Talent Acquisition:

Strategic Recruitment Planning:

• Develop and implement talent acquisition strategies tailored to meet the recruitment needs of the factory across all departments.
• Collaborate with department heads to forecast talent needs based on production schedules, market trends, and business growth plans.
• Use data-driven insights to optimize the recruitment process.

End-to-End Recruitment Process:

• Oversee the full recruitment lifecycle, from job posting, candidate sourcing, screening, and interviewing to offer negotiation and onboarding.
• Lead the recruitment for senior roles within the factory while guiding HR assistants or junior recruiters on day-to-day recruitment activities.

Candidate Sourcing and Employer Branding:

• Leverage online job boards, social media, talent pools, and employee referrals to find and attract top-tier candidates.
• Develop and maintain strong relationships with universities, recruitment agencies, and professional networks to tap into potential talent pools.
• Promote the company’s employer brand through strategic marketing, ensuring it reflects the company’s culture, values, and opportunities.

Talent Pipelines:

• Build and maintain a robust talent pipeline for key roles to ensure quick hires when needed.
• Manage and optimize the ATS (Applicant Tracking System) to ensure smooth, efficient, and compliant recruitment workflows.

Organizational Development (OD):

Employee Engagement:

• Design and implement employee engagement programs that increase productivity, morale, and retention.
• Conduct regular surveys, focus groups, and interviews to gauge employee satisfaction and act on feedback.

Learning & Development (L&D):

• Identify skills gaps and design targeted training and development initiatives that support both factory and organizational growth.
• Collaborate with the L&D team to ensure programs are aligned with the company’s business objectives.

Performance Management:

• Lead the implementation and management of performance appraisal systems, ensuring alignment with business goals and development needs.
• Provide guidance to line managers on performance improvement plans and coaching to enhance employee performance.

Organizational Design and Culture:

• Work on organizational design initiatives, ensuring structures are optimized for business efficiency.
• Promote a continuous improvement culture, focusing on both operational excellence and employee development.

Change Management:

• Manage and support organizational change initiatives, ensuring smooth transitions while maintaining high levels of employee engagement and morale.
• Act as a change agent for the adoption of new processes, technologies, and organizational practices.

Compliance & Reporting:

1. Regulatory Compliance:
   • Ensure recruitment practices comply with local labor laws, industry standards, and health & safety regulations specific to the FMCG industry.
2. HR Metrics & Reporting:
   • Monitor and report on recruitment and OD metrics, such as time-to-hire, turnover rates, training effectiveness, and employee satisfaction.
   • Provide actionable insights based on HR data to improve processes and outcomes.