Dräger
Website:
draeger.com
Company:
https://www.linkedin.com/company/draeger
Seniority: Mid-Senior level
Industries: Manufacturing
Job details:
Purpose of Function
To serve as the strategic talent acquisition partner for Draeger India to translate Draeger India’s strategic growth plans into a robust talent pipeline, and support business transformation and growth with critical hiring and strengthen delivering the right capabilities and talent across all businesses, corporate functions, operations and R&D.
Tasks and Responsibilities
1.Talent Acquisition Strategy & Business Partnering
- Lead end-to-end talent acquisition for Draeger India across businesses, Corporate Functions, Operations and R&D, aligned with business and workforce priorities.
- Partner with business leaders and hiring managers to understand current and future talent requirements, define role profiles and develop effective hiring strategies.
- Build proactive talent pipelines for critical, specialist and future hiring requirements through market mapping and talent intelligence.
- Develop and implement innovative and cost-effective recruitment strategies to attract high-quality and diverse talent.
- Drive continuous improvement in recruitment productivity, quality of hire, time-to-fill and overall candidate experience.
2. Sourcing
- Drive advanced sourcing through LinkedIn, professional networks, digital platforms, industry forums, referrals and other relevant channels.
- Identify and engage passive talent through targeted talent mapping, Boolean search and market intelligence.
- Build diverse talent pools aligned with Draeger’s DEI objectives and future capability requirements.
3. Assessment & Selection
- Conduct structured, competency-based first-level interviews and assessments to evaluate candidate suitability, capability and cultural alignment.
- Partner with hiring managers throughout the selection process, including interview coordination, evaluation, feedback and candidate recommendations.
- Ensure consistent, objective and high-quality assessment practices across recruitment processes.
4. Recruitment Operations, MIS & HRIS
- Maintain accurate recruitment trackers, candidate records and recruitment documentation in accordance with defined processes and compliance requirements.
- Provide periodic recruitment MIS and analytics to HR and business leadership, covering hiring status, pipeline, ageing, source effectiveness and key recruitment metrics.
- Ensure accurate and timely maintenance of position and employee data in SuccessFactors/HRIS and conduct periodic data audits and cleansing.
5. Offer Management & Joining
- Coordinate pre-employment documentation, compensation input, offer release and candidate communication in collaboration with relevant stakeholders.
- Drive effective pre-joining engagement and follow-up to improve offer-to-join conversion and minimize candidate dropouts.
6. Onboarding
- Ensure seamless and timely onboarding of new employees through SuccessFactors and defined HR processes.
- Coordinate new-joiner documentation, welcome communication and handover to relevant HR/business stakeholders.
7. Campus & Early Careers
- Develop and manage campus and early-career hiring initiatives in line with current and future talent requirements.
- Build relationships with key educational institutions and drive campus engagement, employer branding and candidate experience.
8. Employer Branding & Talent Attraction
- Strengthen Draeger’s employer brand by communicating its culture, values, employee proposition and career opportunities across relevant talent channels.
- Develop targeted recruitment campaigns and engage in job advertisements to attract high-quality talent.
- Build and manage relationships with recruitment partners, search firms, professional networks and other external talent sources.
9. Talent Acquisition Excellence
- Leverage recruitment analytics, market insights and emerging talent acquisition practices to anticipate future workforce requirements and continuously improve hiring effectiveness.
- Ensure adherence to Draeger’s policies, ethical standards, DEI principles and applicable recruitment and data privacy requirements.
10. Other Responsibilities
- Undertake additional responsibilities and projects assigned by the Head of HR / Management in line with evolving business and organizational requirements.
Additional Roles
Coordination with HR team and other functions to ensure a harmonious and seamless process execution of the Talent Acquisition process responsibilities.
Functional / Technical Skills required in the role
- Ability to understand Product Portfolio
- Communication Skills, Interpersonal Skills, Active Listening, Multitasking, Negotiation
- Employer Branding, Candidate Experience Management
- Talent Sourcing & Market Mapping
- Competency-Based Interviewing & Assessment
- Recruitment Analytics & ATS Proficiency
- Analytical mindset, Empathy, Emotional Intelligence
Education & certification
Post-Graduate in Human Resource Management
Relevant experience
10 to 12 years of experience into End-to-End Recruitment cycle.
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