Job Description
KRA for Talent Acquisition Executive / Recruitment Executive and HR Generalist- 2 different profiles
1. Talent Acquisition Executive / Recruitment Executive
Key Result Areas (KRAs)
Recruitment & Hiring
* Source candidates through job portals, LinkedIn, references, consultants, and social media.
* Screen resumes and conduct initial interviews.
* Schedule and coordinate interviews with hiring managers.
* Maintain a healthy candidate pipeline for all open positions.
* Ensure timely closure of vacancies.
Offer & Joining
* Prepare offer letters and negotiate compensation within approved budgets.
* Follow up with selected candidates until joining.
* Manage pre-joining documentation and onboarding coordination.
Recruitment Metrics
* Achieve target Time-to-Hire and Cost-per-Hire.
* Maintain offer-to-joining conversion ratio.
* Generate weekly recruitment MIS and hiring status reports.
Employer Branding
* Manage job postings on portals and social media.
* Build relationships with colleges, consultants, and talent communities.
KPIs
* Number of positions closed per month.
* Average time taken to close vacancies.
* Offer acceptance ratio.
* Joining ratio.
* Recruitment cost optimization.
2. HR Executive Operations & Employee Engagement
Key Result Areas (KRAs)
Employee Lifecycle Management
* Manage onboarding and induction.
* Maintain employee records and HR documentation.
* Process confirmations, transfers, promotions, and exits.
Attendance & Leave Management
* Monitor attendance and leave records.
* Coordinate with payroll for accurate salary processing.
* Ensure timely resolution of attendance-related queries.
HR Compliance
* Maintain employee files and statutory records.
* Coordinate PF, ESIC, gratuity, and other compliance documentation.
* Support audits and inspections.
Employee Engagement
* Organize employee engagement activities.
* Address employee grievances and concerns.
* Support performance management processes.
HR MIS & Reporting
* Maintain HR dashboards and reports.
* Track headcount, attrition, absenteeism, and manpower status.
Exit Management
* Conduct exit interviews.
* Ensure clearance and full-and-final settlement coordination.
KPIs
* Employee record accuracy.
* Payroll error percentage.
* Employee engagement activity completion.
* Attrition tracking and reporting.
* Compliance adherence.
For a 500-member organization like yours, I would suggest:
* Talent Acquisition Executive (2–5 years experience)
* HR Executive – Operations & Employee Engagement (2–5 years experience)
No Referrers Available
There are currently no referrers available for this job. You can still apply, will let you know once there is any referrer available.