JOB DESCRIPTION: Assistant Manager-Recruitment (People & Culture)

 About PCI India:

PCI India, a registered Indian society, has been working in India for the past 26 years. We drive interventions to transform the lives of communities at scale by solving complex development problems. In the past year, PCI India reached more than 1.7 crore, i.e. 17 million people in of 202 Districts in 15 States.

Our Vision and Mission:

Vision – A happy, healthy, safe and a sustainable world for all.

Mission – Rooted in community realities, we co create and scale sustainable solutions to complex development problems.

Our Values:

• Excellence – Quality in everything no matter how small, is paramount.
• Respect – There is inherent value in all people for who they are and what they contribute.
• Collaboration – Only through collaboration we can address complex development problems.
• Boldness – Boldness requires disruptive thinking backed up by courage and conviction.
• Creativity – Creativity ensures dynamic responsiveness, relevance, and impact.
• Integrity – Integrity is non-negotiable in both personal and professional domains.

PCI is an Equal Opportunity Employer:

PCI is committed to providing equal opportunity to all working for it and in creating an inclusive work environment. We respect the diversity of our people and follow a fair, non-discriminatory approach in terms of gender, age, nationality race, caste, religion, community, marital status, physical challenge, and sexual orientation.

We promote diversity in the workplace and ensure a culture of zero tolerance to any form of discrimination, abuse, or harassment whether sexual, physical, or psychological.

PCI provides equal opportunity in recruitment, appraisals, promotion, and career progression. Our people policies are fair, objective, and non-discriminatory and everyone is expected to adhere to them.

 About the Position:

Position: Assistant Manager-Recruitment

Reporting to: Manager People and Culture
Experience Required: 5+ Years
Education: MBA in Human Resources
Location: New Delhi
Duration: 01 Year

Job Summary:

We are seeking an experienced HR recruitment specialist to join our dynamic team. The ideal candidate will have a comprehensive understanding of talent acquisition and employee coordination. This role offers a unique opportunity to Build a strong talent pool and contribute to the strategic and operational aspects of the HR function, ensuring alignment with organizational goals.

Key Responsibilities:

Talent Acquisition:

• Lead end-to-end recruitment processes, including job postings, screening, Coordinating interviews,
• Collaborate with the hiring managers to understand hiring needs and help in documentation process.
• Work on the approach of hiring as guided by reporting manager. Conduct selection process including written test (if required) and interviews.
• Build and maintain recruitment tracker, build a pipeline of qualified candidates for future openings.

Recruitment of ON-Roll Candidates (Full time Employees)

1. Receive Signed New Hire Form
   • Ensure all necessary approvals are in place before proceeding.
2. Finalization of Job Description (JD) with Hiring Manager
   • Collaborate with the hiring manager to ensure the job description is clear, accurate, and aligned with business needs.
3. Job Posting on Internal and External Websites
   • Post the job on your company website, job boards, and relevant external sites (e.g., LinkedIn, Glassdoor).
4. Internal Job Posting
   • Announce the vacancy to internal employees via email groups and Devnet (internal portal) to encourage internal mobility.
5. CV Sharing for Shortlisting
   • Distribute received CVs to hiring managers for evaluation and shortlisting.
6. Conducting Written Test (if applicable)
   • For roles requiring technical or skill-based assessments, coordinate and schedule written tests as part of the selection process.

7. Scheduling Interviews
   • Align interviews with shortlisted candidates, ensuring availability and coordination with the hiring team.
8. Salary Negotiation
   • Negotiate and finalize the salary with the selected candidate, ensuring alignment with company policies and budget.
9. Rejection Notifications
   • Send polite rejection emails to candidates who were not selected, providing constructive feedback where possible.
10. Documentation for Hiring
    • Prepare and maintain all necessary hiring documentation, including employment contracts and policy forms.
11. Reference Check and D-Bar
    • Conduct reference checks and ensure compliance with D-Bar (background verification process).
12. Release of Offer Letter
    • Issue the formal offer letter to the selected candidate, outlining terms of employment.
13. Release of Appointment Letter
    • Once the offer is accepted, issue the appointment letter to confirm the employment details.

Recruitment of Consultants (Full-Time, Short-Term, & LOE)

1. Receive Signed PR (Purchase Request) and Finalization of TOR (Terms of Reference)
   • Ensure all required approvals (PR) and clear scope of work (TOR) documents are in place before proceeding with the hiring process.
2. Job Posting on Internal and External Websites
   • Post the consultant role on internal channels and public job boards to attract potential candidates.
3. Internal Job Posting
   • Announce the consultant role internally via email or Devnet to encourage internal candidates or referrals.
4. CV Sharing for Shortlisting
   • Share the received CVs with hiring managers and other stakeholders for initial review and shortlisting.
5. Conducting Written Test (if required)
   • If the consultant role requires specific skills or knowledge, arrange for a written test or assessment.
6. Scheduling Interviews
   • Coordinate interviews with shortlisted candidates, ensuring the presence of relevant team members.
7. Salary Negotiation
   • Negotiate the terms of compensation, ensuring the consultant’s pay aligns with the budget and market standards.
8. Rejection Notifications
   • Send rejection emails to candidates who were not selected, providing feedback if appropriate.
9. Documentation for Hiring
   • Ensure all hiring documentation is prepared, including contracts, NDAs (if applicable), and other necessary paperwork.
10. Reference Check and D-Bar
    • Conduct reference checks and initiate the D-Bar process for background verification.
11. Issuance of Contract Letter
    • Once the consultant is selected, issue the formal contract outlining the terms and conditions of the engagement (e.g., full-time, short-term, LOE).

Additional Recommendations for Both the Processes:

1. Candidate Experience
   • Focus on improving the candidate experience by providing timely feedback, clear instructions, and transparent communication throughout the recruitment process.
2. Diversity and Inclusion
   • Ensure your job postings reach diverse candidates by promoting inclusive language and broadening your reach to different networks.

Qualifications:

• MBA in Human Resources or a related field from top B school.
• Minimum of 5 years of experience as Recruitment specialist, preferably in development Sector.
• Strong knowledge of HR operations, recruitment, training, and employee relations.
• Excellent interpersonal and communication skills.
• Ability to handle sensitive information with confidentiality.
• Proficiency in HRIS systems and MS Office Suite.

 Preferred Skills:

• Experience in Social Sector Hiring
• Experience in Bulk Hiring
• Demonstrated ability to work effectively in a team-oriented environment.
• Experience as a Recruiting lead, Recruiting Coordinator, or Recruitment Consultant
• Experience in screening and interviewing job applicants
• Ability to make sound decisions quickly and efficiently
• Knowledge of social media and professional networks
• Able to communicate effectively, both verbally and in writing
• Ability to prioritize and manage time efficiently

Recruitment Process:

1. Applications will be shortlisted based on the specified criteria mentioned in the Job Description.
2. Shortlisted candidates will appear for a written assignment (if required).
3. Group Discussions may be part of the interview process for certain positions.
4. The process could also include presentation of the assignment.
5. Shortlisted candidates will be invited to attend one or more rounds of panel interviews.

The complete process usually takes 2 to 3 weeks. Those moving to the final round of interviews will be hearing from the People & Culture team. We prefer in-person meetings but in case of location distances, we are happy to meet you virtually.

After the final round, if you are not selected for the position advertised, we will inform you by mail. However, we invite you to apply to other open positions. We always look forward to engaging with talent that adds value to our endeavours in various capacities.

PCI is committed to preventing any type of unwanted behavior at work including sexual harassment, exploitation and abuse, lack of integrity and financial misconduct.