Recruitment Lead

Job Description

Role Description of Recruitment Lead - Talent Acquisition Role Purpose The purpose of the role is to develop and execute recruiting plans to meet the lateral hiring requirements of the business group in compliance with Wipro recruiting policies and standards, and to ensure positive employer brand experience for the candidate throughout the hiring process. Do Develop and Deploy Recruitment Plans as per the business requirement Develop Recruitment plans to meet assigned quarterly lateral hiring targets Understand business projections and urgency of talent requirements across order and cadre demands, skill type (type A/B/C), volume vs. niche etc. Design recruitment drives calendar and identify travel needs Create sourcing plan as per hiring channel mix and cost considerations Design the functional roadmap and milestones - including various drives, sourcing plans, travel etc. - to meet hiring targets Obtain leadership and business buy-in on the plan Maintain the plan keeping it up to date. Revise plans to incorporate new requirements or changes in talent projections by business Communicate with Business Teams business support required for deployment of recruitment drives Manage Candidate Experience throughout the recruitment process Conduct candidate connect and pre-hiring candidate engagement activities to ensure healthy joining ratio Provide necessary training, mentoring and grooming to recruiters on timely and clear communication, best behavior and hand holding to be able to deliver superior candidate experience and strive for top mindshare as an employer Train recruiters on strict adherence to Wipro guidelines, processes and protocols with respect to responsiveness, clarity, compensation structure, SLAs, quality and auditability in all candidate communication, and deliver Zero valid escalation on hiring process Support recruiters to resolve candidate concerns and manage candidate escalations, turnaround slightest negative experience Drive execution of Recruitment operations to meet set milestones Operationalize the functional plan with recruiters, assigning recruitment drives and calendar events to recruiters Allocate and monitor recruitment targets to the recruiters Oversee timely planning and execution of fulfilment drives across locations. Monitor and control recruitment event costs to ensure they meet budgetary targets Conduct HR Interviews for senior candidates (all C1 / C2 / B2) candidates managed by recruiters Review team dashboards daily and conduct regular cadence to monitor recruiter activities and progress towards achieving 100% requirements within committed expected fulfillment dates Conduct due diligence and provide formal approval in tool for all hiring by the recruiters to confirm candidate fitment Guide the recruiters on functional understanding of defined recruitment processes and tools to ensure 100% compliance and end-to-end online recruitment activities Setup checks and balances in place for the team and conduct regular reviews to ensure reliability, quality and integrity of recruitment data in the system Review and approve all hiring by recruiters to ensure hiring is strictly as per Wipro s salary range, minimizing exceptions to meet average cost per candidate target Rigorously monitor hiring initiation-to-offer release cycle time and ensure closure as per agreed timelines Review MIS on Background checks to identify any issues with compliance and/or lead times. Work with BGV team to fix the issues proactively Publish MIS and conduct meetings periodically with WMG Heads, Practice Heads and TA Leadership to update them on progress, risks & issues and seek help if necessary Team Management Resourcing Forecast talent requirements as per the current and future business needs Hire adequate and right resources for the team Talent Management Ensure adequate onboarding and training for the team members to enhance capability & effectiveness Drive retention and engagement in the team Maintain diversity in the team Performance Management Set goals for the team, conduct timely performance reviews and provide constructive feedback to own direct reports Ensure that the Performance Nxt is followed for the entire team Stakeholder Interaction Stakeholder Type Stakeholder Identification Purpose of Interaction Internal BU/ SL Leadership (PH/ SDH/VDH/PDH/ADH) For updates and quarterly review on TA fulfilment as per SLAs CWMG/ WMG Head TA fulfilment requirements, plan and negotiate, progress updates Global TA Head For governance and strategy inputs, escalation management, TA policies Legal Contracting with vendors/ partners, local laws /policies, candidate background verification Marketing For campus events or social media campaigns External Candidates Recruitment Vendors Recruitment Contractor hiring Display Lists the competencies required to perform this role effectively: Functional Competencies/ Skill Domain/Industry Knowledge Awareness and knowledge of broad economic, demographic, technological and global trends in the IT industry Foundation Systems Thinking Understanding of the Wipro system (interrelatedness, interdependencies and boundaries) and perform problem solving in this complex system - Competent Leveraging Technology Knowledge of current and upcoming technology (automation, tools and systems) to build efficiencies and effectiveness in own function/ client organization - Foundation Resourcing Intelligence - Understanding of competition, various geographies requirements from a hiring perspective- Expert Technical Knowledge Knowledge of best practices in TA as a function - systems, processes, channels, governance, certifications, - across the industry Competent Contract Staffing Norms - Awareness of legal and compliance requirements related to contract staffing across the various Wipro geographies Competent Competency Levels Foundation Knowledgeable about the competency requirements. Demonstrates (in parts) frequently with minimal support and guidance. Competent Consistently demonstrates the full range of the competency without guidance. Extends the competency to difficult and unknown situations as well. Expert Applies the competency in all situations and is serves as a guide to others as well. Master Coaches others and builds organizational capability in the competency area. Serves as a key resource for that competency and is recognised within the entire organization. Behavioral Competencies Stakeholder management Strategic perspective Execution Excellence Managing Complexity Client Centricity Collaborative working Executive Presence Deliver No. Performance Parameter Measure 1. Fulfilment Targets Numbers per quarter as per plan (Fulfilment ratio, net add) Timeliness (Recruitment cycle time, Met Expected Date etc.) as per plan Hire to Join ratio as defined 2. Average Recruitment Cost Per Person Deviation from Wipro salary range - Numbers as per plan 3. Customer Satisfaction Candidate Experience Zero escalations Hiring Manager satisfaction score As per plan 4. Cost of hiring (Cost incurred on portals, vendors etc) Deviation from Channel Mix and Budget - as per plan 5. Compliance %Deviation from Source-to-Hire policies Zero Online / Tool data reliability 100% 6. Team Management Team attrition, Employee satisfaction score,

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