HR Manager Recruitment

Job Summary: The HR Manager Recruitment is responsible for overseeing and managing the full recruitment lifecycle to attract, hire, and retain top talent for the organization. This role involves developing hiring strategies, coordinating with department heads, managing a team of recruiters, and ensuring a positive candidate experience. The HR Manager will play a crucial role in workforce planning, employer branding, and aligning hiring practices with business goals. Key Responsibilities:

1. Recruitment Strategy and Planning:
   • Develop and implement effective recruitment strategies to meet current and future hiring needs.
   • Work closely with leadership and department heads to understand staffing requirements.
   • Plan and execute hiring campaigns, including mass hiring drives or niche hiring as needed.
   • Monitor hiring metrics (time-to-fill, cost-per-hire, quality of hire) and optimize recruitment processes accordingly.
2. Talent Acquisition:
   • Manage the end-to-end recruitment process: job posting, sourcing, screening, interviewing, selection, and onboarding.
   • Utilize various channels for talent sourcing including job portals, social media, professional networks, recruitment agencies, and employee referrals.
   • Ensure job descriptions are accurate, up-to-date, and aligned with business needs.
   • Lead recruitment for senior, mid-level, and hard-to-fill roles as required.
3. Team Leadership and Management:
   • Supervise and mentor a team of recruiters and talent acquisition specialists.
   • Set performance goals, monitor progress, and provide regular coaching and feedback.
   • Conduct training sessions for the recruitment team on best practices, tools, and compliance.
4. Candidate Experience and Employer Branding:
   • Ensure a positive, professional, and engaging experience for all candidates throughout the recruitment process.
   • Promote the organization s culture and values to attract the right candidates.
   • Collaborate with marketing or branding teams to enhance employer branding through social media, job fairs, and university partnerships.
5. Stakeholder and Vendor Management:
   • Collaborate with department heads and hiring managers to define role requirements and selection criteria.
   • Act as a strategic partner in workforce planning and talent pipeline development.
   • Liaise with external recruitment agencies and vendors to ensure service quality and cost-effectiveness.
6. Process Improvement and Compliance:
   • Continuously evaluate and improve recruitment processes to enhance efficiency and effectiveness.
   • Maintain compliance with labor laws, hiring regulations, and company policies.
   • Ensure proper documentation and reporting of all recruitment activities.
7. Technology and Reporting:
• Use Applicant Tracking Systems (ATS), HR software, and analytics tools to manage candidate pipelines and generate recruitment reports.
• Analyze recruitment data to track performance, identify trends, and support decision-making.