engagement
- Conduct compensation discussions with selected candidates within approved salary structures/bands.
- Prepare offer proposals and coordinate employment documentation.
- Communicate offer details and joining requirements to selected candidates.
- Maintain regular engagement with candidates during the notice period.
- Proactively follow up with selected candidates to improve offer acceptance and offer-to-joining conversion.
- Identify and address potential joining drop-out risks.
Onboarding & Induction
- Coordinate pre-joining and joining formalities.
- Ensure collection and verification of required employee documents.
- Coordinate with relevant departments for smooth onboarding.
- Facilitate induction and orientation programs for new employees.
- Ensure new hires have a positive joining and onboarding experience.
Recruitment MIS & Analytics
- Maintain recruitment dashboards, trackers, and MIS reports.
- Monitor key recruitment metrics including time-to-fill, vacancy closure, offer acceptance, offer-to-joining conversion, recruitment cost per hire, source effectiveness, and new hire retention.
- Analyze recruitment trends and hiring effectiveness.
- Prepare periodic recruitment reports and present recruitment updates to management.
- Ensure accuracy and timely submission of recruitment data and reports.
Employer Branding & Talent Engagement
- Support employer branding initiatives to strengthen the organization's talent attraction capability.
- Participate in job fairs, campus recruitment drives, networking events, and other talent engagement activities.
- Support initiatives to improve the organization's visibility and attractiveness as an employer.
Recruitment Compliance & Documentation
- Maintain complete and accurate recruitment records and documentation.
- Ensure recruitment processes are aligned with company policies and applicable statutory/labor requirements.
- Maintain proper documentation for recruitment audits.
- Support internal and external HR audits related to recruitment and employee records.
3. Key Accountabilities
- Timely closure of approved vacancies.
- Quality and suitability of hires.
- Achievement of recruitment targets and manpower plans.
- Offer acceptance and offer-to-joining conversion.
- Candidate experience throughout the recruitment process.
- Accuracy of recruitment MIS and records.
- Recruitment process compliance.
- Development of talent pipelines for critical positions.
- New hire retention and recruitment effectiveness.
- Effective coordination with HODs, Hiring Managers, candidates, and recruitment agencies.
4. Authority
- Screen and shortlist candidates based on approved job requirements.
- Coordinate interviews and assessments.
- Recommend suitable candidates to Hiring Managers.
- Conduct compensation discussions within approved salary bands.
- Engage approved recruitment agencies as per company policy.
- Coordinate with external recruitment sources and talent acquisition partners.
5. Key Result Areas (KRAs)
| KRA | Key Performance Indicator |
| Vacancy Closure | Time-to-fill / timely closure of approved vacancies |
| Recruitment Effectiveness | Positions closed against approved requisitions |
| Quality of Hire | Performance and probation success rate of new hires |
| Offer Management | Offer acceptance ratio |
| Joining Conversion | Offer-to-joining conversion ratio |
| Recruitment Cost | Cost per hire |
| Candidate Experience | Candidate feedback / experience score |
| Talent Pipeline | Availability of qualified candidates for critical positions |
| Recruitment MIS | Accuracy and timely submission of recruitment reports |
| Retention | New hire retention rate |
| Compliance | Recruitment documentation and audit compliance |
| Employer Branding | Participation and contribution to employer branding initiatives |
6. Required Competencies
Functional Competencies
- Talent Acquisition
- End-to-End Recruitment
- Competency-Based Interviewing
- Manpower Planning
- Recruitment Analytics
- Employer Branding
- HR Compliance
Behavioral Competencies
- Strong communication and interpersonal skills
- Stakeholder management
- Negotiation skills
- Problem-solving ability
- Planning and organizing
- Result orientation
- Follow-up and execution skills
- Ability to work effectively with multiple stakeholders
Technical Skills
- MS Excel
- MS Word
- MS PowerPoint
- HRMS
- Applicant Tracking Systems (ATS)
- Job Portals
- Recruitment Analytics Tools
7. Qualification & Experience
Educational Qualification
- Bachelor's degree in Human Resources, Business Administration, or a related discipline.
- MBA/PGDM in Human Resources will be an added advantage.
Experience
- Relevant experience in end-to-end recruitment/talent acquisition.
- Experience in pharmaceutical manufacturing or a regulated manufacturing environment will be an advantage.
- Experience in handling both corporate and manufacturing recruitment requirements will be preferred.
8. Key Interfaces
- Department Heads / HODs
- Hiring Managers
- HR Team
- Senior Management
- Candidates
- Recruitment Consultants
- Job Portals and Talent Partners
- External Assessment/Recruitment Agencies
- Educational Institutions / Campus Placement Teams
9. Expected Outcomes
- Timely closure of approved vacancies.
- Improved quality of recruitment and new hires.
- Strong and sustainable talent pipelines.
- Reduced recruitment cycle time.
- Improved offer acceptance and joining conversion.
- Enhanced candidate experience.
- Accurate recruitment MIS and analytics.
- Strong recruitment compliance and audit readiness.
- Reduced new-hire attrition.
- Effective recruitment support for business growth and manpower plans.
