Assistant Manager / Manager Talent Acquisition

Role Overview

The Assistant Manager / Manager Talent Acquisition will be responsible for managing end-to-end talent acquisition across business functions, partnering with key stakeholders, driving vendor performance, leveraging HR analytics for data-driven decisions, and managing campus hiring initiatives. The role requires strong business partnering, execution discipline, market intelligence and the ability to manage multiple hiring priorities in a fast-paced environment.

Key Responsibilities

• Talent Acquisition: Own end-to-end recruitment from manpower planning, sourcing and screening through offer management, and closure of positions.
• Develop effective sourcing strategies using LinkedIn, job portals, employee referrals, professional networks, internal talent pools and other channels.
• Partner closely with business leaders and hiring managers to understand workforce requirements, role specifications, competency expectations and hiring priorities.
• Stakeholder Management: Act as a trusted TA partner to business and HR stakeholders, provide regular hiring updates, market insights and recommendations, and drive timely decision-making.
• HR Analytics: Build and maintain recruitment dashboards and MIS covering open positions, ageing, source mix, time-to-fill, offer-to-join ratio, cost-per-hire, diversity and other hiring KPIs.
• Vendor Management: Identify, onboard, negotiate with and manage recruitment agencies/vendors; track SLAs, quality, turnaround time, cost and overall vendor performance.
• Use recruitment data and market intelligence to identify trends, bottlenecks and opportunities for improving hiring effectiveness and candidate experience.
• Campus Hiring: Plan and execute campus recruitment programs across colleges/institutes, including workforce forecasting, institute engagement, drives, assessments, selection, offers and onboarding.
• Build and maintain relationships with placement cells, campus partners and academic institutions to strengthen the organization's talent pipeline.
• Drive process improvement initiatives to improve hiring efficiency, candidate experience, recruiter productivity and compliance.
• Ensure recruitment processes are aligned with organizational policies, governance requirements and applicable employment practices.
• Support employer branding and talent attraction initiatives through relevant recruitment campaigns and candidate engagement activities.

Key Performance Indicators (KPIs)

• Time-to-fill and ageing of open positions
• Quality and effectiveness of hires
• Offer acceptance and offer-to-join ratio
• Source effectiveness and hiring funnel conversion
• Cost-per-hire and recruitment budget adherence
• Recruitment agency/vendor SLA and performance
• Campus hiring conversion, joining ratio and institute effectiveness
• Hiring manager and candidate satisfaction

Qualifications & Experience

• Bachelor's degree in any discipline; MBA/PGDM in Human Resources preferred.
• Typically 3–6 years of experience in Talent Acquisition / Recruitment, with relevant experience at Assistant Manager / Manager level.
• Strong experience in stakeholder management, agency/vendor management and end-to-end recruitment.
• Hands-on experience in campus hiring and managing large-volume or strategic hiring programs.
• Strong proficiency in MS Excel and recruitment dashboards/MIS; exposure to ATS/HRIS systems preferred.
• Excellent communication, negotiation, influencing and relationship-management skills.
• Strong analytical mindset with the ability to convert recruitment data into actionable insights.

Core Competencies

• Talent Acquisition & Recruitment Strategy
• Business & Stakeholder Management
• HR Analytics & Data-driven Decision Making
• Campus & Early Careers Hiring
• Negotiation & Influencing
• Project & Process Management