recruitment business partner- mumbai

posted
contact
randstad sourceright
job type
permanent
apply now

job details

posted
location
mumbai, maharashtra
job category
Other
job type
permanent
reference number
1128
contact
randstad sourceright
apply now

job description

About Randstad Sourceright:

Randstad Sourceright is a global talent leader, providing solutions and expertise that help companies position for growth, execute on strategy and improve business agility.  Sourceright’s experience encompass all facets of the talent acquisition of permanent employees and the contingent and contractor workforce.  Key offerings include Managed Services Provider (MSP) programs, Recruitment Process Outsourcing (RPO) and Integrated Talent Management services (ITM) which blends RPO and MSP.  Working for a multi-country organisation means working with clients and colleagues with diverse backgrounds.  This results in a digital way of working and requires a proactive mind-set.

 

Scope:

The Recruitment Business Partner (RBP) is responsible for ensuring the client and relevant stakeholders receive advisory services from RSR inclusive of market intelligence, creative sourcing strategies and problem resolution.  The RBP achieves this by spending 55% of their time directly engaging with HMs and driving the effective use of Talent Communities which are prequalified and interested candidates who want to join our client.

 

Reporting to:

Account Leader

 

Key Stakeholders:

Client hiring managers, client HR BPs, client Talent Acquisition and/or procurement, account delivery team, account leader and RSR management, 

 

Job Purpose:

  • To transition RSR delivery from a transactional reactive model to an advisory proactive and solution oriented capability

 

 

Main accountabilities:

The main accountability areas for this position are:

 

Conduct Advisory Intakes:

  • Conducting advisory intake sessions using market intelligence and defined sourcing strategy (Recruitment Strategy Framework)
  • Accountability for collection of candidate market intelligence specific to competitor remuneration & benefits
  • Training team members on how to conduct advisory intake sessions through demonstration
  • Accessing and sharing market intelligence during intake sessions and aging requisition reviews
  • Conducting role triage to ensure load balancing
  • Aged requisition management
  • Sourcing strategy review – engagement of sourcing expertise to problem solve
  • Talent community quarterly evaluation and monthly ROI analysis
  • Source of hire review in collaboration with RSR Sourcing Master to drive improvements

 

 

 

Aged Requisition Analysis and Problem Resolution:

  • Scheduling of aged requisition review with relevant Hiring Managers and problem resolution to diminish TTH while improving quality
  • Quarterly analysis of all aged requisitions with root cause analysis
  • Development of strategy to prevent aged requisitions inclusive of revisions to sourcing channels, diversity campaigns, aggregation of candidate data specific to competitor compensation offers, role triage and review of talent communities to align with demand forecasting and aged requisition analysis.

 

Talent  Community Return On Investment

  • Quarterly review of Talent Communities to ensure alignment with demand planning and aged requisition analysis
  • Weekly review of Talent Community health to ensure ability to take qualified and interested resumes to intake sessions
  • Coaching of team members on effective use of Talent Communities

 

 

Development and Coaching:

  • Coaching of team members to advisory intake capability through demonstration and on the job coaching
  • Weekly review of talent community health and relevant coaching to ensure effective brand representation and candidate representation during intake session

  

 

Key Performance Indicators:

The following indicators are suggested to monitor performance and can be used to identify problem areas:

  • 35% of hires from talent communities
  • Client satisfaction surveys at a 4.5/5 or 9-10/10 on advisory and solution orientation of overall service

 

Competencies:

All employees are required to exemplify the full suite of Randstad competencies and behaviours however the key leadership competencies for this role include:

 

Intellectual strength

Leveraging strong intellectual power to identify pattern and draw insights from information in order to conceptualize strategic direction, solve problems and identify opportunities.

 

Agility

Leveraging proactively to address change on all dimensions. Anticipate change and view situations from different perspectives whilst keeping pace in decision making to realize opportunities and mitigate risks.

 

Excellent execution

Driving excellent execution by setting robust processes to execute strategies and follow through with strong monitoring and operational navigation to ensure results. Being firm and courageous in leading execution.

 

 

Lead

Enabling teams to deliver high performance by providing direction and clarity of purpose, a focus on accountability and the orchestration of efforts. Set high standards and provide the support people need.

 

Connect

Identify potential for synergies across the business and build commitment to achieve shared goals. Thrive on working with people that represent a mix of backgrounds, insights and perspectives.

 

Partner

Building strategic partnerships with clients & stakeholders. Actively shape the external environment for the success of Randstad, leveraging personal credibility and thought leadership in getting people onside.

 

Courage to challenge

Shows courage and confidence to speak up skilfully, challenging others even when they are confronted with resistance or unfamiliar circumstances.

 

Business acumen:

Builds and delivers professionalism through combining commercial and HR expertise to bring value to the organisation, stakeholders and peers.

 

Decisive judgment:

Demonstrates the ability to analyse and understand data and information quickly. Uses information, insights and knowledge in a structured way to identify options, make recommendations and make robust, defendable decisions.

 

Curious:

Be future-focused, eager to understand and open-minded; seeks out evolving and innovative ways to add value to Randstad.

 

 

Knowledge, skills and experience:

  • Minimum relevant Bachelor’s degree, post graduate degree or equivalent ideal
  • 4+ years of recruitment experience
  • Ideally experience in an internal recruitment function or RPO/BPO model
  • Working with a mix of short term and longer term objectives; & hands on execution, from concept to delivery

Demonstrated ability to lead a functional area of