AGM/DGM - Talent Acquisition

Role Summary: The AGM / DGM Talent Acquisition owns the organization's end-to-end talent acquisition charter, leading manpower planning, recruitment strategy, and employer branding while partnering with business leaders to align HR initiatives with organizational goals. The role requires a strategic, hands-on leader who can build and lead a high-performing TA team, drive leadership hiring, and ensure a seamless onboarding experience across BFCL.

Work Experience:

Minimum 12 years of progressive HR/Talent Acquisition experience, including at least 6 years in a leadership/team-managing capacity, with a strong focus on strategy, senior/leadership hiring, and transformation.

Responsibilities:

Strategic Talent Acquisition & Workforce Planning

a. Own end-to-end manpower resource planning across the organization; partner with business and unit heads to build the annual manpower plan, budget, and organizational structure in line with company strategy.

b. Design and drive the talent acquisition strategy, sourcing mix, and hiring roadmaps for all units of BFCL, ensuring alignment with business growth plans.

c. Own the Manpower Requisition (MRF) approval and governance process; ensure hiring is initiated only against approved, budgeted requisitions.

d. Lead national-level campus engagement and campus branding strategy; build and manage relationships with premier institutes for entry-level and management talent pipelines.

e. Drive market intelligence, competitor mapping, head-hunting, and building a ready talent pipeline for critical, leadership, and hard-to-fill positions.

f. Own the complete recruitment and onboarding process for senior leadership positions (AGM and above), including panel coordination, background verification, and offer structuring.

g. Guide and review preliminary screening, fitment assessment, and interview processes managed by the TA team for mid- and junior-level positions.

h. Approve and finalize salary structuring and negotiation for senior hires (within budget), in consultation with HOD/leadership, and oversee issuance and follow-up of Letters of Intent.

i. Own the TAT (turnaround time) for closure of all open positions across BFCL; institute review mechanisms to track and improve hiring TAT and quality of hire.

j. Ensure completion of joining and onboarding formalities for all new hires, including verification, documentation, and compliance.

k. Own the induction and onboarding framework, including appointment letters, JD/KRA/KPI communication, and new-hire orientation.

l. Drive attrition analysis and retention interventions in partnership with business leaders and HRBPs.

M. Institutionalize structured one-month and three-month feedback mechanisms for new joiners and drive corrective action where required.

n. Build and strengthen BFCL's employer brand across digital, campus and industry platforms to attract top talent.

Budget and Costing:

Own budget planning and forecasting for all new recruitments across BFCL; ensure adherence to approved manpower budgets and drive cost-effective hiring.

HR Policies & Procedures (Implementation & Ownership)

Own the design, implementation, and periodic updating of HR policies, procedures, and related templates & forms (HR Manual) in line with statutory compliance; ensure adherence across units.

Offboarding:

Own the exit process governance, including exit interviews, exit data analysis, and feedback loop to reduce regrettable attrition.

MIS & Reporting

a. Own the recruitment tracker and dashboard reporting, MIS for leadership review.

b. Own the offer tracker cum backed-out/decline analysis and drive corrective interventions.

c. Own manpower resource planning and recruitment budget reporting for the organization.

Skills:

1. Strong strategic and functional knowledge of talent acquisition, workforce planning, and HR business partnering.

2. Proven ability to lead and mentor a team of recruiters/TA managers.

3. Excellent stakeholder management, communication, negotiation, and influencing skills, including with senior leadership.

4. Strong market intelligence, head-hunting and employer branding capability.

5. High integrity, confidentiality and professionalism in handling sensitive hiring decisions.

6. Data-driven approach with strong command over recruitment MIS, dashboards and analytics (Excel/Power BI).

7. Adaptable and resilient in a fast-paced, changing manufacturing environment.

Qualifications:

1. MBA/PGDM in HR, or Master's degree with HR certification preferred.

2. Proven track record of leading talent acquisition and HR initiatives in manufacturing or industrial settings.

3. Strong understanding of HR best practices, labor laws, and regulations.