Front Line Officer - Talent Acquisition & Onboarding

Role Summary

This position supports the talent acquisition function by handling the administrative and operational parts of the hiring cycle. The focus is on running recruitment activities efficiently, keeping candidate communication on track, maintaining accurate records, and helping the organisation achieve steady, high-quality hiring outcomes. The role also covers onboarding support so that new hires have a smooth transition into the company and can become productive quickly.

Job Context

The role works closely with the business as a partner in attracting, evaluating, and hiring people who fit the organisation’s objectives. It is a fast-paced, high-volume, and deadline-driven environment that requires coordination with hiring managers, HR business partners, and external talent sources. The position must also balance changing hiring needs across departments while ensuring a compliant and seamless move from sourcing to onboarding.

Key Challenges

• Attracting suitable candidates is difficult because many are unwilling to relocate to Rishra or Kolkata.
• The business has niche hiring needs because of a wide product portfolio and limited talent availability.
• The organisation needs competency-based hiring practices along with training for line managers.
• High attrition leads to large hiring volumes.
• Recruitment activities must stay aligned with group-level hiring guidelines.

Core Accountabilities

Understanding role requirements

• Collect detailed information about each role from the business and translate it into clear JRF, JD, and hiring specifications.
• Build a person-job fit profile so the selected candidate closely matches the position.

Recruitment coordination

• Advertise vacancies on job portals, the company website, and social media channels.
• Review applications against the agreed criteria and narrow down the shortlist.
• Support sourcing through databases, portals, and referrals.
• Manage sourcing channels to ensure efficient hiring for each requirement.
• Coordinate interviews with candidates and hiring managers, including calendar management.
• Share interview details, feedback forms, and follow-up communication with stakeholders.
• Ensure recruitment practices, policies, and techniques are followed consistently.
• Handle pre-offer reference checks, pre-hire assessments if required, offer documentation, health checks, and antecedent/BGV checks.

Employer branding

• Work with Marketing to create recruitment content, refresh job postings, and manage platform reviews.

Candidate experience management

• Maintain a strong employer image and a professional candidate journey.
• Update candidate information in the ATS accurately.
• Keep communication flowing smoothly throughout the hiring process.
• Support candidate engagement and improve the overall experience.

Onboarding support for new joiners

• Ensure onboarding runs smoothly from offer acceptance through Day 1.
• Coordinate documentation, background verification, and joining formalities.
• Arrange Day 1 essentials such as email IDs and SIM cards.
• Coordinate with IT, Administration, Payroll, and HR Operations for onboarding readiness.
• Prepare joining announcements and the full joining kit handover.
• Support registration on the ABG travel portal.
• Close joining forms, identity cards, punch cards, and related formalities.
• Arrange printing of visiting cards and ID cards.
• Track joining feedback and complete the action plan.
• Ensure coverage of statutory requirements such as PF and ESI for new employees.
• Help ensure a seamless shift from recruitment to the employee lifecycle.

Stakeholder coordination

• Arrange logistics for interview candidates.
• Coordinate effectively to support stakeholder management.
• Work with third-party headhunters and external job board representatives.
• Coordinate with local teams to resolve gate-related issues.

Database management

• Maintain consultant records, including yearly agreement renewals.
• Keep records of rejected CVs and direct or forced applications to JST for future use.
• Track recruitment parameters regularly.
• Maintain recruitment expense records.
• Track cheque dispatches to vendors and candidates, including docket numbers when needed.

Personal file management

• Maintain recruitment documentation as per the personal file checklist.
• Ensure compliance-related documents such as non-disclosure, appointment letters, and declarations for COC, Whistle-Blower, and Corporate Principles & Values are in place.
• Keep files updated regularly.

Data, dashboard, and MIS reporting

• Keep recruitment data accurate, timely, and compliant with applicable laws.
• Prepare the monthly recruitment dashboard covering source mix percentage, TAT, cost per hire, and other key metrics.
• Maintain all applicant and interview data.
• Prepare HRMIS recruitment inputs within timelines.
• Share recruitment updates for review presentations.
• Improve processes to strengthen feedback scores.
• Ensure data accuracy and regular updates.

Additional Information

This position requires close attention to compliance, process discipline, and record accuracy. It is suited to someone who can manage multiple hiring priorities while maintaining a high standard of coordination, reporting, and candidate service.