Talent Acquisition & Development Executive

1) JOB PURPOSE:
                     To build a strong talent pipeline by attracting, hiring, and onboarding high -quality employees while creating a
structured learning and development ecosystem that continuously enhances employee capability, leadership,
and organizational performance.
The role will ensure the organization hires the right people at the right time and develops them through
structured induction, technical training, behavioral learning, and leadership development

2) ROLE & RESPONSIBILITIES:
                   
  A. Talent Acquisition
 1. Own the complete recruitment lifecycle from manpower requisition to employee joining.
 2. Prepare job descriptions in consultation with department heads.
 3. Source candidates through job portals, LinkedIn, referrals, consultants, campus hiring, and social media.
 4. Screen resumes and conduct initial interviews.
 5. Coordinate technical and management interviews.
 6. Conduct reference checks and background verification.
 7. Negotiate salary within approved compensation structure.
 8. Issue offer letters and manage pre -joining engagement.
 9. Ensure smooth onboarding and induction of new employees.
10. Build and maintain a strong talent pipeline for critical positions.
11. Improve employer branding to attract quality talent.
12. Maintain recruitment MIS, dashboards, and hiring reports.
13. Reduce hiring turnaround time and improve quality of hires

B. Learning & Development
1. Identify training needs across all departments.
2. Prepare annual and quarterly training calendars.
3. Coordinate internal and external training programs.
4. Develop structured induction programs for new employees.
5. Organize technical, product, sales, behavioral, safety, and leadership training.
6. Track employee training hours and learning progress.
7. Conduct post -training effectiveness assessments.
8. Develop competency matrices for different job roles.
9. Maintain employee skill and certification records.
10. Support succession planning through development programs.
11. Build a culture of continuous learning within the organization.

C. Performance Support
1. Support HR in identifying capability gaps.
2. Recommend development plans for employees.
3. Coordinate mentoring and coaching initiatives.
4. Monitor probation review process.
5. Track Individual Development Plans (IDPs)

D. Systems & Process Improvement
1. Standardize recruitment processes and interview evaluation formats.
2. Create SOPs for recruitment, onboarding, induction, and training.
3. Maintain training materials, presentations, and learning resources.
4. Digitize recruitment and learning records.
5. Ensure HR documentation is complete and audit -ready

4) KEY COMPETENCIES
1. Strong sourcing and interviewing skills
2. Competency -based interviewing
3. Recruitment analytics and dashboards
4. Learning Management Systems (LMS) exposure
5. Training Need Analysis (TNA)
6. Training content development
7. HRMS knowledge
8. Advanced Excel and PowerPoint
9. LinkedIn Recruiter and major job portals

Experience:

1. 3–7 years in Talent Acquisition and Learning & Development.
2. Experience hiring for Sales, Manufacturing, Operations,

Educational Qualification:  Any Graduate