Creative Head
D2C Audio brand
5 - 15 yrs
₹12L - ₹24L / yr
Delhi, Gurugram, Noida
Skills
User Experience (UX) Design
Graphic Designing
Product design
Mobile App Design
Electronics
Team Management
Budget management
Marketing collaterals
visual displays
Are you looking forward to work with one of the fastest growing mobile accessories brand. Read on to know more.
Our client is a leading brand of quality electronics, specializing in a variety of audio products. They design and manufacture innovative and unique accessories that provide their consumers with premium audio and supreme comfort at very reasonable prices. Their products feature excellent compatibility and battery life, apart from magnificent acoustics, that can be used for music, calling, gaming as well as work-outs.
The brand is led by young industry professionals with terrific technical, technological and design expertise. Their products are available through their website as well as various leading ecommerce sites, with a great customer service team to look at after-sales needs. They are also part of an e-waste recycling initiative working towards reducing the environmental impact of their electronic goods.
As a Creative Head, you will lead a team for product design, graphic design processes to develop product collections and marketing collaterals. You will create appealing and eye-catching visual displays for the company.
What you will do:
- Hiring, developing and managing the creative team
- Making sure all Visual Management activities are executed and implemented as per the plan and budgets allocated
- Planning, and designing overall user flow & user experience (UX) for e-store/ mobile app to ensure its creative, innovative and user-friendly
- Creating appealing and eye-catching visual displays
- Developing visual design and strategies for new collection/ category/ product launch
- Developing visual strategies for the display of products on the e-store in a way that will enhance the overall user experience (UX)
- Brainstorming the e-store & Mobile App theme, design ideas, content etc with senior management
- Making detailed guidelines document to develop the User Interface (UI) for new developments and amendments
- Providing instructions and working closely with Graphic Designer for making UI designs and creatives
- Keeping abreast with current trends, updating job knowledge by participating in educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations.
What you need to have:
- Minimum 5 years experience in the creative field.
- A design course or a degree, a course from a top school like NIFT will be preferable
- Portfolio is way more important than degree & CV
- Experience of working with top digital, social media & marketing agencies, experience of clients from tech & consumer electronics space
- Should be a good thinker, with good taste & work in minimalist fashion
- Must have worked with premium brands.
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Definition:
A transfer is defined as “a change in job” where the new job is substantially equal to the old in terms of status and responsibilities. It can be a lateral or vertical shift causing movement of individuals from one position to another which may or may not involve any marked change in duties responsibilities, skills needed or compensation.
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Objective
It is important that employees of Time Analytic & Shared Services Private Limited should foremost see the opportunity to develop their careers within, and not outside Time Analytic & Shared Services Private Limited. They shall not be disadvantaged by applying for vacancies elsewhere in the organization. Preference for filling vacancies should be given to internal candidates where feasible.
The objective and benefits of this policy are to:
• Support departments by introducing a consistent, transparent and open process.
• Create a process that encourages our employees to develop their careers across the organization.
• Ensure that all stakeholders involved in inter-company recruitment are kept informed appropriately.
Time Analytic & Shared Services Private Limited
• Make it clear that poor recruitment practices are not acceptable.
• Have an established policy for resolving disputes between departments.
Topics you will find on this page
• Eligibility
• Procedure for inter-departmental recruitment and transfer
• Recruitment Process
• Responsibilities
Eligibility
This policy is eligible to full-time employees, whose tenure with Time Analytic & Shared Services Private Limited is not less than 18 months in the current position they hold.
Procedure for Inter-Departmental Recruitment and Transfer
Time Analytic & Shared Services Private Limited is committed to encouraging employee development and career progression. Where an employee wishes to explore or apply for vacancies within the organization, the following working procedures should be followed.
Advertising of vacancies: Hiring Managers / Recruiters, as appropriate, will inform on the IJP requisition. The Recruitment Lead will advertise the vacancies across the organization through Workday and IJP Mailers.
Application Process: Where an applicant from another team/department is being considered for a vacancy in another team/department, the process should be carried out in an open and transparent way that ensures all involved parties are informed of what is happening at each stage of the process.
If an employee wishes to discuss a vacancy informally with the recruiting Line Manager for the purpose of establishing suitability, this discussion can take place confidentially between the potential candidate and the recruiting line manager. An informal discussion is defined as either an email exchange or telephone conversation, not a face to face meeting.
The Recruiter would check the eligibility of the employee applied with the HRBP and approval from the reporting manager. Based on approvals received schedule Assessments & Technical interviews.
Time Analytic & Shared Services Private Limited
Recruitment Process: If an employee wishes to formally apply for a vacancy, the employee must inform their Line Manager. The employee must also inform their Line Manager of the details of any interviews. All parties should respond to this development in a positive and supportive way.
Following the interview should the recruiting line manager choose not to proceed they should advise either the candidate directly or via their HR department. The recruiting line manager should be prepared, to provide constructive feedback with HR to the unsuccessful candidate.
Offers of employment may see uplift in an internal applicant’s benefits package depending upon the potential role, levels of seniority, responsibilities and market conditions. It is not acceptable to make significant improvements in package for similar levels of roles where this can lead to internal wage inflation.
Employees should be released from their current position within a reasonable timeframe that balances the business needs of both the outgoing and incoming team/department. The confirmation of release date should be shared by the reporting manager (no later than a month).
Please Note: To ensure and open and transparent recruitment process is carried out, all the communication mailers are to be shared with the hiring manager and the employee short-listed marking HRBP.
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• Ensure overall adherence to this policy
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• Ensure overall adherence to this policy
• Inform appropriate Line Managers of the progress of internal applications
• Provide current package details and a reference when requested
• Facilitate a start date in the event of transfer
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• Give honest appraisal of employee
• Coach employee in career choice
• If employee accepts an internal transfer, agree a reasonable transfer date
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• Have informal discussions by phone/email with recruiting manager if required to assess suitability
• Advise own line manager of wish to formally apply and keep informed of progress during the application
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