Associate Director - Talent Acquisition
LeanFlo Inc. · Mumbai · onsite · Posted 8d ago
Undisclosed8–12 yrsfulltimeSourced from
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About this role
Role Summary
Job Responsibilities
Candidate Profile
Education
Experience
Competencies
Technical
Leadership
Ideal Candidate Profile
The Talent Acquisition Lead is responsible for building and leading a structured, scalable, digitally-enabled talent acquisition function for the Firm across legal and allied roles, and across levels. The role combines strategic design with operational leadership: talent acquisition strategy, workforce planning, leadership hiring governance, market mapping, partner/search management, recruitment operations, and team capability.
This is not a pure delivery recruitment role. It is a firm-building role for someone who can design and scale the TA operating model, while remaining hands-on in critical searches and working credibly with partners, business leaders, external leadership talent advisor, and search firms.
The role serves as a trusted advisor to the Managing Partner's Office, Executive Committee, Practice Leaders, and functional heads on talent strategy, leadership hiring, and market intelligence, operating within a partnership-driven environment.
Location: Mumbai
Job Responsibilities
- Talent Strategy & Advisory
- Partner with the Managing Partner's Office, Executive Committee, Practice Leaders, and functional heads to understand current and future talent needs across legal and allied roles.
- Translate firm and practice priorities into annual hiring plans and medium-term workforce plans (by location, level, and function).
- Advise leadership on talent availability, competitor moves, succession risks, and external market trends, including leadership and specialist talent.
- TA Operating Model, Governance & Digital Enablement
- Design and run a structured, scalable TA operating model covering processes, service levels, roles, and decision rights.
- Standardize core recruitment workflows: role briefing, sourcing, evaluation, interview discipline, candidate tracking, offer management, and closure.
- Ensure compliance with employment regulations and internal policies.
- Drive adoption of recruitment technology, ATS/HRIS tools, and digital sourcing channels; build dashboards and analytics to provide visibility on volumes, pipelines, time-to-hire, and quality-of-hire.
- Leadership & Senior Hiring (Legal & Allied)
- Collaborate with Senior Leadership Talent advisor in the governance and process of senior and leadership hiring: Partners, Counsel and above, Practice/Office leadership roles, and senior Allied roles (Director and above).
- Work alongside the senior Leadership Talent Advisor and L&D team on search strategy, assessment design, and leadership evaluation frameworks, rather than running all assessments personally.
- Contribute to:
- Search briefs and role calibration with internal stakeholders.
- Market mapping, longlists/shortlists, and candidate benchmarking.
- Offer strategy, negotiations, and onboarding of leadership hires.
- Facilitate Interview and assessment processes (including psychometric and behavioural tools).
- Ensure strict confidentiality and disciplined process management for all senior mandates.
- Executive Search & External Partner Management
- Manage relationships with external executive search firms and advisor, specialist recruiters, and assessment providers.
- Set clear expectations, evaluate quality and effectiveness, and hold partners accountable for delivery, candidate quality, and process hygiene.
- Negotiate commercial terms for search Firm in collaboration with ED HR and leadership; monitor search partner effectiveness and recommend changes where needed.
- Legal Hiring (Non-Partner)
- Lead the TA team responsible for end-to-end hiring for legal roles from Associate through Principal Associate across all offices.
- Ensure strong sourcing strategies (direct sourcing, referrals, consultants, and targeted lateral outreach) and maintain healthy talent pipelines.
- Oversee screening, interview coordination, evaluation, and offer management; intervene in critical or complex mandates as needed.
- Build and manage relationships with legal recruitment consultants and specialist search partners for non-partner lateral hiring.
- Allied Hiring
- Oversee end-to-end hiring for Allied roles (e.g., HR, L&D, Knowledge Management, Finance, Strategy, Practice Management, BD, IT, Digital, Innovation, and other business services roles) typically from Executive to Associate Director levels.
- Partner with functional leaders and the MPO Office to understand role requirements, success profiles, and workforce priorities.
- Ensure effective sourcing strategies, candidate evaluation, and timely closure while maintaining quality and culture fit.
- Campus and Early Careers
- Lead the campus and early-careers strategy, supported by a dedicated team member.
- Collaborate with the HR team to forecast fresher hiring requirements across offices and practice areas.
- Build and manage relationships with leading law schools and relevant institutes; own Day Zero, PPO, internship, and other structured campus programs.
- Ensure a strong employer brand presence on campus and robust conversion from interns/trainees to full-time offers.
- Employer Brand and Market Positioning
- Strengthen Khaitan & Co's positioning as an employer of choice for legal and allied talent, including leadership talent.
- Develop targeted engagement initiatives (events, roundtables, networking, content) to deepen relationships with key talent communities.
- Represent the Firm at relevant industry and campus forums, together with partners and business leaders.
- Team leadership and capability building
- Lead, mentor, and develop a high-performing TA team (Executives/Senior Executives and Managers).
- Set clear goals, performance metrics, and ways of working; create a culture of accountability, collaboration, and continuous improvement.
- Build recruiter capability in sourcing, stakeholder management, market mapping, process discipline, digital tools, and candidate experience.
Candidate Profile
Education
- Postgraduate qualification in Human Resources, Organizational Psychology, Business, or a related field preferred.
Experience
- 10-15+ years of experience in talent acquisition, with significant exposure to leadership / senior hiring and professional services.
- Experience in a leading law firm, consulting firm, accounting firm, high-quality executive search firm, or similar professional services environment is preferred.
- Strong experience engaging directly with senior stakeholders (Managing Partners, Executive Committees, CXOs, functional heads).
Competencies
Technical
- Talent acquisition strategy and workforce planning.
- Executive search and talent mapping methodologies.
- Leadership assessment and selection frameworks (orchestrated with external advisors and L&D).
- Market intelligence, competitor analysis, and talent insights.
- Talent analytics, reporting, and comfort with ATS/HR technology.
- Stakeholder and vendor/partner management.
Leadership
- Executive presence and the ability to engage confidently with senior leaders and partners.
- Strategic thinking with the ability to link talent plans to business priorities and firm strategy.
- Influence and credibility as a trusted advisor, capable of constructive challenge.
- Commercial acumen and understanding of professional services and partnership models.
- Relationship building with internal stakeholders and external talent communities.
- Judgment and confidentiality in handling sensitive hiring matters.
- Resilience and agility in managing multiple high-profile and high-volume mandates simultaneously.
Ideal Candidate Profile
The ideal candidate combines the rigour of an executive search professional, the strategic mindset of a talent advisor, and the discipline of a TA operations leader. They are comfortable operating at the highest levels of the organization while remaining a hands-on builder of the function: designing processes, developing the team, leveraging digital tools, and ensuring that the firm has a robust, scalable, and future-ready talent acquisition engine.
Sourced from naukri
Skills
ATStalent acquisition strategyhuman resourceshr technologyleadershipAnalyticsTalent AcquisitionOnboardingHRISStakeholder ManagementLateral HiringLegalAccountingcompliancefinancerecruiterworkforce planning