Our Human Capital team works in a fast-paced culture. Each team member plays an important role in managing recruiting activities and building candidate relationships often providing candidates with their first impression of Lenskart. The ideal person will be an organizational guru, work effectively with internal and external clients and candidates, possess great communication skills, have the ability to shift gears at a moment’s notice and enjoy the challenges of helping to build a great organization of talented individuals.
•To manage full cycle recruiting process for our corporate functions.
•Build great partnership with business in terms of understanding the needs and delivering on time.
•Developing & managing respective competition portfolio by rigorous sourcing.
•Source & screen relevant profiles through multiple channels including Employee Referrals, Social Networking Sites, Alumni Base, Head Hunting, Passive Sourcing.
•Manage appropriate source mix and maintain minimum cycle time for each closure.
•Involve in behavioral and competency based Interviewing & partnering with hiring managers for appropriate hiring decisions.
•Accountable for publishing progress pivots w.r.t total sourced / screened / test result / drive / offers. Participation in weekly reviews with the management.
On-boarding and Induction:
•Creating new employee joining delight through execution of planned induction across levels
Performance Management System
•Driving employee confirmation, performance development plan during the year to drive performance and merit.
•Spearheading end-to-end annual Performance Management Process to identify top talent and low performing talent in the team.
•Ensure process adherence to periodic appraisals at the manager and team level.
•Working with managers to refine and streamline the ratings and feedback processes by making them more efficient, objective and transparent.
•Closing the appraisal discussion with Business Heads as per organization norms.
•Working with business to finalize annual compensation revision budget.
•Detailed analysis of reasons for attrition and drive action plans across teams, to understand the pattern to reduce attrition.
•Drive retention conversations to retain employees.
Employee Engagement/Employee Relations:
•Driving one-to-one and one-to-many conversations with employees to improve engagement and drive connect.
•Responsible to take new initiatives, finding new ways of engaging with employees.
•Organizing ‘fun activities’ for team and create employee engagement policies and rewards for the assigned region, based on the defined budget.