Key Responsibilities

Talent Sourcing and Identification: 

• Utilize various sourcing techniques (job boards, career page, social media, professional networks, etc.) to identify and attract potential candidates. 
• Conduct market research to stay updated on industry trends and competitor practices. 
• Build and maintain a network of potential candidates through pro-active market research and on-going relationship management. 

Candidate Screening and Assessment: 

• Review resumes and applications, and conduct initial screenings to assess candidate qualifications and fit for NUR Power. 
• Coordinate and conduct interviews to evaluate technical skills, experience, and cultural fit. 

Onboarding Experience: 

• Plan and facilitate a seamless onboarding process for new hires. 
• Develop and maintain onboarding materials, including onboarding presentation deck and onboarding kit 
• Act as a point of contact for new hires, addressing their queries and concerns during the onboarding period. 

Collaboration and Communication: 

• Partner with hiring managers and People Business Partners to understand staffing needs and develop effective hiring strategies. 
• Provide regular updates and reports on hiring metrics, candidate progress, and market insights. 
• Maintain and update the Talent Acquisition Dashboard for reporting and tracking. 
• Ensure clear and consistent communication with candidates, keeping them informed about the status of their application and providing feedback when necessary. 

Talent Pipeline Management: 

• Maintain a strong talent pipeline for current and future hiring needs. 
• Engage with passive candidates and nurture relationships for future opportunities. 
• Implement creative sourcing strategies to attract a diverse pool of candidates. 

Candidate Experience and Employer Branding: 

• Ensure a positive and professional candidate experience from application to onboarding. 
• Uphold the company’s employer brand by effectively communicating its values, culture, and opportunities to potential candidates. 

Compliance and Documentation: 

• Ensure all hiring processes and activities comply with relevant laws and regulations such as but not limited to submission of e-vetting through CGSO & stamping of employment contracts through IRB. 
• Maintain accurate and well-organized documentation related to hiring activities, candidate profiles, and interviews. 

Projects: 

• Analyze hiring efficiency and effectiveness for continuous improvement 
• Lead and drive Talent Acquisition initiatives/ campaigns such as Employee Referral Program, Buddy Systems etc.